|Effective Date:||Expiration Date:||Chapters:|
|April 4, 2023||When Superseded||14|
The District government strives to provide its residents with the best in government services. To realize this vision, every employee must put forth honest and concerted effort to meet performance expectations. Whenever an employee’s performance falls short of expectations, management officials have a responsibility to improve the employee’s performance by clarifying expectations, coaching and mentoring the employee, and supplying the necessary tools to help the employee grow and succeed. Supervisors may use this issuance as a guide to identify an employee's areas of improvement and implement methods to help employees meet their goals.
When an employee underperforms, the employee’s supervisor should initiate a dialogue with the employee discussing the manager’s observations of the employee’s performance, the manager’s performance expectations, and why those expectations are important to the agency’s mission. When formal discussions prove unsuccessful in adjusting an employee’s performance, a manager must use a Performance Improvement Plan or “PIP” (Attachment 1), to clearly define and monitor progress toward performance expectations.
Immediate supervisors should provide coaching to their employees and develop their employees to exceed expectations. When an employee’s performance “meets expectations,” but has the potential to decline, supervisors should begin the discussion around ways to improve.
When a supervisor sees that an employee’s performance does not meet expectations, and needs improvement, the supervisor must create a PIP for the employee.
Once the employee’s immediate supervisor determines performance does not meet expectations, the supervisor must use a PIP to chart a course of action using the PIP Form.
When charting a course, supervisors should consider and may include the following actions:
On the PIP form, identify the employee’s:
Use the Core Competencies section to only identify where the employee fell below the “Valued Performer” (3) rating level.
Also, if the employee’s approved Performance Plan identifies S.M.A.R.T. goals, you must identify where the employee fell below the “Valued Performer” (3) rating level.
In the Actions table, clearly explain the deficiency and the performance expectation. Identify one or more actions to assist the employee’s performance achievement.
The supervisor should also identify predetermined scheduled check-ins and benchmark progress expected during the PIP period.
Once a supervisor defines a path towards improvement, the supervisor should meet with the employee during the PIP check-ins. These check-ins remain vital to ensuring an employee’s ability to successfully complete their PIP. Much like stops during a journey, check-ins serve as an opportunity to review the employee’s progress, the effectiveness of any actions taken, and whether additional tools or minor modifications are needed to help an employee succeed. Check-ins also maintain open communication between the employee and their supervisor.
At the PIP’s conclusion, the immediate supervisor must send the employee a:
If the immediate supervisor does not inform the employee that they failed to reach their goal within 10 business days from the end of their PIP, then the employee will be treated as if they achieved their goal.
An employee who successfully improves performance from a PIP strengthens the workforce. The PIP achievement notice confirms the PIP accomplishment and assists with increasing momentum for continued agency and individual success. Moreover, successful completion of a PIP cannot be used for future disciplinary action.
An employee who receives a PIP extension notice:
This extension time does not include the time between the initial PIP end date and the start of an extension of a PIP. Additionally, the total PIP timeframe cannot exceed 90 days.
An employee who receives a PIP corrective or adverse action notice did not reach their performance goals. Within this notice, the employee will receive confirmation of their failure to reach their performance goals. The notice will also inform the employee whether one of the following actions will occur:
The agency should ensure any corrective or adverse actions comply with Chapter 16 of the District Personnel Manual (DPM). See I-2021-8 Discipline for the outlined process as well as examples for proposed and final notifications for corrective and adverse actions.
This issuance applies to:
Collective bargaining agreement provisions shall take precedence over the provisions of this issuance for those employees covered by the agreement, to the extent that there is a conflict.
Issued by Interim Director E. Lindsey Maxwell II, Esq., D.C. Department of Human Resources on April 4, 2023, 10:52 a.m.