D.C. Mun. Regs. tit. 7, r. 7-1806

Current through Register Vol. 72, No. 2, January 10, 2025

Rule 7-1806 - PERFORMANCE MANAGEMENT PROGRAM FOR STAFF/ATTORNEYS

1806.1

Staff appointed by the Retirement Board, except for attorneys, shall be subject to the performance management program implemented by the District government.

1806.2

Retirement Board staff attorneys who meet the qualifications for entry into the Legal Service and the Senior Executive Attorney Service (collectively "Retirement Board attorneys") pursuant to the Legal Service Act (D.C. Code § 1-609.57) , shall be subject to the performance management system described in sections 1806.3 through 1806.8.

1806.3

The following 5-point performance rating scale shall be used as a tool for evaluating Retirement Board attorneys:

(a) 5 - Significantly Exceeds Expectations. Performance consistently and significantly exceeds expectations. Exceptional accomplishments obvious to the supervisor;

(b) 4 -Exceeds Expectations. Performance frequently exceeds expectations in some areas and meets expectations in all others;

(c) 3 - Meets Expectations. Performance consistently meets expectations and may occasionally exceed expectations;

(d) 2 - Meets Some Expectations. Performance meets most expectations but requires further development in one or more areas; and

(e) 1 - Does Not Meet Expectations. Performance consistently does not meet expectations. Formal action should be taken to ensure improved performance.

1806.4

To the extent practicable, individual performance plans shall be prepared by the respective supervisor for each attorney to develop skills and shall be based on updated job descriptions to set expectations consistent with job duties, responsibilities and Retirement Board goals.

1806.5

Performance shall be observed by the supervisor with constructive feedback year-round with a mid-year supervisory evaluation.

1806.6

A formal end-of-year performance rating shall form the basis for merit increases, with written comments from supervisor required to support ratings.

1806.7

Performance improvement plans shall be prepared by the supervisor for attorneys with deficient ratings.

1806.8

The Executive Director shall review all individual performance plans, performance appraisals, and performance improvement plans.

1806.9

Performance appraisal for the Executive Director shall be conducted by the Operations Committee (the "Committee"), which shall provide a mid-year evaluation, and a formal end-of-year performance rating. The end-of-year performance rating shall form the basis for a merit increase and/or incentive pay. Written comments from the Committee shall be required to support performance ratings for the Executive Director. Recommendations by the Committee must be approved by a majority vote (of the members present and voting) before becoming an official action of the Retirement Board.

D.C. Mun. Regs. tit. 7, r. 7-1806

Notice of Final Rulemaking published at 47 DCR 9901-02 (December 15, 2000)