Section 6-B1404. PERFORMANCE RATINGS

 

1404.1An overall performance rating shall be a culmination of the ratings assigned to each performance expectation.  The overall performance rating indicates the level of an employee’s actual performance of assigned competencies and S.M.A.R.T Goals during the performance management period.

 

1404.2The overall performance rating shall be derived from the score on competencies for fifty percent (50%); and S.M.A.R.T Goals for fifty percent (50%). 

 

1404.3The rating levels for the performance management program shall be as follows:

 

(a)Level 5, Role Model - Performance serves as a benchmark for other employees in the workplace.  Regarded by colleagues as a person with great depth and breadth of knowledge in area of expertise, ideas and is willing to share it with others. Contributions, initiatives, and productivity reflect the highest degree of performance.

 

(b)Level 4, Highly Effective Performer - Performance consistently exceeds expectations in most areas and meets expectations in all other areas. Consistently adds value to the work of the agency. Demonstrates willingness to offer sound recommendations for improvement and is involved in the implementation of them.

 

(c)Level 3, Valued Performer - Performance expectations consistently meet and may occasionally exceed expectations, and therefore, meets the minimum requirements of the position. Contributions are essential to ensuring that agency goals are met.

 

(d)Level 2, Marginal Performer- Performance of most expectations needs improvement.  Adequate performance of the expectations for the position requires further development of skills. Potential to improve is evident and demonstrates a willingness to improve skills.

 

(e)Level 1, Inadequate Performer - Performance of expectations is consistently inadequate, and therefore fails to meet the minimum requirements of the position. Potential to improve is not evident.

 

authority

Director, D.C. Department of Human Resources, with the concurrence of the City Administrator, pursuant to Mayor’s Order 2008-92, dated June 26, 2008, and in accordance with sections 1351 through 1353 of the District of Columbia Government Comprehensive Merit Personnel Act of 1978, effective March 3, 1979, (D.C. Law 2-139; D.C. Official Code § 1-613.51 et seq.) (2006 Repl.)

source

Final Rulemaking published at 47 DCR 5560 (July 7, 2000); as amended by Final Rulemaking published at 48 DCR 301 (January 12, 2001); as amended by Final Rulemaking published at 50 DCR 2851 (April 11, 2003); as amended by Final Rulemaking published at 52 DCR 1302 (February 11, 2005); as amended by Final Rulemaking published at 56 DCR 6164 (August 7, 2009), as corrected by Errata Notice published at 56 DCR 6993 (August 28, 2009).