District of Columbia Administrative Code

1262 MILITARY LEAVE 1262.1 For the purposes of this section, the following terms have the meaning ascribed: Reserve component of the Armed Forces – the Army National Guard of the United States; the Army Reserve; the Naval Reserve; the Marine Corps Reserve; the Air National Guard …

1263 COURT LEAVE 1263.1 Court leave shall be the authorized absence from work status without loss of or reduction in pay, leave to which otherwise entitled, or credit for time or service, of an employee other than an employee on a when-actually-employed (WAE) or intermittent basi…

1264 JURY SERVICE 1264.1 Jury service for which court leave is authorized shall include any service as either a grand juror or petit juror in any jurisdiction, including time spent pursuant to a summons to appear for such service, whether or not actually selected to serve on such…

1265 WITNESS SERVICE 1265.1 For the purposes of this section, the following term has the meaning ascribed: Judicial proceeding – any civil or criminal action, suit, or other proceeding of a judicial nature, whether at law or in equity, before a court of any jurisdiction, includin…

1266 ADMINISTRATIVE LEAVE 1266.1 The Attorney General, at his or her discretion, may grant administrative leave that either relate to OAG’s mission or are in OAG’s interest including but not limited to before, during, and after severe weather conditions, or other emergencies to p…

1267 LEAVE WITHOUT PAY 1267.1 Leave without pay shall be charged only for those hours during which an employee would otherwise work or for which he or she would be paid, but shall not be charged for hours for which an employee would receive overtime pay. 1267.2 The permissive nat…

1268 ABSENCE WITHOUT LEAVE 1268.1 An absence from duty that was not authorized or approved, or for which a leave request has been denied, shall be charged on the leave record as “absence without leave (AWOL).” 1268.2 [RESERVED]. 1268.3 [RESERVED]. 1268.4 If it is later determined…

1269 LATE ARRIVAL/EARLY DISMISSAL 1269.1 The Attorney General, at his or her discretion, may authorize the closure of OAG when deemed necessary. 1269.2 Late arrival/early dismissal during declared emergencies shall be governed by Sections 1270 – 1273 of Chapter 12 of the District…

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…

1301 GENERAL PROVISIONS 1301.1 The Attorney General shall provide programs for the training and professional development of employees through planned courses, programs, systems or other instruction or education in fields that are or will be related to the performance of official …

1302 ANNUAL EMPLOYEE DEVELOPMENT PLANS 1302.1 The Attorney General shall prepare an annual employee development plan for the agency. The annual employee development plan shall identify: Subject matter areas where training is needed; The category and number of employees requiring …

1303 INDIVIDUAL DEVELOPMENT PLANS 1303.1 As provided in chapters 14 and 36 of subtitle B of title 6, 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 em…

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 The Attorney General shall develop a policy that governs the training needs of all OAG employees. The policy shall state the purposes for which training will be given and include guidelines that assure: Training plans and programs are de…

1306 SELECTION AND ASSIGNMENT FOR TRAINING 1306.1 The selection and assignment of training for employees shall be made in a non-discriminatory manner and based on the following criteria: (a) Availability of funds; (b) The degree to which the training is useful and applicable to t…

1307 EVALUATION OF TRAINING PROGRAMS 1307.1 OAG managers shall be responsible for evaluating the results and effects of training and recommending professional development to OAG’s Training Officer for employees in need of specific training. SOURCE: Final Rulemaking published at 6…

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

1309 DETERMINING TIME IN TRAINING 1309.1 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 (40) hours a week, unless other …

1310 AGREEMENT TO CONTINUE IN SERVICE 1310.1 An employee selected for training in a non-District government facility shall agree in writing to: 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 of th…

1311 PAYMENT OF TRAINING EXPENSES 1311.1 The Attorney General shall determine full training costs, including, but not limited to the cost to OAG for employee travel, subsistence, transportation tuition, fees, books and related materials, and membership fees, to the extent that th…

1312 FAILURE TO COMPLETE TRAINING 1312.1 The Attorney General shall establish procedures to protect OAG’s interests when employees fail to complete training for which OAG pays the expenses. 1312.2 Such procedures shall include the requirement that the expenses incurred by OAG be …

1313 RECORDS OF TRAINING 1313.1 The Attorney General shall establish procedures for the reporting and evaluation of completed training and its effectiveness. 1313.2 The Attorney General shall maintain records of payments made for travel, tuition and fees, and other necessary expe…

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

1315 ATTENDANCE AT MEETINGS AND CONFERENCES 1315.1 Funds made available to an employee by OAG 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 activities to w…

1316 TRAINING AND THE PAYMENT OF PREMIUM PAY 1316.1 OAG shall schedule employee training so as to avoid, whenever possible, periods when overtime or premium pay, or both, would otherwise be payable. 1316.2 An employee assigned for training under this chapter shall not be paid ove…

1317 TRAINING LIAISON COORDINATORS 1317.1 OAG’s Training Officer is designated as OAG’s training liaison to assist management in the coordination of employee development efforts, including coordination with the Director of the Center for Workforce Development. 1317.2 OAG shall de…

1399 DEFINITIONS Training — the process of installing and maintaining systematic programs for the purposes of developing and enhancing employees’ performance through planned courses, systems, or other related and relevant courses; and to improve employees’ knowledge, ability, ski…

1700 LABOR MANAGEMENT RELATIONS 1700.1 OAG wishes to maximize efficient operations and understands that sound labor management practices are essential to that goal. In order to establish a cooperative and productive labor-management relations program, OAG shall complement its sta…

1701 PRINCIPLES OF THE RELATIONSHIP 1701.1 The Labor Management Partnership Committee members shall provide the leadership necessary to create an office-wide labor management relationship based on mutual interests, respect and trust. In order to realize the results desired, labor…

1702 LABOR-MANAGEMENT PARTNERSHIP STRATEGIC PLAN 1702.1 The Partnership Committee shall develop and maintain a strategic plan to reflect current priorities which shall identify long-term initiatives, programs and performance measures that are aligned with partnership’s purpose, v…

1703 COMPOSITION OF THE PARTNERSHIP COUNCIL 1703.1 The governing body of the Labor Management Partnership Council shall comprise no more than 24 representatives. 1703.2 The LMPC governing body shall have an equal number of representatives from both labor and management. 1703.3 Bo…

1704 GROUNDRULES AND DECISION-MAKING 1704.1 The Partnership Committee does not supersede or replace the statutory collective bargaining and labor relations program, including negotiated agreements between labor organizations and OAG, or provide for the resolution of grievances. 1…

1705 PARTNERSHIP COMMITTEE MEETING AGENDA 1705.1 Any member of the Partnership Committee may suggest an agenda item to either of the Co-Chairs within 48 hours of the meeting. The Co-Chairs shall confer prior to any full meeting of the Partnership Committee to jointly determine th…

200 OAG WORKFORCE 200.1 OAG employs dedicated people who are selected from the best qualified talent, considering the government’s immediate and long-term needs. 200.2 Employees are organized into one of six services: Career, Educational, Excepted, Executive, Legal, or Management…

201 CAREER SERVICE 201.1 Excluding jobs properly classified in the, Excepted, Executive, Legal, or Management Supervisory Services, or as otherwise provided by law, all OAG jobs are in the Career Service. SOURCE: Final Rulemaking published at 69 DCR 004169 (April 29, 2022). Distr…

202 TALENT ACQUISITION (GENERALLY) 202.1 When used in the context of this chapter, talent acquisition refers to the OAG’s efforts to prepare for future talent needs, attract highly skilled candidates to government service, and select individuals for employment. 202.2 All personne…

203 WORKFORCE PLANNING 203.1 OAG shall implement a workforce planning process that identifies current and potential critical skills and knowledge gaps. Workforce planning data will be used to: Develop and implement knowledge gap reduction strategies; Inform OAG structures and dep…

204 EMERGENCY APPOINTMENTS 204.1 OAG may make noncompetitive emergency appointments for not more than thirty (30) days to provide essential services in situations of natural disaster or catastrophes when normal employment procedures are impracticable. 204.2 Pursuant to D.C. Offic…

205 RECRUITMENT STRATEGIES, MARKETING, AND BRANDING 205.1 OAG shall develop and implement a recruitment strategy for attracting highly qualified talent. The strategy shall encompass methods that enable OAG to utilize workforce data to make budgeting decisions that provide the gre…

206 QUALIFICATION AND EVALUATION STANDARDS 206.1 OAG shall establish standards with respect to education, training, experience, suitability, physical and mental fitness, or other criteria that agencies will then use to establish specific hiring requirements and evaluate applicant…

207 COMPETITIVE AND NON-COMPETITIVE ACTIONS 207.1 All initial appointments, placements, and subsequent assignments and promotions shall be made by open competition, unless otherwise authorized by this chapter. 207.2 Notwithstanding § 207.1, the following actions do not require op…

208 CAREER LADDERS 208.1 A career ladder is a permanent appointment with a sequential series of positions and grades, in the same line of work, with duties that increase in difficulty from the entrance level to the grade level classified as full performance. 208.2 Career ladders …

209 TEMPORARY AND TERM APPOINTMENTS 209.1 OAG may make a temporary appointment for a limited period of at least ninety (90) days up to eighteen (18) months. A temporary appointment may be extended, provided the aggregate temporary appointment is less than eighteen (18) months. Ex…

210 JOB POSTINGS AND AREAS OF CONSIDERATION 210.1 Each competitive appointment shall be advertised for not less than three (3) days. 210.2 The area of consideration for each posting shall be sufficiently broad to ensure the availability of high-quality candidates, considering the…

211 INITIAL SCREENING, RATING, AND RANKING 211.1 This section applies to the initial selection of an appointee, and to the selection for internal placement of an employee when the internal placement is by open competition. 211.2 OAG shall evaluate applicants on a 100-point scale.…

212 EMPLOYMENT PREFERENCES 212.1 Applicants for employment may be eligible to receive advanced standing towards placement when they claim one or more employment preferences: residency preference, veterans’ preference, or foster care youth preference. 212.2 An applicant who claims…

213 RESIDENCY PREFERENCE 213.1 All job postings shall inform District candidates of their eligibility for any applicable residential hiring preference. Such job postings shall also inform candidates of the requirement to remain a District resident for seven (7) years if selected …

214 VETERANS’ PREFERENCE 214.1 A veteran who claims and qualifies for a veterans’ preference and meets the qualifications of the position shall be awarded either a five (5)-point or ten (10)-point hiring preference. Points awarded shall vary based on the type of veterans’ prefere…

215 FOSTER CARE YOUTH EMPLOYMENT PREFERENCE 215.1 A person who applies for a competitive appointment or promotion and who, at the time of application, is 18 to 21 years of age and is in foster care, or who is within five (5) years of leaving foster care, may be awarded a 10-point…

216 ELIGIBLE APPLICANTS 216.1 Pursuant to § 211.5, each applicant who meets the minimum requirements for the position and who receives a score of seventy (70) points or more during the initial screening process is eligible for consideration for appointment. The eligible applicant…