Section 6-B1409. MID-YEAR PROGRESS DISCUSSION

 

1409.1Each employee entitled to an annual performance evaluation under section 1411 of this chapter may participate in a mid-year progress discussion no less than three (3) months prior to the end of the performance management period.  When used, the mid-year progress discussion is initiated by the employee’s immediate supervisor or the reviewer, in the absence of the immediate supervisor; and serves as a mechanism for providing feedback to an employee and identifying areas that need improvement. 

 

1409.2The mid-year progress discussion shall be mandatory in the case of probationary employees.  The mid-year progress discussion shall not impinge on a recommendation to terminate the probationary employee during his or her probationary period.

 

1409.3An annual performance evaluation shall not be based solely on a mid-year progress discussion.  An employee’s performance during the entire review period must be used to determine how well the employee performed each performance expectation and the overall performance rating.

 

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 section 1411); as amended by Final Rulemaking published at 52 DCR 1302 (February 11, 2005) (as section 1411); 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).