D.C. Mun. Regs. tit. 8, r. 8-B1903

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

Rule 8-B1903 - CRITICAL PERFORMANCE ELEMENTS

1903.1

Critical Performance Elements identify key competencies or the necessary knowledge, abilities, skills and personal characteristics that must be demonstrated for satisfactory performance. These key competencies are so necessary for successful performance that failure to accomplish a Critical Performance Element will result in an Overall Performance Rating of Unsatisfactory performance.

1903.2

At the beginning of each Performance Appraisal Period, a supervisor will discuss with the employee how each Critical Performance Element relates to the employee's job.

1903.3

At the end of the Performance Appraisal Period, the supervisor will evaluate the employee's performance of each Critical Performance Element during the period.

1903.4

There are four (4) Critical Performance Elements applicable to non-supervisory employees:

(a)Job Knowledge - the employee exhibits an understanding and knowledge of their profession and works to improve job knowledge through professional development or other related activities, approved by the supervisor if applicable, that benefit the University and are related to the employee's job;

(b)Accountability - the employee demonstrates personal responsibility for ensuring the efficient and accurate completion of work assignments;

(c)Customer Service - the employee provides quality service; demonstrates consistent and continual adherence to prescribed University customer service goals/standards and treats all customers in a professional and courteous manner; and

(d)Communication - the employee presents ideas and information verbally and in writing, in a clear, concise, and timely manner.

1903.5

There are four (4) Critical Performance Elements applicable to supervisors:

(a)Leadership - the supervisor creates and nurtures a performance-based culture that supports efforts to realize the University's missions and accomplish its goals; inspires, motivates and guides others; and partners with others to ensure goals are met.

(b)Strategic Planning and Operational Efficiency - the supervisor contributes to the development, execution, and evaluation of the University's strategic plan, and displays a keen awareness of and attention to short- and long-term goals, stakeholder interests, and opportunities for work process improvement.

(c)Management of Others - the supervisor identifies potential in others and provides ongoing feedback to improve performance; encourages meaningful career development opportunities for their staff and conducts the full scope of performance management responsibilities to ensure a well- functioning team.

(d)Job Knowledge - the employee exhibits an understanding and knowledge of their profession and works to improve job knowledge through professional development or other related activities, approved by the supervisor if applicable, that benefit the University and are related to the employee's job.

1903.6

Up to two (2) additional non-supervisory Critical Performance Elements may be added for supervisors, if appropriate.

D.C. Mun. Regs. tit. 8, r. 8-B1903

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