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Matrix Referral Process
Traditional Exempt Classifications
For Traditional Exempt classifications, Illinois Human Resources (IHR) Talent will review the applicants to determine who meet or do not meet the posted minimum acceptable qualifications (MAQs).
Once the posting closes, the department can choose to have a collaborative review to discuss the candidates who meet or do not meet the MAQs. If the department opts out of the collaborative review, a preliminary list of candidates who meet the MAQs will be emailed to the Search Coordinator. This list does not determine who will be on the official referral.
Following this initial review or upon approval of the preliminary email list, an official referral will be generated. In accordance with established SUCSS policies, only the top three scores will be referred to the department for consideration. Scores are determined based on the SUCSS rubrics provided for each specific classification.
Please note that a department may not receive all qualified applicants on the initial referral, as candidate scores determine referrals. If candidates voluntarily withdraw their candidacy from the search or do not respond, please reach out to IHR to see if you qualify for an additional referral. The “rule of 3” still applies. A new referral will only be provided if there are no longer any interested candidates within a given score to meet this requirement.
Traditional Non-Exempt Classifications
For Traditional Non-Exempt classifications, Illinois Human Resources (IHR) Talent will review the applicants to determine who meets or does not meet the posted minimum acceptable qualifications (MAQs).
Once the posting closes, an official referral will be generated. No collaborative review will take place. In accordance with established SUCSS policies, only the top three scores will be referred to the department for consideration. Scores are determined based on the SUCSS rubrics provided for each specific classification.
Please note that a department may not receive all qualified applicants on the initial referral, as candidate scores determine referrals. If candidates voluntarily withdraw their candidacy from the search or do not respond, please reach out to IHR to see if you qualify for an additional referral. The “rule of 3” still applies. A new referral will only be provided if there are no longer any interested candidates within a given score to meet this requirement.
Custom Classifications (Exempt and Non-Exempt)
For Custom classifications, Illinois Human Resources (IHR) Talent will review the applicants to determine who meets or does not meet the posted minimum acceptable qualifications (MAQs).
Once the posting closes, the department can choose to have a collaborative review to discuss the candidates who meet or do not meet the MAQs. If the department opts out of the collaborative review, a preliminary list of candidates who meet the MAQs will be emailed to the Search Coordinator. This list does not determine who will be on the official referral.
Following this initial review or upon approval of the preliminary email list, an official referral will be generated. In accordance with established SUCSS policies, only the top three bands of scores will be referred to the department for consideration. Scores are determined based on the SUCSS rubrics provided for each specific classification.
Please note that a department may not receive all qualified applicants on the initial referral, as candidate scores determine referrals. If candidates voluntarily withdraw their candidacy from the search or do not respond, please reach out to IHR to see if you qualify for an additional referral. The “rule of 3” still applies. A new referral will only be provided if there are no longer any interested candidates within a given score to meet this requirement.
Scoring Differences: Traditional vs. Custom
Traditional Classifications
Traditional classifications use detailed scoring rubrics that assign specific point values across multiple evaluation criteria. This results in a broader range of possible scores, allowing for more differentiation among candidates based on their individual experience and education. Because of this variability, referral outcomes for Traditional Exempt positions are based on the top three overall scores, which may result in some qualified candidates not appearing on the initial referral.
Custom Classifications
Custom classifications, by contrast, use a banded scoring system with fixed score ranges (100, 90, 80, and 70). Candidates are grouped into these predetermined score bands rather than receiving a specific numerical score. This approach provides a more standardized evaluation and referral process, where all candidates within the same band are treated equally for referral purposes. The “rule of 3” still applies, and only the top 3 bands of scores will be referred.