Section 6-B2412. RETENTION REGISTER

 

2412.1A retention register shall be established by the appropriate personnel office whenever a competing employee is to be released from his or her competitive level.

 

2412.2A separate retention register shall be prepared for each competitive level in the competitive area.

 

2412.3The retention register shall document the final action taken, and the effective date of that action, for each employee released from his or her competitive level.

 

2412.4Each competitive level shall be identified by the title, series, and grade of the position(s) that composed the competitive level.

 

2412.5When a competitive level consists of two (2) or more different titles, each position title shall be identified on the retention register.

 

2412.6The retention register for each competitive level shall list all positions in the competitive level. A written justification shall be attached to the retention register when positions of the same title, series, and grade are placed in different competitive levels.

 

2412.7The retention register shall include all of the following:

 

(a)The name of each competing employee in the competitive level, whether in duty status or paid or unpaid leave status;

 

(b) The name of each competing employee in the competitive level who is receiving continuation of pay under section 2318 of the CMPA (D.C. Official Code § 1-623.18 (2006 Repl.));

 

(c)The name of each competing employee in the competitive level who is in a leave-without-pay status based upon receipt of disability compensation benefits under sections 2301 through 2347 of the CMPA (D.C. Official Code §§ 1-623.01, et seq. (2006 Repl. & 2011 Supp.));

 

(d)The name of each competing employee detailed or temporarily reassigned from the competitive level;

 

(e)The name of each competing employee temporarily promoted from the competitive level by a temporary or term promotion; and

 

(f)The name of each competing employee on a temporary assignment from the competitive level to a governmental entity, an institution of higher education, or a private sector organization pursuant to Chapter 27 of these regulations.

 

2412.8An employee on military duty with restoration rights as specified in Chapter 8 of these regulations shall not be placed on a retention register.

 

2412.9An employee who has received a written decision under Chapter 16 of these regulations to demote him or her shall compete for retention in the position to which he or she will be demoted.

 

2412.10At the bottom of the retention register, or on a separate list appended to the retention register, in the order set forth below, shall be the following:

 

(a)The name and expiration date of the appointment or reassignment of each employee serving in a position in the competitive level who is in a specifically limited temporary appointment or on a temporary reassignment;

 

(b)The name and expiration date of promotion of each employee serving in a position in the competitive level on a temporary or term promotion; and

 

(c) The name of each employee serving in a position in the competitive level with a current performance rating of “Inadequate Performer,” which is Level 1 of the Performance Management system set forth in Chapter 14 of these regulations; or a current performance rating at the level equivalent to “Inadequate Performer” under the Legal Service performance appraisal system set forth in Chapter 36 of these regulations, as applicable.

 

2412.11Career Service employees who have transitioned from the Performance Evaluation System (PES) established in accordance with part II of chapter 14 of the District Personnel Manual to the Performance Management system set forth in chapter 14 of these regulations, will receive their first (1st) performance rating under the new system on or after September 30, 2009.  Accordingly, for reductions in force occurring before an employee receives a rating under the new performance rating system and for the purposes of subsection 2412.10(c) of this section, official performance ratings under the PES shall be utilized, as applicable.  The same shall apply to any Legal Service employees transitioning to another performance appraisal system, as appropriate. 

 

 

authority

The Director of the 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 2401 through 2409 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 §§ 1-624.01, et seq. (2006 Repl. & 2011 Supp.))

source

As amended by Final Rulemaking published at 40 DCR 2114 (March 26, 1993); as amended by Final Rulemaking published at 44 DCR 3933 (July 11, 1997); as amended by Final Rulemaking published at 47 DCR 2425 (April 7, 2000); as amended by Final Rulemaking published at 50 DCR 10573 (December 12, 2003); as amended by Final Rulemaking published at 55 DCR 12899, 12902 (December 26, 2008); as amended by Final Rulemaking published at 59 DCR 8400, 8403 (July 13, 2012).