D.C. Mun. Regs. tit. 8, r. 8-B1900

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

Rule 8-B1900 - UNIVERSITY OF THE DISTRICT OF COLUMBIA PERFORMANCE MANAGEMENT PROGRAM

1900.1

The purpose of this chapter is to set forth rules for the University's Performance Management Program.

1900.2

The provisions of this chapter apply to all University employees, except as follows:

(a) Faculty (including Academic Chairs);

(b) Employees serving a probationary period;

(c) Employees serving on temporary, or time- limited appointments; and

(d) The University Administration (President's Cabinet).

1900.3

Performance Management integrates the processes the University uses to:

(a) Communicate and clarify institutional and individual work goals to employees;

(b) Identify individual, and where applicable, team responsibilities and accountability for accomplishing work unit and institutional 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 institutional 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 personnel actions, including training, promotion, demotion, administrative action, or other types of personnel actions.

1900.4

The Performance Management Program implemented by this chapter will accomplish the following:

(a) Establish work expectations in relation to institutional strategic goals;

(b) Hold supervisors and employees accountable for performance, which will include a direct relationship between the performance evaluations received pursuant to this chapter and the receipt of any periodic salary increases;

(c) Objectively evaluate an employee's work performance based upon articulated criteria that have been made known to the employee prior to the performance evaluation;

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

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

(f) Tie employee performance to work unit and University outcomes.

D.C. Mun. Regs. tit. 8, r. 8-B1900

Final Rulemaking published at 64 DCR 12724 (12/15/2017)