|Effective Date:||Expiration Date:||Chapters:|
|March 1, 2018||When Superseded||11|
District government agencies are prohibited from asking candidates for their salary history unless it is brought up by the candidate after an offer of employment is extended. This issuance provides guidance and procedures for determining initial rates of basic pay without using the salary history of the candidate for first-time appointments to the District government.
Agencies may offer to candidates who are first-time appointments in the Career, Excepted, Legal, and Management Supervisory service positions, a salary at any rate up to Step 4 of the applicable salary schedule, or up to the mid-point for open range schedules. Agencies should base the offered salary on the market value for the job and the specific knowledge, skills and abilities of the candidate.
Each position is assigned qualification standards based on the knowledge, skills, and abilities needed for the position. Candidates who meet the minimum qualifications for the position will undergo further screening to identify specific job-related knowledge, skills, and abilities beyond the minimum qualification requirements. The screening will consider the candidates’ experience, training, awards, outside activities, and other job-related information. After an agency makes their selection, and prior to extending an offer, the hiring official will:
Agencies may offer candidates salaries between steps 1 and 4 on the 10-step salary schedule or up to the mid-point on the open range salary schedule. Hiring officials cannot use a candidate’s salary history when making an initial salary offer. However, if a candidate makes a counteroffer based on his or her current or previous salary history, a hiring official may then request a candidate’s salary history for use in negotiating initial pay.
Agencies seeking to offer a new hire a salary based on superior qualifications must submit a request for an exception using the DCSF 11B-10, Hiring and Pay Exceptions Request Form.
Existing pay setting rules will continue to apply for determining the salary offers for internal candidates. These rules include the “two-step promotion rule” and the $12,000 annual maximimum pay increase rule.
Once an agency extends an offer of employment to a candidate, the candidate is free to request a higher salary than the salary initially offered. If the candidate makes this type of counteroffer, agencies should take the following steps:
Agencies must include all written documentation pertaining to salary negotiations in the merit case file for the job requisition.
The provisions of this issuance apply to those District government agencies which are subordinate to the Mayor’s personnel authority, and independent agencies who are subject to Chapter 11 of the D.C. personnel regulations. Other personnel authorities or independent agencies may adopt any or all of these procedures to provide guidance to employees under their respective jurisdiction.
For additional information concerning this issuance, please contact the Department of Human Resources, Policy and Compliance Administration, by calling (202) 442-9700 or by sending an e-mail to email@example.com.
Issued by Director Ventris C. Gibson, D.C. Department of Human Resources on March 1, 2018, midnight