D.C. Mun. Regs. tit. 6, r. 6-B1402

Current through Register Vol. 71, No. 44, November 1, 2024

Rule 6-B1402 - 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 organizational and individual work goals to all employees;

(b) Identify individual and, where applicable, team responsibilities and accountability for accomplishing work unit, agency, and organizational goals;

(c) Identify and address developmental needs for individuals and, where applicable, teams;

(d) Provide feedback to employees about performance expectations and work accountability;

(e) Assess and improve individual, team, and organizational performance;

(f) Use appropriate measures of performance as the basis for recognizing and rewarding accomplishments; and

(g) Use the results of the annual performance evaluation as a basis for appropriate human resources' actions, including training, promotion, demotion, administrative action, or other types of human resources' actions.

1402.3

The performance management program implemented by this chapter shall accomplish all of the following:

(a) Create and set forth work expectations in relation to the strategic goals of a work unit, an agency and, where applicable, the District government as a whole;

(b) Hold supervisors and employees accountable for performance, which shall include a direct relationship between the performance evaluation received pursuant to this chapter and the receipt of any periodic salary increases (including salary increases on both step and merit-based salary plans);

(c) Objectively evaluate employees' work performance based on criteria that have been made known to the employees prior to the performance evaluation;

(d) Improve employee performance through developmental plan and continuous employee skill development;

(e) Recognize employees' accomplishments and identify employees' deficiencies so that appropriate rewards or assistance can be provided; and

(f) Tie employee performance to work unit, agency, and where applicable, District government-wide outcomes.

D.C. Mun. Regs. tit. 6, r. 6-B1402

Final Rulemaking published at 47 DCR 5560 (July 7, 2000); as amended by Final Rulemaking published at 48 DCR 301 (January 12, 2001); as amended by Final Rulemaking published at 50 DCR 2851 (April 11, 2003); as amended by Final Rulemaking published at 52 DCR 1302 (February 11, 2005); as amended by Final Rulemaking published at 56 DCR 6164 (August 7, 2009), as corrected by Errata Notice published at 56 DCR 6993 (August 28, 2009)

Authority: Director, D.C. Department of Human Resources, with the concurrence of the City Administrator, pursuant to Mayor's Order 2008-92, dated June 26, 2008, and in accordance with sections 1351 through 1353 of the District of Columbia Government Comprehensive Merit Personnel Act of 1978, effective March 3, 1979, (D.C. Law 2-139; D.C. Official Code § 1-613.51 et seq.) (2006 Repl.)