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D.C. Municipal Regulations (Last Updated: September 13, 2017) |
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Title 22. HEALTH |
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SubTilte 22-B. PUBLIC HEALTH AND MEDICINE |
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Chapter 22-B88. PUBLIC BENEFIT CORPORATION PERSONNEL POLICIES: COMPENSATION |
Section 22-B8800. COMPENSATION POLICY
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8800.1Policy: The PBC shall maintain a market-based compensation program designed to attract and retain qualified employees that at the same time rewards performance. The goals of the program are to attract employees by the following:
(a)Motivate and reward results;
(b)Provide competitive total cash compensation opportunities;
(c)Link compensation to performance; and
(d)Provide reasonable and appropriate levels of income protection and replacement.
8800.2Procedures which apply are as follows:
(a)Human Resources shall maintain the compensation system. Regular reviews shall be performed to ensure internal and external equity;
(b)Jobs shall be classified into pay ranges based on the market for that job, value to the organization, and objective content criteria;
(c)New hires shall be paid within the range for the job contingent upon criteria such as experience and education. No new employee shall be hired at greater than the 50th percentile unless approved by the CEO. Human Resources shall make all job offers;
(d)Employee rewards shall be earned each year and may include individual or group incentives based on achievement of goals, gain sharing plans, or lump sum bonuses for outstanding performance. The Chief Executive Officer shall approve the plan for the upcoming period in consultation with Human Resources;
(e)Individual employees may have their pay adjusted based on meeting objective and measurable criteria in conjunction with the performance management process. Requests for review shall be submitted to the Human Resources along with reasons the employee should be adjusted. Human Resources shall review the request and respond to the requestor within forty-five (45) days; and
(f)Any adjustment in compensation must be approved in advance by Human Resources.