Section 6-B1410. PERFORMANCE IMPROVEMENT PLAN

 

1410.1The provisions of this section shall apply to all employees described in 1400.1 of this chapter, except for Career Service probationary employees and Senior Executive Attorney Service attorneys’ in the Office of the Attorney General.

 

1410.2A Performance Improvement Plan (PIP) is a performance management tool designed to offer the employee placed on it an opportunity to demonstrate improvement in his or her performance. 

 

1410.3The purpose of a Performance Improvement Plan is to offer the employee placed on it an opportunity to demonstrate improvement. A Performance Improvement Plan issued to an employee shall last for a period of thirty (30) to ninety (90) days, and shall:

 

(a)Identify the specific performance areas in which the employee is deficient; and

 

(b)Provide concrete, measurable action steps the employee needs to take to improve in those areas.

 

1410.4A supervisor or, in the absence of that individual, the reviewer, shall complete a PIP when employee performance has been observed by the supervisor as being deficient. The last date on which a PIP may be issued is June 30 of each year.

 

1410.5Within ten (10) calendar days of the end of the PIP period, the employee’s immediate supervisor or, in the absence of that individual, the reviewer, shall make a determination as to whether the employee has met the requirements of the PIP. If the determination is that the employee has met the requirements of the Performance Improvement Plan, the employee's immediate supervisor, or in the absence of that individual, the reviewer, shall so inform the employee, in writing. If the determination is that the employee failed to meet the requirements of the Performance Improvement Plan, the employee’s immediate supervisor or in the absence of that individual, the reviewer, as appropriate, shall issue a written decision to the employee to:

 

(a)Extend the Performance Improvement Plan for an additional thirty (30) and not to exceed ninety days total, to further observe the employee’s performance;

 

(b)Reassign, reduce in grade, or remove the employee.

 

1410.6Failure on the part of the supervisor, or, in the absence of that individual, the reviewer, to issue a written decision within the specified time period will result in the employee’s performance having met the PIP requirements.

 

1410.7Any reduction in grade or termination action as specified in section 1410.5 (b) of this section taken against a Career Service employee shall be taken pursuant to Chapter 16 of these regulations.

 

1410.8Any reduction in grade or termination action as specified in section 1410.5.(b) of this section taken against a Legal Service employee as described in section 1400.1 (e) of this chapter who is not “at-will” shall be taken pursuant to Chapter 36 of these regulations.

 

1410.9The Chief of Police may elect not to use a Performance Improvement Plan for officials above the rank of Captain.

 

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 section 1411); as amended by Final Rulemaking published at 48 DCR 301 (January 12, 2001) (as section 1411); as amended by Final Rulemaking published at 49 DCR 1862 (March 1, 2002) (as section 1411); as amended by Final Rulemaking published at 50 DCR 2851 (April 11, 2003) (as section 1414); as amended by Final Rulemaking published at 52 DCR 1302 (February 11, 2005) (as section 1414); 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).