D.C. Mun. Regs. tit. 8, r. 8-A1211
A formal performance review conference shall be held between each staff member and his or her immediate supervisor within thirty (30) days after the first three (3) months of initial employment. The supervisor shall discuss the employee's strengths, weaknesses, and shall make suggestions for any improvements in performance that may be necessary. The supervisor shall indicate whether the employee's performance has been satisfactory or unsatisfactory in the various areas of evaluation.
Based on the employee's ongoing performance, the supervisor shall hold at least one (1) additional performance review conference with the employee during the probationary period.
If the employee's performance is noted during a review conference as being unsatisfactory in any areas of job performance, the supervisor shall hold a follow-up conference with the employee within thirty (30) days after an additional six (6) week evaluation period to discuss progress toward improvement of performance. Additional follow-up conferences shall be conducted until the performance of the employee improves to a satisfactory level or a decision is made to terminate the employment under § 1212.
If an employee's performance during the probationary period becomes or remains seriously deficient or unsatisfactory, the supervisor may hold a performance review conference at any time, and may schedule a follow-up conference at any time after an additional evaluation period of at least fifteen (15) working days. If the performance remains seriously deficient, the supervisor may decide to terminate the employment under § 1212.
D.C. Mun. Regs. tit. 8, r. 8-A1211