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Department of Human Resources
 

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FAQ - Strategic Human Capital Administration

Performance Management
Credentialing
Records
Compensation


Performance Management

Q. What is Performance Management?

A. Performance Management is the systematic process by which an agency involves its employees as individuals and members of a team in accomplishing the agency’s mission and goals.

Q. What is the performance management period for agencies under the Mayor’s personnel authority?

A. The performance management period for agencies under the Mayor’s personnel authority is from the beginning of each fiscal year (October 1) to the end of the fiscal year (September 30).

Q. Can an employee’s supervisor make changes to their Performance Plan during the fiscal year?

A. Yes. A supervisor can make an adjustment to an employee’s Performance Plan. The PeopleSoft ePerformance System will open on the 15th and 30th of each month (or the closest business day) for plan modification(s) through June 30th.

Q. What is a Performance Improvement Plan (PIP)?

A. A Performance Improvement Plan (PIP) is a management tool that is designed to be a specific roadmap for an employee to improve their performance and to clarify areas of work performance that must be improved. A PIP can only be issued by the employee’s immediate supervisor.

Q. When can a PIP be issued to an employee?

A. A PIP can be issued at any time during the fiscal year. If an employee is covered by a collective bargaining agreement (union), the agency union representative should be contacted for additional guidance.

Q. Is there a timeframe associated with how long an employee is on a PIP?

A. Yes. A PIP is issued in 30-day increments and lasts no more than 90 days.

Q. What happens if an employee’s performance does not improve during the PIP period?

A. An immediate supervisor may (1) extend the PIP for another 30 days if the period of time for the PIP and the extension do not exceed 90 days; or (2) reassign, reduce in grade, or remove the employee.

Q. Can an employee appeal their performance evaluation rating?

A. Yes. An employee who is dissatisfied with their annual performance rating may submit a request for review within ten (10) business days after participating in a performance rating year-end discussion with his or her immediate supervisor and receipt of an official rating. The request for review should be submitted to the person(s) designated by the agency head to handle these matters, with the subsequent review by the agency’s Reconsideration and Resolution Committee (RRC). An employee may also appeal a final agency decision affecting a performance rating which results in removal of the employee with the Office of Employee Appeals within 30 days of the effective date of the appealed agency action.

Q. What is the Reconsideration and Resolution Committee (RRC)

A. The RRC is an internal agency body established for the purpose of reviewing an employee’s request for a formal performance rating review. The RRC is responsible for making the final determination as to whether a rating should be sustained or increased.

Q. What if an employee does not agree with the decision rendered by the RRC?

A. The decision of the RRC is final.

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Credentialing


Q. What are the hours of operation to obtain a Credentialing Identification Badge?

A. An employee can obtain a Credentialing Identification Badge Monday through Friday between the hours of 8:00am – 5:00pm.

Q. How does an employee obtain a replacement (if expired or lost) Credentialing Identification Badge?

A. To obtain a replacement badge, an employee must notify their agency human resource office. The appropriate staff (agency signatory) in that office will complete the Online Credentialing Identification Form

For additional information, please contact DCHR’s Customer Care Center at 202-481-3794 or via email [email protected].

Q. How does a current or former employee obtain an employment verification of their work history with the District of Columbia government?

A. All employment verification requests must be submitted via email to [email protected]. DCHR will respond to all employment verification requests within two (2) business days of receipt of the employment verification request.

    Please note that DCHR does not complete employment verifications for the following agencies:

  • Child and Family Services Agency (CFSA);
  • DC Department of Behavioral Health (DBH);
  • DC Department of Corrections (DOC);
  • DC Health Benefits Exchange Authority (HBX);
  • DC Public Schools (DCPS);
  • DC Housing Authority (DCHA);
  • DC Department of Disability Services (DDS);
  • District of Columbia Public Libraries (DCPL);
  • Fire and Emergency Medical Services Department (FEMS);
  • Metropolitan Police Department (MPD);
  • Office of Administrative Hearings (OAH);
  • Office of Lottery and Charitable Games (DCLB);
  • Office of Contracting and Procurement (OCP);
  • Office of the Attorney General (OAG),
  • Office of the Chief Financial Officer (OCFO);
  • Office of Unified Communications (OUC);
  • Public Service Commission (PSC); or
  • University of the District of Columbia (UDC).

    For additional information, call 202-442-9700 or send an email to [email protected].

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Records

Q. How does a current or former employee request to review their Official Personnel Folder/Personnel Record?

A. A current or former employee can visit www.dchr.dc.gov and follow this navigation path:

Forms & Application>Official Personnel Folder (OPF) Request Form, and select Personnel Folder (OPF) Request Form. Upon completion of the Personal Folder Request Form, the current or former employee must scan and email the completed OPF Request Form to [email protected]. A requestor also has the option of bringing the Personnel Folder Request Form to DCHR at 1015 Half Street, S.E., Suite 9063, Washington, D.C. A representative from DCHR’s Records Management team will contact the requestor within five (5) business days of receipt of the Personnel Folder Request Form to notify the requestor of the status of their request.

     Please note that DCHR does not house the OPFs for the following agencies:

  • Child and Family Services Agency (CFSA);
  • Council of the District of Columbia;
  • DC Department of Behavioral Health (DBH);
  • DC Health Benefits Exchange Authority (HBX);
  • DC Public Schools (DCPS);
  • DC Housing Authority (DCHA);
  • DC Department of Disability Services (DDS);
  • DC Office of the People’s Counsel;
  • District of Columbia Public Libraries (DCPL);
  • Metropolitan Police Department (MPD);
  • Office of Campaign Finance (OCF);
  • Office of Employee Appeals (OEA);
  • Office of Partnership and Grants Services (OPGS);
  • Office of Lottery and Charitable Games (DCLB);
  • Office of the Attorney General (OAG),
  • Office of the Chief Financial Officer (OCFO);
  • Office of the DC Auditor;
  • Public Employee Relations Board (PERB); and
  • University of the District of Columbia (UDC).

Q. If an employee is unable to request their OPF, can another family member or legal representative request the OPF on their behalf?

A. The family member or legal representative must have a signed consent form from the current or former employee in addition to the completed OPF Request Form.
    For additional information, call 202-442-9700 or send an email to [email protected].

Q. What documentation does an investigator need to provide to DCHR to review an employee’s Official Personnel Folder (OPF) for a background check?

A. An investigator must provide:

DCHR will determine the sufficiency of all requests prior to disclosing any information. Requests may be denied if the procedures are not followed. All denials will state the reason for the denial.

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Compensation

Q. What is a within-grade increase (or WIGI)?

A. A WIGI (also known as a “step increase”) is an increase in an employee’s rate of basic pay from one rate of his or her grade to the next.

Q. How often does an employee receive a WIGI (step increase)?

A. The frequency in which an employee receives a WIGI depends on their service (e.g. Career Service, Fire Service, etc.) and the terms of their collective bargaining agreement, if applicable. For most full-time employees with a scheduled tour of duty on the 10 step District Service Salary System or Wage Service Rate System, the waiting period for a WIGI is as follows:

  • Steps 2, 3, 4, and 5: fifty-two (52) calendar weeks of creditable service; and
  • Steps 6, 7, 8, 9, and 10: one hundred four (104) calendar weeks of creditable service.

Q. Does the waiting period for a WIGI differ for an employee without a scheduled tour of duty?

A. The waiting period for an employee without a scheduled tour of duty under the District Service Salary System is as follows:

  • Steps 2, 3, 4, and 5: two hundred sixty (260) days of creditable service in a pay status over a period of not less than fifty-two (52) calendar weeks; and
  • Steps 6, 7, 8, 9, and 10: five hundred twenty (520) days of creditable service in a pay status over a period of not less than one hundred four (104) calendar weeks.

The waiting period for an employee without a scheduled tour of duty under the Wage Service Rate System is as follows:
Steps 3, 4, and 5: two hundred sixty (260) days of creditable service in a pay status over a period of not less than twenty-six (26) calendar weeks; and
Steps 7, 8, 9, and 10: five hundred twenty (520) days of creditable service in a pay status over a period of not less than one hundred four (104) calendar weeks.

Q. What is a merit-based salary increase?

A. A merit-based salary increase is an increase that is based on an employee’s performance, and when the employee is paid from an open range schedule (no steps).

Q.    Can a WIGI or merit-based salary increase be postponed if an employee receives an unsatisfactory performance rating?

A.     Yes. If an employee fails to receive a performance rating of Valued Performer or higher (or equivalent), the due date for the next scheduled periodic step increase or merit-based salary increase will be delayed for an additional year.