D.C. Mun. Regs. tit. 22, r. 22-B8600

Current through Register Vol. 71, No. 49, December 6, 2024

Rule 22-B8600 - PERFORMANCE MANAGEMENT PROGRAMS

8600.1

Policy: PBC shall maintain a performance management system to provide a systematic approach to employee development.

8600.2

The goals of the program are as follows:

(a) Provide an on-going opportunity for employees to review and understand their job responsibilities and needed competencies, plan for their performance and development, and establish dialogue and feedback as to their actual performance;

(b) Establish objective criteria on which to base performance measurement;

(c) Provide sound knowledge on which to base decisions regarding job qualification, compensation, transfers, promotions, and when applicable, termination; and

(d) Reward employees for performance.

8600.3

Position description preparation shall consist of the following:

(a) Each employee shall have a position description that shall include essential responsibilities and criteria for the position they hold;

(b) Each vice president and his/her designee shall prepare position descriptions. Human Resources shall provide guidance in preparation of descriptions according to established format; and

(c) Each manager shall review position descriptions at least annually. If the position description no longer reflects the current responsibilities, a revised description shall be prepared and submitted to Human Resources.

8600.4

Performance management process shall consist of the following:

(a) Managers shall initiate the performance management process. Upon hire, and at the beginning of the review period, the manager shall meet with the employee and provide them with a position description. He/she shall discuss needed competencies and collaborate on goals for the upcoming period, which shall then be written on the performance management form. A work plan shall also be developed outlining what the employee should be doing to meet the established goals. Particular attention shall be paid to ensuring criteria are objective and measurable;

(b) On a regular basis, no less than quarterly, managers shall meet with their employees to review performance. Coaching may be provided to help employees develop the needed skills for performance success;

(c) At the end of each review period, the manager shall solicit input from others who work with the employee to obtain multiple perspectives on the individual's performance. Others may include colleagues within and outside the department, other managers, and customers. The employee shall also be asked for a self-assessment. Input shall be incorporated in the evaluation form and discussed with the employee; and

(d) Once completed, the employee shall receive and sign a copy of the evaluation. Completed evaluation forms shall then be forwarded to Human Resources.

8600.5

Dispute resolution shall consist of the following:

(a) Should an employee disagree with the performance evaluation made by his/her reviewing manager, he/she may appeal to his/her next highest level manager (the appealing manager) in writing, within thirty (30) days. A copy shall also be sent to Human Resources;

(b) An initial meeting shall be held between the employee and the appealing manager to discuss discrepancies in the evaluation. The focus shall be on providing objective justification for the appealed issues. The appealing manager shall investigate the contentions, including discussion with the reviewing manager;

(c) The appealing manager shall meet within ten (10) days with the employee and the reviewing manager to discuss the issues and render a written decision. The decision may include modification of the contested section. If so, that section shall be written to reflect the modified position; and

(d) Should the employee be dissatisfied with the decision, he/she may append written comments that shall be made part of the employee's permanent record.

D.C. Mun. Regs. tit. 22, r. 22-B8600

Final Rulemaking published at 45 DCR 7353, 7393 (October 9, 1998)

AUTHORITY: Unless otherwise noted, the authority for this chapter is the Health and Hospitals Public Benefit Corporation Act of 1996, D.C. Code §§ 44-1101.01 to 44-1103.03.