District of Columbia Administrative Code

1299 DEFINITIONS 1299.1 When used in this chapter, the following terms have the meaning ascribed: Absence without leave - an unauthorized and unapproved absence from duty; also referred to as “AWOL.” Accrued leave - the leave earned by an employee during the current leave year th…

1300 APPLICABILITY 1300.1 Pursuant to § 1301 of the District of Columbia Government Comprehensive Merit Personnel Act of 1978 (CMPA), effective March 3 1979 (D.C. Law 2-139; D.C. Official Code § 1-613.01) (2001), the provisions of this chapter are applicable to each employee of t…

1301 GENERAL PROVISIONS 1301.1 The Mayor shall implement and maintain programs for the training and development of employees. This shall be conducted through planned courses, programs, systems or other instruction or education in fields that are or will be related to the performa…

1302 ANNUAL EMPLOYEE DEVELOPMENT PLANS 1302.1 The head of each agency (or his or her designee) shall prepare an annual employee development plan for the agency. The annual employee development plan shall identify: (a) Subject matter areas where training is needed; (b) The categor…

1303 INDIVIDUAL DEVELOPMENT PLANS 1303.1 As provided in Chapter 14 of these regulations for employees covered under the Performance Management Program (PMP), each supervisor, in collaboration with his or her employees covered under the PMP, shall prepare every year an Individual …

1304 MANDATORY CONTINUING EDUCATION AND TRAINING 1304.1 Pursuant to § 955 of the CMPA (D.C. Official Code § 609.55) (2001), each employee appointed to the Management Supervisory Service shall be required to maintain and enhance his or her management and supervisory skills and to …

1305 ESTABLISHING TRAINING PROGRAMS 1305.1 Each personnel authority shall develop a policy that governs training needs of employees subject to this chapter. The policy shall be set forth in writing and shall include a broad statement of purposes for which training will be given a…

1306 SELECTION AND ASSIGNMENT FOR TRAINING 1306.1 Each personnel authority shall ensure that every District government employee is treated fairly in the selection and assignment of training. 1306.2 In accordance with the D.C. Human Rights Act of 1977, effective December 13, 1977 …

1307 EVALUATION OF TRAINING PROGRAMS 1307.1 For agencies under the personnel authority of the Mayor, the D.C. Office of Personnel, Center for Workforce Development, shall be responsible for evaluating the results and effects of training under this chapter. 1307.2 For other agenci…

1308 TRAINING THROUGH NON-DISTRICT GOVERNMENT FACILITIES 1308.1 The personnel authority may make arrangements for employee development and training with colleges, universities, other institutions of higher education, or private sector organizations, as appropriate. 1308.2 Authori…

1309 DETERMINING TIME IN TRAINING 1309.1 Except as provided in § 1309.2, an employee assigned to full-time training shall be counted as being in training the same number of hours as in a pay status during the training assignment, up to a maximum of eight (8) hours a day or forty …

1310 AGREEMENT TO CONTINUE IN SERVICE 1310.1 An employee selected for training in a non-District government facility shall agree in writing to: (a) Continue in the service of the District government after the end of the training for a period of time at least equal to the length o…

1311 PAYMENT OF TRAINING EXPENSES 1311.1 Pursuant to § 1301(c)(2) of the CMPA (D.C. Official Code § 1-613.01(c)(2)) (2001), each personnel authority shall determine full training costs, including, but not limited to: cost to the District government for employee travel, subsistenc…

1312 FAILURE TO COMPLETE TRAINING 1312.1 Each personnel authority shall establish procedures to protect the District government's interests when employees fail to complete training for which an agency pays the expenses. 1312.2 Such procedures shall include the requirement that th…

1313 RECORDS OF TRAINING 1313.1 To provide a reasonable basis for the evaluation of training, each personnel authority shall establish procedures for the reporting of completed training. 1313.2 Each agency shall maintain records of payments made for travel, tuition and fees, and …

1314 ACCEPTANCE OF CONTRIBUTIONS, AWARDS, AND PAYMENTS FROM NON-DISTRICT GOVERNMENT ORGANIZATIONS 1314.1 The personnel authority shall establish procedures concerning the acceptance of contributions, awards, and payments in connection with any training provided by non- District g…

1315 ATTENDANCE AT MEETINGS AND CONFERENCES 1315.1 Funds made available to an employee by an agency for travel and other expenses relating to attendance at meetings or conferences shall be limited to such meetings or conferences which are concerned with the functions or activitie…

1316 TRAINING AND THE PAYMENT OF PREMIUM PAY 1316.1 Each agency shall schedule employee training so as to avoid, whenever possible, periods when overtime or premium pay, or both, would otherwise be payable. 1316.2 Pursuant to § 1301(c)(2) of the CMPA (D.C. Official Code §1-613.01…

1317 TRAINING LIAISON COORDINATORS 1317.1 The Director of the Center for Workforce Development or the independent personnel authority, as applicable, shall establish a training liaison coordination network consisting of designated representatives from each agency to assist manage…

1399 DEFINITIONS 1399.1 When used in this chapter, the following terms have the meaning ascribed: Agency - any unit of the District of Columbia government, excluding the courts, required by law, by the Mayor of the District of Columbia, or by the Council of the District to admini…

1400 APPLICABILITY 1400.1 The provisions of this chapter apply to the following: Employees in the Career Service under the authority of Section 801 of the District of Columbia Government Comprehensive Merit Personnel Act of 1978 (CMPA), effective March 3, 1979 (D.C. Law 2-139; D.…

1401 EXCLUSIONS 1401.1 The provisions of this chapter shall not apply to the following employees: Uniformed members of the MPD at the ranks of Officer, Master Patrol Officer, Detective, Investigator, and Sergeant, who shall continue to be covered under the performance evaluation …

1402 PURPOSE 1402.1 The purpose of this chapter is to set forth the rules for the District government’s performance management program. 1402.2 Performance management integrates the processes District government agencies use to do all of the following: (a) Communicate and clarify …

1403 PERFORMANCE MANAGEMENT PERIOD 1403.1 Except as provided in section 1417 of this chapter, the performance management period for all covered employees shall be from the beginning of each fiscal year (October 1st) to the end of the fiscal year (September 30th). SOURCE: Final Ru…

1404 PERFORMANCE RATINGS 1404.1 An overall performance rating shall be a culmination of the ratings assigned to each performance expectation. The overall performance rating indicates the level of an employee’s actual performance of assigned competencies and S.M.A.R.T Goals during…

1405 PERFORMANCE PLANS 1405.1 A Performance Plan shall set forth the performance expectations and development objectives that each covered employee is expected to accomplish during the performance management period. 1405.2 Only the Director, D.C. Department of Human Resources (or…

1406 COMPETENCIES 1406.1 Competencies are a type of performance expectation that consists of the critical knowledge, abilities, skills, and personal characteristics necessary for satisfactory performance in a particular position. Competencies are linked to the specific duties per…

1407 S.M.A.R.T GOALS 1407.1 S.M.A.R.T Goals are a type of performance expectation that consists of goals that are “Specific, Measurable, Attainable, Realistic, and Time-Related.” A Performance Plan shall include at least three (3) and not more than five (5) S.M.A.R.T Goals. 1407.…

1408 INDIVIDUAL DEVELOPMENT PLAN 1408.1 At the beginning of the performance management period, a supervisor, or the reviewer in the absence of the supervisor, shall prepare an Individual Development Plan for an employee, identifying areas for growth and development. The Individua…

1409 MID-YEAR PROGRESS DISCUSSION 1409.1 Each employee entitled to an annual performance evaluation under section 1411 of this chapter may participate in a mid-year progress discussion no less than three (3) months prior to the end of the performance management period. When used,…

1410 PERFORMANCE IMPROVEMENT PLAN 1410.1 This section shall not apply to probationary employees in the Career Service. 1410.2 A Performance Improvement Plan (PIP) is designed to facilitate constructive discussion between an employee and his or her immediate supervisor to clarify …

1411 ELIGIBILITY TO RECEIVE AN ANNUAL PERFORMANCE EVALUATION 1411.1 In order to be eligible to receive an annual performance evaluation, a Performance Plan shall be in place for at least ninety (90) calendar days prior to conducting an annual performance evaluation based on that …

1412 ANNUAL PERFORMANCE EVALUATION 1412.1 An annual Performance Evaluation shall be issued to each eligible employee within three months of the end of the performance management period, the exact date of which will be established by the appropriate personnel authority. 1412.2 The…

1413 SELF-EVALUATION 1413.1 At his or her discretion, each employee eligible to receive an evaluation may submit a self-evaluation to his or her supervisor as input into the performance evaluation process. SOURCE: Final Rulemaking published at 47 DCR 5560 (July 7, 2000) (as secti…

1414 SALARY INCREASES 1414.1 An annual overall performance rating of Valued Performer or higher shall constitute performance at an acceptable level of competence for purposes of eligibility for a periodic step increase or a merit-based salary increase (for employees paid from ope…

1415 EMPLOYEE REQUEST FOR REVIEW 1415.1 This section shall not apply to probationary employees in the Career Service. 1415.2 Employees’ requests for review of performance ratings shall be handled at the hiring agency level by the person(s) or entity designated by the agency head …

1416 PROBATIONARY EMPLOYEES 1416.1 An employee serving a probationary period shall be subject to the performance management program established by this chapter. A Performance Plan shall be provided to each probationary employee, on which the probationer shall be evaluated. 1416.2…

1417 CAPITAL CITY FELLOWS 1417.1 A Performance Plan as described in section 1404 of this chapter shall be completed for each Capital City Fellow, not later than thirty (30) calendar days after the beginning of each six-month (6-month) placement. Each Performance Plan shall outlin…

1499 DEFINITIONS 1499.1 When used in this chapter, the following terms shall have the meaning ascribed: Annual performance evaluation - a process for determining how well an individual employee has performed the performance expectations established in the performance plan for the…

1600 APPLICABILITY 1600.1 This chapter establishes a progressive approach for addressing District of Columbia government employee performance and conduct deficits, pursuant to chapter XVI of the District of Columbia Government Comprehensive Merit Personnel Act of 1978, effective …

1601 POLICY 1601.1 The policies outlined in this section apply to employees and their supervisors XE "supervisors" , personnel authorities and agency heads, and form the basis for the standards governing this chapter. 1601.2 Each supervisor has a duty and responsibility to ensure…

1602 EMPLOYEE RIGHTS 1602.1 Employees enjoy the protections established in this chapter. No employee may be reprimanded XE "reprimanded" , suspended XE "suspended" , demoted XE "demoted" , placed on enforced leave, XE "enforced leave" or removed without cause, as defined in this …

1603 [RESERVED] SOURCE: Final Rulemaking published at 34 DCR 1845 (March 20, 1987); as amended by Final Rulemaking published at 37 DCR 8297 (December 21, 1990); as amended by Final Rulemaking published at 46 DCR 7208 (September 10, 1999); as amended by Final Rulemaking published …

1604 [RESERVED] SOURCE: Final Rulemaking published at 34 DCR 1845 (March 20, 1987); as amended by Final Rulemaking published at 47 DCR 7094 (September 1, 2000); as amended by Final Rulemaking published at 51 DCR 7951 (August 13, 2004); and as amended by Final Rulemaking published…

1605 MISCONDUCT; PERFORMANCE DEFICITS 1605.1 District employees are expected to demonstrate high standards of integrity, both on and off the job, guided by established standards of conduct and other Federal and District laws, rules and regulations. When established standards of c…

1606 ESTABLISHING APPROPRIATE ACTION 1606.1 After establishing a sufficient basis for taking action (i.e., evidence to support the allegation(s); a nexus between the conduct or performance at issue and the employee’s job or the agency’s mission), managers must determine the appro…

1607 TABLE OF ILLUSTRATIVE ACTIONS 1607.1 Once it is established that an employee has failed to meet performance or conduct standards, which requires corrective or adverse action, a supervisor or manager must determine the appropriate action based on the circumstances. 1607.2 The…

1608 [RESERVED] SOURCE: Final Rulemaking published at 34 DCR 1845 (March 20, 1987); as amended by Final Rulemaking published at 47 DCR 7094 (September 1, 2000); as amended by Final Rulemaking published at 51 DCR 7951 (August 13, 2004); as amended by Final Rulemaking published at …

1609 [RESERVED] SOURCE: Final Rulemaking published at 34 DCR 1845 (March 20, 1987); as amended by Final Rulemaking published at 47 DCR 7094 (September 1, 2000); as amended by Final Rulemaking published at 63 DCR 1265 (February 5, 2016). District of Columbia Municipal Regulations …

1610 PROGRESSIVE DISCIPLINE 1610.1 The District strives to employ highly qualified and motivated individuals who successfully perform their job duties, without the need for disciplinary action. To this end, the District uses a progressive disciplinary system when an employee’s co…