District of Columbia Administrative Code

217 ASSESSMENTS, EVALUATIONS, AND SELECTION PROCEDURES 217.1 All selection criteria shall be based on a job analysis of a single position, group of positions, an occupation, or a group of occupations having common characteristics. Selection criteria shall, at a minimum, include: …

218 INTERVIEW PANELS AND OTHER ASSESSMENT TOOLS 218.1 Baseline interview questions and other assessment tools, such as writing exercises, must be submitted to the recruitment specialist prior to the evaluation of candidates. 218.2 When interviews are not used, assessment tools be…

219 SPECIAL EMPLOYMENT PROGRAMS 219.1 OAG shall establish employment programs designed to attract and utilize persons with minimal qualifications, but potential for employment, and other appropriate target groups to provide career development opportunities. 219.2 A person appoint…

220 REINSTATEMENTS 220.1 Except for a person who has a retreat right to a position in the Career Service as provided in Chapters 9 and 10, a person who has served for at least three (3) years shall receive permanent reinstatement eligibility following the date of his or her separ…

221 OFFERS OF EMPLOYMENT 221.1 All salaries shall be offered and negotiated in accordance with Chapter 11. 221.2 An offer shall be conditioned on any general or enhanced suitability screening required under Chapter 4. 221.3 No enhanced suitability screening shall be performed pri…

222 ORIENTATION AND ONBOARDING 222.1 OAG shall design an onboarding program that acclimates employees to the culture and values of the District government and OAG. At minimum, the onboarding program shall include a comprehensive orientation. 222.2 Employee orientation programs sh…

223 PROBATIONARY PERIODS 223.1 OAG shall utilize the probationary period as fully as possible to determine the employee’s suitability and qualifications as demonstrated by the employee’s knowledge, skills, and abilities as well as his or her conduct. 223.2 Generally, a person app…

224 EXTENDING PROBATION 224.1 Notwithstanding § 224, OAG may identify classes of positions that shall be subject to a probationary period of longer than one (1) year. 224.2 Factors or conditions that would warrant a probationary period requirement longer than one (1) year for a s…

225 COMPLETING PROBATION 225.1 Satisfactory completion of the probationary period is a prerequisite to continued employment in the Career Service. 225.2 Upon initial appointment, a probationary employee shall be informed of the performance expectations for his or her position. Th…

226 NEW PROBATIONARY PERIODS 226.1 Except when the appointment is affected with a break in service of three (3) days or more, or as otherwise specified in this chapter, an employee who once satisfactorily completed a probationary period in the Career Service shall not be required…

227 SEPARATION OF PROBATIONARY EMPLOYEES 227.1 Whenever a Career Service employee fails to perform his or her duties at a satisfactory level during the probationary period, probation shall be terminated and the employee shall be separated from government service. 227.2 When an em…

228 RETURNING TO DUTY 228.1 The following “covered” employees are eligible to be returned to duty: Employees whose absences from their positions are necessitated by military service and who have reemployment rights and benefits pursuant to 38 U.S.C. § 4312; Employees who are rece…

229 RETURNING FROM MILITARY DUTY 229.1 An employee who is covered by § 228.1(a) may resign or may be either separated or furloughed, i.e., placed on leave without pay status, by the District while he or she is on military duty by his or her OAG. Regardless of the nature of the ad…

230 RETURNING FROM A WORKPLACE DISABILITY 230.1 OAG shall carry employees covered under § 228.1(b) on leave without pay for two (2) years (the “two- (2) year period”) from the date of lessening of disability as determined by the Public Sector Workers’ Compensation Program or, in …

231 TRANSFERS 231.1 A transfer occurs when an employee moves from a position under one personnel authority to another position under a different personnel authority. Transfers shall be coordinated between the respective personnel authorities. 231.2 An employee may be transferred …

232 REASSIGNMENTS 232.1 A reassignment occurs when an employee is permanently moved from one position to another at the same or equivalent grade within OAG or to another OAG under the same personnel authority. 232.2 OAG may reassign an employee to another position when the reassi…

233 DETAILS 233.1 A detail occurs when an employee is temporarily reassigned to a position at the same or equivalent grade. 233.2 Details may be made within OAG or between personnel authorities provided both authorities agree to the details. 233.3 Details shall be temporary in na…

234 PROMOTIONS 234.1 A promotion occurs when an employee is permanently appointed to a position at a higher equivalent grade or to a position with additional promotional potential. 234.2 Promotions may be made within OAG or to another OAG under the same personnel authority. A pro…

235 TEMPORARY PROMOTIONS 235.1 A temporary promotion occurs when an employee is reassigned to a different position at a higher equivalent grade or to a position with additional promotional potential to meet a time-limited employment need. 235.2 Temporary promotions may be made to…

236 DEMOTIONS 236.1 A demotion occurs when an employee is permanently reappointed from his or her current position to a new position at a lower equivalent grade or to a position with lesser promotional potential. 236.2 Demotions may be made within an OAG or to another OAG under t…

237 RESTRICTIONS ON EMPLOYEE MOVEMENT 237.1 Employees may be detailed, reassigned, transferred, or promoted, consistent with this chapter, provided the employee has served in his or her current position for at least three (3) months. Three (3) months of service is not required fo…

238 TIME-IN-GRADE REQUIREMENTS 238.1 Employees may advance by promotion or appointment no more than one (1) grade interval, except when he or she meets the following time-in-grade requirements: For employees at grade 12 or above, only after he or she has served one (1) year at th…

VOLUNTEERS 239.1 To better support the provision of services to District residents, businesses, and visitors, the Office of the Attorney General (“OAG”) welcomes volunteers to augment OAG’s programs and services to the greatest extent possible. 239.2 OAG accepts volunteer service…

299 DEFINITIONS 299.1 For the purposes of this chapter, the following definitions apply: Area of consideration ─ the area in which applications will be accepted in a specific recruitment action. Break in service ─ the period between separation and reemployment. Career ladder ─ A …

3800 POLICY Pursuant to section 951 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 § 1-609.51), the Management Supervisory Service is established within the District government t…

3801 APPLICABILITY 3801.1 The Management Supervisory Service consists of all employees of the Office of the Attorney General who meet the definition of “management employee” in section 1411(5) of the CMPA (D.C. Official Code § 1-614.11(5)), that is, employees whose functions incl…

3802 COMPENSATION SYSTEM, SALARY AND RATE SCHEDULES, AND PAY-FOR-PERFORMANCE SYSTEM FOR MANAGEMENT SUPERVISORY SERVICE EMPLOYEES 3802.1 The compensation provisions of Chapter 11 of subtitle B of title 6 are applicable to all positions in the Management Supervisory Service. 3802.2…

3803 INCUMBENT CLASSIFICATION SYSTEM 3803.1 Until such time as the Attorney General adopts a new classification system, the classification system that was in effect on December 31, 1979 is the system applicable to the classification of positions in the Management Supervisory Serv…

3804 METHOD OF MAKING MANAGEMENT SUPERVISORY SERVICE APPOINTMENTS 3804.1 In accordance with section 953 of the CMPA (D.C. Official Code § 1-609.53), all appointments to the Management Supervisory Service, except as specifically limited in this chapter, shall be by open competitio…

3805 PROHIBITED PERSONNEL PRACTICES 3805.1 No person shall interfere in the competitive process by influencing another person to withdraw from competition for any position in the Management Supervisory Service for the purpose of either improving or injuring the prospects of any a…

3806 QUALIFICATION STANDARDS AND GENERAL REQUIREMENTS FOR SELECTION 3806.1 A person selected to a position in the Management Supervisory Service shall meet the qualification standards for the position for which selected. 3806.2 Suitability requirements applicable to the Managemen…

3807 COMPETITIVE AND NON-COMPETITIVE PLACEMENT 3807.1 Except as otherwise provided in this chapter, competitive procedures shall apply to all initial appointments to the Management Supervisory Service, and subsequent assignments and placements to positions within the Management S…

3808 COMPETITIVE SELECTION 3808.1 Competitive selection procedures shall consist of assembled examinations, which may include written, oral, or performance examinations, or a combination thereof; or unassembled examinations, which may include but shall not be limited to the estab…

3809 PLACEMENT BY REASSIGNMENT OR DEMOTION 3809.1 OAG may fill a vacancy within the Management Supervisory Service by reassignment of a Management Supervisory Service employee to another position of the same grade and salary, either competitively or non-competitively, as provided…

3810 MANAGEMENT SUPERVISORY SERVICE SKILLS MAINTENANCE AND ENHANCEMENT 3810.1 In accordance with section 955 of the CMPA (D.C. Official Code § 1-609.55), each employee appointed to the Management Supervisory Service will be required to maintain and enhance his or her management a…

3811 PERFORMANCE EVALUATION SYSTEM FOR MANAGEMENT SUPERVISORY SERVICE EMPLOYEES 3811.1 Except as provided in Chapter 14 of subtitle B of title 6, the performance of employees in the Management Supervisory Service shall be evaluated utilizing the performance management system in t…

3812 RESIDENCY PREFERENCE FOR MANAGEMENT SUPERVISORY SERVICE 3812.1 The residency preference provisions of section 801(e) (1), (2), (3), (5), (6), and (7) of the CMPA (D.C. Official Code § 1-608.01(e) (1), (2), (3), (5), (6), and (7)), shall apply to employment in the Management …

3813 EMPLOYEE RIGHTS UPON TERMINATION 3813.1 An appointment to the Management Supervisory Service is an at-will appointment. A person appointed to a position in the Management Supervisory Service serves at the pleasure of the Attorney General, and may be terminated at any time. A…

3899 DEFINITIONS 3899.1 For the purposes of this chapter, the following terms have the meaning ascribed: Assembled examination – a computerized or multiple-choice written examination or test which may include a typing or data-entry skills test. Break in service – a period of one …

4100 PURPOSE 4100.1 OAG has established a Voluntary Leave Transfer Program for OAG employees pursuant to section 1231 of the District of Columbia Government Comprehensive Merit Personnel Act of 1978 (CMPA), effective February 6, 2004 (D.C. Law 15-68; D.C. Official Code § 1-612.31…

4101 ELIGIBILITY 4101.1 Employees must be in a pay status with OAG for a minimum of one year to be eligible to donate annual leave. SOURCE: Final Rulemaking published at 69 DCR 004271 (April 29, 2022). District of Columbia Municipal Regulations Office of the Attorney General Pers…

4102 GUIDELINES 4102.1 Employees who would like to make a request to receive donated annual leave from their co-workers must: 1) have a need to either care for themselves or 2) provide personal care to a family member with a serious health condition and 3) will require the employ…

4103 DONATION OF ANNUAL LEAVE 4103.1 The donation of annual leave is strictly voluntary. 4103.2 An employee may donate annual leave to be used by eligible coworkers. 4103.3 The donor’s identity will not be disclosed to donating employees. 4103.4 The donation of annual leave is on…

4104 REQUESTING DONATED ANNUAL LEAVE 4104.1 Employees who would like to request donated annual leave must complete a Donation of Annual Leave Request Form and submit it to OAG’s HR Unit before the last three pay periods of the leave year. 4104.2 Requests for donations of sick or …

4105 APPLICATION TO DONATE ANNUAL OR UNIVERSAL LEAVE UNDER THE PROGRAM 4105.1 An OAG employee may donate annual leave to the Program by completing the Application to Donate Annual/Universal Leave” and submitting the application to OAG HR Leave Coordinator. The application must sp…

4106 PROCESS FOR THE APPROVAL OF APPLICATIONS SUBMITTED UNDER THE PROGRAM 4106.1 After an eligible OAG employee completes the Leave Transfer Application Form, including attaching the required documentation, the employee’s timekeeper must verify that the employment information is …

4107 VOLUNTARY LEAVE TRANSFER PROGRAM REPORT 4107.1 OAG shall comply with all reporting requirements for the Voluntary Leave Transfer Program. SOURCE: Final Rulemaking published at 69 DCR 004271 (April 29, 2022). District of Columbia Municipal Regulations Office of the Attorney G…

4108 UNUSED TRANSFERRED LEAVE 4108.1 In accordance with section 1232 (c) of the CMPA (D.C. Official Code § 1-612.32 (c)), unused transferred leave will be forfeited (lost) once the employee returns to work. 4108.2 In accordance with section 1232 (c) of the CMPA (D.C. Official Cod…

4109 PROHIBITION OF COERCION 4109.1 An OAG employee shall not directly or indirectly intimidate, threaten, or coerce any other OAG employee for the purpose of interfering with any right that the employee may exercise to contribute, receive, or use annual or universal leave under …

4199 DEFINITIONS 4199.1 For the purposes of this chapter, the following terms have the meaning ascribed: Committed relationship – a familial relationship between 2 individuals characterized by mutual caring and the sharing of a mutual residence. Domestic partner – a committed rel…