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Classification and Compensation Reform Project

Classification and Compensation Reform Project ImageIntroduction 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

Who will be impacted by the Reform?

This project will cover the approximately 18,000 employees , represented and non-represented employees, from all agencies under the personnel authority of the Mayor, in addition participating independent agencies. Exclusions include sworn Metropolitan Police Department police officers, firefighters, and select positions within the District’s Educational Service personnel

Project Authority

Supported by the authority given to the Mayor in the Home Rule Act of 1973, the Compensation and Classification Reform effort arose from provisions in the collective bargaining agreement covering District employees in Compensation Units 1 and 2.
The District currently uses the Federal Government’s Office of Personnel Management Factor Evaluation System (FES) method of classification and corresponding compensation methodology for its workforce.

The Labor Management Taskforce on Classification and Compensation Reform (LMTF) is composed of representatives from various labor unions, management representatives from various District agencies, and has received implementation support from an intergovernmental team of District labor relations, human resources and information technology professionals as well as consultants from Deloitte Consulting, LLP.

What has been done to date

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. Specification review session were then held with Subject Matter Experts (SME), comprising of employees performing the work along with managers and supervisors of the jobs. DCHR classifiers and members of the LMTF approved job specifications following the SME sessions.

As part of the job specification SME sessions and LMTF review, through the Reform effort the following tasks were accomplished:

  • Consolidated more than 3,500 employee position descriptions into approximately 1,100 title/level job specification combinations
  • Analyzed the work for all non-supervisory and supervisory jobs and drafted new job specifications
  • Gathered input from represented and non-represented subject matter expert employees and management on the content of the new job specifications
  • Approved final versions of all new job specifications
  • Selected a new evaluation system that integrates the external market with our internal job hierarchy
  • Assigned each job specification a job level and established a numeric job value

View a sample of the job specification [PDF].

What’s Next

DCHR is currently working with the agency HR community, managers, and labor leaders to provide training on the next steps in the Reform. The steps currently being undertaken will position the District to be implementation ready for the new Classification and Compensation systems.

Classification and Compensation Reform Resources

Public Notice and Hearing

Classification Reform Project questions can be submitted to a confidential mailbox at [email protected]. Please note, not all questions will be answered individually, but used to compile future communications. Additionally you may contact your HR Advisors, Labor Liaisons, or Union Representative if you have questions regarding the reform project.