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D.C. Municipal Regulations (Last Updated: September 13, 2017) |
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Title 7. EMPLOYMENT BENEFITS |
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Chapter 7-18. DISTRICT OF COLUMBIA RETIREMENT BOARD CLASSIFICATION AND COMPENSATION PROGRAM REGULATIONS |
Section 7-1802. COMPENSATION POLICY
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1802.1The Retirement Board shall maintain a compensation policy designed to attract, motivate, and retain talented employees with highly specialized skills in order to successfully execute its statutory obligations, while concomitantly assuring to the fullest extent possible, fair treatment of applicants and employees, and compliance with Federal fair employment laws which prohibit employment practices that discriminate on the basis of age, race, color, gender, national origin, religion, and disability.
1802.2The Retirement Board shall implement a multi-grade salary structure with a minimum, midpoint, and maximum ("min-mid-max") salary range, and variable progression through each respective grade based on performance.
1802.3The minimum of the salary range shall be the rate paid to an employee who is assigned to a position for which he/she possesses entry-level qualifications and who is expected to be able to perform basic duties and responsibilities after normal training.
1802.4The midpoint shall be the middle point of the salary range which shall be appropriate for an experienced and fully qualified employee whose performance fulfills all requirements of the position.
1802.5The maximum of the salary range shall be the highest salary level for an employee: (i) whose performance consistently exceeds most position requirements, (ii) with critical skills, or (iii) with long satisfactory service.
1802.6The min-mid-max salary structure will reflect salary range spreads (the distance between the minimum and the maximum of the salary range) which may vary with grade level.
1802.7A midpoint-to-midpoint differential (the percentage distance between the midpoint of one grade and the midpoint of the adjacent grade) of 10 to 15 percent shall be maintained to the extent practicable, to allow an appropriate progression from one grade to another.
1802.8The following objectives shall be used as the basis to guide compensation decisions:
(a)To attract, motivate, and retain employees who possess the knowledge, skill, and ability which contributes to achievement of the Retirement Board's mission and compliance with its fiduciary obligations;
(b)To ensure a program which treats all employees in a fair and equitable manner in relation to both the external market as well as the internal hierarchy; and
(c)To reward employees for contributions and performance which contributes to achievement of the Retirement Board's overall mission and objectives.
1802.9For purposes of compliance with separate competitive salary requirements under the Legal Service Act:
(a)Compensation for Senior Executive Attorneys shall be competitive with that provided by the Federal government Senior Executive Service Salary Table for attorneys in the Washington metropolitan area having comparable duties, responsibilities, qualifications and experience; and
(b)Compensation for other Legal Service Attorneys shall be competitive with that provided by the Federal government General Schedule for attorneys in the Washington metropolitan area having comparable duties, responsibilities, qualifications, and experience.
1802.10Total compensation shall be established and maintained (consistent with laws of the District of Columbia) at levels sufficient to enable the Retirement Board to compete effectively for talented employees in all identified relevant markets.
1802.11Salary structures may be adjusted on an annual basis to ensure ongoing competitiveness of salary ranges.
1802.12In addition to salary adjustments based on competitiveness, individual base salaries may be adjusted based on merit increases.
1802.13Rates of pay within and, to the maximum extent practical, across various occupations and categories shall be equal for substantially equal work. Differences in pay among individual employees will reflect differences in the nature and character of work performed and the skill, competency, experience, performance and results associated with each individual employee.