Chicago OIG

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Senior Performance Analysts (SPAs) and Performance Analysts (PAs) are part of the Public Safety
section’s Evaluations Unit, which conducts in-depth inquiries into the policies, practices, and programs
of the Chicago Police Department and Chicago’s policy accountability agencies (including COPA and
the Police Board). Recent topics of these reviews have included the City’s response to the protests and
unrest following the murder of George Floyd, CPD’s search warrant processes and practices, and the
hiring process for Chicago Police officers. Those reviews result in reports, which detail the Public Safety
section’s findings about the policy, practice, or program at issue and may make recommendations to
address deficiencies and make improvements. SPAs are deeply involved in every step of the process
from project development through final report drafting. This often includes intensive fieldwork, which
may see SPAs gathering and analyzing large amounts of quantitative criminal justice data, collecting
and reviewing documents from CPD or the police accountability agencies, observing trainings or other
agency operations, and/or interviewing CPD, COPA, or Police Board officials.
Under the guidance of a Chief Performance Analyst, this position conducts inquiries into selected police
and police accountability operations, policies, programs, and practices and makes recommendations
to improve their effectiveness. The Senior Performance Analyst is responsible for mentoring, training,
and guiding the work of Performance Analysts through effective communication and role modeling.

• Mentor, train, and guide Performance Analysts independently and as directed by a Chief
Performance Analyst
• Under the guidance of a Chief Performance Analyst, conduct and lead reviews of selected police
and police accountability operations, policies, programs, and practices
• Identify organizational needs and develop solutions to meet those needs
• Assist in developing project ideas and refining project proposals
• Collect, analyze, and interpret data to identify areas of concern and where improvements are
• Develop recommendations for police and police accountability reforms based on best practices
and other research
• Compose clear, concise, and objective reports containing qualitative and quantitative police
and police accountability information
• Conduct site visits to observe operations
• Interview police department members, other City personnel, and community stakeholders
• Perform related duties as required

MINIMUM QUALIFICATIONS: Graduation from an accredited college or university with a Bachelor’s
degree plus three years of work experience in program auditing or operations analysis, or an
equivalent combination of education, training and experience, provided that the minimum degree
requirement is met.

• Demonstrated experience successfully mentoring, training, or guiding the work of others
• Demonstrated experience identifying and successfully implementing process improvements in
a team-based work environment
• Advanced degree in a social science, public policy, or related field, and a background in
conducting policy reviews for a government or non-profit organization
• Experience developing data collection instruments such as surveys, direct and participatory
observation, interviews, focus groups, and literature searches
• Excellent judgment and confidence to discuss police and police accountability policies and
procedures with internal and external stakeholders
• Knowledge of, and demonstrated interest in, law enforcement, criminal justice, and/or civil
rights issues
• Familiarity with Chicago government, Chicago Police Department, and Chicago police
accountability system

ANNUAL SALARY: Range: $73,664 – $99,588 (annual increase first three years)
Starting $73,664; Post successful six-month review $75,732

TRAVEL AND SCHEDULE: Travel outside Chicago is not required. Standard work hours are 8:30am-4:30pm, flexibility permitted.

RESIDENCY REQUIREMENT: Employees must be a resident of the City of Chicago and proof of residency is required at the commencement of employment.

Employee Vaccination Requirement: City of Chicago employees must, as a condition of employment, be fully vaccinated against COVID-19 effective October 15, 2021. This Policy applies to all City employees. If you are not able to receive the vaccine for medical or religious reasons, you may seek approval for an exemption in accordance with applicable City processes. For more information on the vaccine policy please visit:

The Office of the Inspector General (OIG) is an equal opportunity employer.
OIG is an inclusive organization that hires and develops all its staff of all levels regardless of race,
religion, color, ethnicity, national origin, ancestry, marital or parental status, sex, gender expression
or identity, sexual orientation, physical or mental ability, age, veteran status, and all other
characteristics protected by law. OIG strives to create the kind of workplace where a socially diverse mix of people can thrive professionally. We pride ourselves in meeting our legal charge to promote economy, effectiveness, efficiency, and integrity in government. Through the hard work of our passionate and innovative team, OIG aims to serve every community with equity, respect, and dignity. If you would like to request a reasonable accommodation due to disability or pregnancy to participate in the application process, please contact the OIG’s Supervisor of Personnel Administration Keyla Vazquez at Please be prepared to provide information in support of your
reasonable accommodation request.

In compliance with federal law, all persons hired will be required to verify identity and eligibility to
work in the United States and to complete the required employment eligibility verification document
form upon hire. The City of Chicago does not participate in E-Verify (Employment Eligibility Verification
System). In addition, employment at the Office of Inspector General is contingent upon a satisfactory
criminal background check.

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