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D.C. Municipal Regulations (Last Updated: September 13, 2017) |
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Title 8. HIGHER EDUCATION |
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SubTilte 8-B. UNIVERSITY OF THE DISTRICT OF COLUMBIA |
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Chapter 8-B11. GENERAL PERSONNEL POLICIES |
Section 8-B1143. DEALING WITH DEFICIENT PERFORMANCE
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1143.1If the supervisor determines that an employee has failed one of the critical elements of the position, the supervisor shall place the employee on a Performance Improvement Plan (PIP) in which the employee is given at least thirty (30) days to improve, prior to assigning a performance rating.
1143.2At the end of the PIP, the supervisor will evaluate the employee's performance and assign a rating to the employee.
1143.3If the employee receives a rating of "Achieved Expectations" at the end of the PIP no further action is required of the supervisor.
1143.4If the employee receives a rating of "Below Expectations" at the end of the PIP the supervisor, in consultation with the personnel director, shall document actions required of the employee.
1143.5 If the employee receives a rating of "Failed Expectations" the supervisor, in consultation with the personnel director, must propose one of the following actions:
(a)Reassignment to another position at the same grade and pay, if such a position is available;
(b)Demotion to a lower graded position with the appropriate reduction in salary; or
(c)Separation from the University.
1143.6The supervisor shall seek guidance from the personnel director and shall issue the employee a notice of proposed demotion or separation within five (5) workdays of assigning a rating of "Failed Expectations".
1143.7The employee, with or without representation, shall have the right to respond, orally or in writing, to a proposal to the appropriate University Vice President or the Senior Administrator for University Services within five (5) workdays of the date of the notice of proposed demotion or separation.
1143.8The appropriate University Vice President or the Senior Administrator for University Services will issue a written decision on the demotion or separation within five (5) workdays of receipt of the employee's response.
1143.9Within five (5) workdays of receipt of the written decision of the appropriate University Vice President or the Senior Administrator for University Services, the employee may appeal the decision on demotion or separation to the University's Performance Action Appeals Committee (PAAC). The members of the PAAC are three senior level staff appointed by the University President. Within five (5) workdays of the employee's appeal the PAAC will conduct a hearing on the proposed demotion or separation.
1143.10Within five (5) workdays, thereafter, the PAAC will issue its written decision to the employee.
1143.11Decisions of the PAAC shall be the final agency decision.
1143.12Demotions and separations approved by the PAAC shall be effective at the end of the next full pay period following the PAAC's decision.
1143.13During the notice, appeal and decision period, the supervisor may, in consultation with the personnel director, place the employee on administrative leave with pay. Such a decision will not prejudice the outcome of the employee's appeal.