Classification and Compensation Reform Project
Introduction and Purpose
The purpose of the Classification and Compensation Reform Project (Project) is to replace the District government’s current job classification and compensation system with a new and modern system that supports the District’s strategic goal to recruit, manage and retain a well-qualified and diverse workforce. The new system will:
- Be independent of the Federal system
- Be easier and more flexible to administer
- Reduce the amount of time it takes to recruit and fill positions
- Be automated and link seamless to PeopleSoft
- Better reflect the work performed by District employees
- Provide a common platform for organizing, assigning, and managing jobs
- Identify career paths within the District
- Ensure compensation is competitive, equitable, and fiscally sound
Project Status
Phase I
Updated February 2012
In 2009, employee engagement began with employees completing a job analysis questionnaire (JAQ). The purpose of the JAQ was to allow employees and supervisors to specify the duties and responsibilities they were required to perform. This exercise is the foundation of the project and it ensures, through employee and supervisor’s participation that the duties and responsibilities included in job specifications accurately reflect the work that employees assigned to a particular job specification are required to perform.
Responses to the JAQ were provided to consultants, who prepared the draft job specifications. Employees, managers, supervisors, DCHR classifiers, and members of the LMTF are now at the phase in the project that requires review and verification of the duties, responsibilities and other factors included in the draft job specification.
Click here to view a sample of the job specification.
The project is now fully in the Job Specification Review Phase. During this phase, each participating agency has identified appropriate representatives, which are commonly known as
“subject matter experts” to attend Orientation and Job Specification Review Sessions. As the Job Specification Review sessions continue, the project will move into the next phase, which includes testing of the new Job Evaluation Methodology (JEM), which will be used to classify jobs once the new system is in place.
More information regarding opportunities to view a demo of the JEM Model will be provided in future communications.
Phase II: Compensation
Updated March 2012
The Compensation Phase of the Classification and Compensation Reform project is progressing. To date, the comparable jurisdictions, compensation survey and benchmark analysis of 300 core District jobs have been completed. Currently, the proposed compensation structures are being reviewed. The goals are to decide a new compensation structure(s) in the coming weeks.
Classification and Compensation Reform Resources
Glossary
Classification/Compensation FAQs
These Frequently Asked Questions are designed to answer question you may have about the Classification Project. These questions will be updated regularly throughout the project.
Contact Us
Email
Classification Reform Project questions can be submitted to a confidential mailbox at
classificationreform.dchr@dc.gov. Please note, not all questions will be answered individually but used to compile future communications and frequently asked questions. Additionally you may contact your HR Advisors, Labor Liaisons or Union Representative if you have questions regarding the reform project.
**Sworn Metropolitan Police Department police officers, firefighters, and the District’s Education Service personnel are not included in the reform project.
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