Section 5-E1100. CLASSIFICATION POLICY

 

1100.1The Board of Education shall pay, in an equitable manner, all of its employees by the application of recognized classification principles, within the framework of governing legal and regulatory requirements, premised upon the following:

 

(a)Equal pay for equal work based upon assigned duties and responsibilities, and the qualification requirements of positions; and

 

(b)Strict adherence to the principles set forth in § 1101.1((a) without regard to race, color, national origin, sex, religion, creed, age, marital status, personal physical appearance, sexual orientation or preference, family responsibilities, physical handicap, source of income, matriculation, citizenship status, place of residence or business, or membership or non-membership in an employee organization, except as authorized by law or court order.

 

1100.2The Superintendent of Schools shall be responsible for the administration and maintenance of a sound position classification program for the D.C. Public Schools in accordance with the D.C. Comprehensive Merit Personnel Act.

 

1100.3All management, operating, and other supervisory personnel shall be responsible for the following:

 

(a)Ensuring that positions established are necessary and enhance the most sound and most economical, organizational structure for accomplishment of assigned functions; and are organized so that maximum utilization is made of each employee;

 

(b)Providing assistance to the Division of Personnel in delineating the duties and responsibilities of positions within their respective organizational elements;

 

(c)Taking whatever measures as may be required to aid in effecting the results of classification recommendations; and

 

(d)Advising the Division of Personnel of significant changes affecting the duties of positions as soon as any changes are known.

 

1100.4The Division of Personnel shall be responsible for the following:

 

(a)Coordinating classification activities with operating officials and other supervisory personnel as they pertain to changes in functions and work flow of organizational elements, and determining the effect of any changes on existing or proposed position evaluations;

 

(b)Evaluating positions to determine series, grade, and title, in accordance with position classification or job grading standards and related criteria; and

 

(c)Making available to the employee upon appropriate request those position classification or job-related standards used as a basis in classifying his or her respective position.

 

1100.5The Division of Personnel shall also be responsible for the following at least once every twenty-four (24) months:

 

(a)Maintaining current and accurate position descriptions and pertinent records;

 

(b)Conducting individual position inquiries as necessary to obtain information regarding assigned duties and responsibilities; and

 

(c)Conducting periodic surveys of all positions.

 

1100.6The Division of Personnel shall carry out its responsibilities under § 1100.5 by conducting personal interviews with employees at their work sites, whenever practical, and by verifying position information with appropriate supervisory officials.

 

1100.7An employee who administers or participates in the administration of the classification program has a professional responsibility for the maintenance of its soundness and integrity.

 

1100.8Employees and supervisory personnel shall furnish complete and accurate information regarding current assigned duties and responsibilities during position audits and surveys by the classification representative.

 

authority

Unless otherwise noted the authority for this act is § 2 of An Act approved June 20, 1906 34 Stat. 317, ch.3446, D.C. Official Code § 38-102 (2001).

source

Final Rulemaking published at 27 DCR 4297, 4298 (October 3, 1980).