Disaster Recovery Program Manager- Bureau Of Technology- Actively Recruited

   

 

 

Cook County Offices

Under The President

Administrative HearingsAuditorBureau of AdministrationBureau of Economic DevelopmentBureau of FinanceBureau of Human ResourcesBureau of TechnologyFacilitiesOffice of the President                                    

 

Job Summary

Under the direction of Chief Technology Officer, the Disaster Recovery Program Manager is responsible for communicating, developing, implementing, maintaining and managing the governance of the enterprise Disaster Recovery Management (DRM) program and team for Cook County. Supports Informational Technology (IT) system resilience and timely data recovery, regardless of cause. Supports key recovery objectives, including IT infrastructure damage assessments, crisis communications, coordination with external government agencies and timely work area recovery. Supports the operations and access recovery of business applications and data that are not sourced in the data center, including departmental IT services and services supplied by third-party providers. Link the Enterprise's DRM activities with business operations recovery and continuity requirements on a proactive basis. Performs other duties as assigned.

**This position is Actively Recruited and At-Will**

 

Minimum Qualifications

•  Graduation from an accredited college or university with a Bachelor's degree in Computer Science, or Information Systems is required.
•  Five (5) years' work experience in DISASTER RECOVERY applying ISO 27001 or ITIL v3 or DRI International or Business Continuity Institute professional practices is required.
•  Two (2) years of experience in Business Continuity Management (BCM) or DISASTER RECOVERY within a municipal setting or other government organization is required.

Minimum Qualifications

• Participation in, or subscription to, at least one Disaster Recovery Management professional organization or publication such as Disaster Recovery Institute International (DRII), Disaster Recovery Journal (DRJ), Business Continuity Institute (BCI), or Association of Continuity Professionals (ACP International).
• Possession of at least one of the following certifications: Certified Business Continuity Professional (CBCP), Master Business Continuity Professional (MBCP), Disaster Recovery Certified Specialist (DRCS), and Certificate of Business Continuity Institute (CBCI).

Candidates who are contacted will be required to produce original required documents (e.g., current driver's license, diploma, school transcript, certifications, etc.) listed on the Notice of Job Opportunity within five (5) days of being extended an offer, in writing, by the Bureau Chief of BHR (or designee). Candidates will be notified of how to submit required documents.

The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.

*Degrees awarded outside of the United States with the exception of those awarded in one of the United States territories and Canada, must be credentialed by the World Education Services (WES), Educational Credential Evaluators (ECE) or a National Association of Credential Evaluation (NACES) member organization. 

  KNOWLEDGE, SKILLS, ABILITIES AND OTHER CHARACTERISTICS

 

Knowledge of current DR planning techniques and technologies, as well as the methods used to perform risk analyses and business impact analyses. Knowledge of data and voice telecommunications to guide the preparation of related recovery procedures. Knowledge of the use and application of IT project and program management tools. Skilled in oral communication and written communication. Ability to apply ISO 27001, ITIL v3, DRI International (DRII) or Business Continuity Institute (BCI) professional practices, as well as industry-specific regulations and regulatory bodies. Ability to create and define new operational models and procedures and explaining complex problems or situations. Ability to define, implement and enforce risk-based standards, processes and procedures for responding to disruptions in business or IT operations.

  VETERAN'S PREFERENCEWhen applying for employment with Cook County Government, preference is given in the application process to honorably discharged Veterans who have served in the Armed Forces of the United States for more than 180 consecutive days, or during War Time.   To take advantage of this preference a Veteran must:

• MEET THE MINIMUM QUALIFICATIONS FOR THE POSITION.
• IDENTIFY THEMSELVES AS A VETERAN ON THEIR EMPLOYMENT APPLICATION BY ANSWERING YES TO THE QUESTION "Are you a military veteran?"
• ATTACH A COPY OF THEIR DD 214, DD 215 or NGB 22 (NOTICE OF SEPARATION) AT TIME OF APPLICATION FILING.  IF YOU HAVE MULTIPLE DD 214S, 215S, OR NGB 22S, PLEASE SUBMIT THE ONE WITH THE LATEST DATE. COAST GUARD MUST SUBMIT A CERTIFIED COPY OF THE MILITARY SEPARATION FROM EITHER THE DEPARTMENT OF TRANSPORTATION (BEFORE 911) OR THE DEPARTMENT OF HOMELAND SECURITY (AFTER 911).

The Cook County Department of Veterans Affairs can assist you with obtaining a certified DD214 and having it recorded for you at no charge. Please contact veterans.affairs@cookcountyil.gov

    VETERAN MUST PROVIDE ORIGINAL APPLICABLE DISCHARGE PAPERS AT TIME OF INTERVIEW.   

 

Benefits Package

• Medical, Dental, and Vision Coverage
• Basic Term Life Insurance
• Pension Plan and Deferred Compensation Program
• Employee Assistance Program
• Paid Holidays, Vacation, and Sick Time
• You May Qualify for the Public Service Loan Forgiveness Program (PSLF)

For further information on our excellent benefits package, please click on the following link: http://www.cookcountyrisk.com/

The County has a hybrid work environment which allows employees telecommuting and flexible scheduling options.

*This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination.

Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County's Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County's Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (d)

 

EEO Statement

Cook County Government is an Equal Employment Opportunity ("EEO") employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.

 

NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.

 

*Must be legally authorized to work in the United States without sponsorship.

 

Social Media Disclaimer

The County's hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County's hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County -  Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.