The District of Columbia Short-Term Incentive Plan is a performance-based compensation program designed to reward employees for achieving predetermined goals and objectives within a specific timeframe. This program aims to motivate and incentivize employees to excel in their roles, contribute to the overall success of their department or agency, and drive results that align with the strategic objectives of the District of Columbia government. The District of Columbia Short-Term Incentive Plan is a valuable tool utilized by various government agencies and departments in the District of Columbia to enhance performance and improve employee engagement. It is tailored to meet the unique needs and priorities of each agency, ensuring that the goals set for employees are directly aligned with the specific objectives of their respective departments. One type of the District of Columbia Short-Term Incentive Plan is the Financial Performance Incentive Plan (FLIP). This plan focuses on rewarding employees based on the financial targets achieved by their respective agencies. It aims to drive fiscal responsibility, efficiency, and overall financial performance by linking employee incentives to measurable financial outcomes. Another type of incentive plan is the Strategic Performance Incentive Plan (SHIP), which is designed to reward employees for achieving specific strategic objectives that align with the District of Columbia government's long-term goals. This plan emphasizes the importance of specific targets related to service delivery, innovation, collaboration, and other key performance indicators. The Safety Performance Incentive Plan (SHIP) is yet another type of Short-Term Incentive Plan used in the District of Columbia. This plan concentrates on promoting workplace safety, reducing accidents, and achieving a safe and healthy work environment. Employees are rewarded for effectively implementing safety measures, adhering to protocols, and ensuring the well-being of themselves and their colleagues. In summary, the District of Columbia Short-Term Incentive Plan is a comprehensive rewards system that encourages employees to achieve specific targets within set timeframes. The plan encompasses various types such as the Financial Performance Incentive Plan (FLIP), Strategic Performance Incentive Plan (SHIP), and Safety Performance Incentive Plan (SHIP). These plans are tailored to suit the goals and priorities of individual departments and agencies, providing a platform for employees to excel, contribute, and be recognized for their performance.
District of Columbia Short-Term Incentive Plan
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The plans allow employees to receive 66.3% of their income following a 20-day benefits holding period for Short Term Disability and a 180-day benefits holding period for Long Term Disability. The maximum monthly limit is $7,500.
Civil Service Retirement System AgeYears of ServiceType of Retirement625 or MoreVoluntaryAny Age5 or MoreDisability*5020Early Out*Any Age25Early Out2 more rows
DCFMLA Statutory Family Leave of Absence The DCFMLA allows up to 16 weeks of unpaid leave in any 24-month period for specified reasons, as prescribed by the DCFMLA.
100 percent employer funded: 5 percent of the base salary (5.5 percent for Corrections Officers) beginning the first pay period after one year of service. Must have one year of continuous service to participate; fully vested in the Defined Contribution Pension Plan after five years of continuous service.
Benefits-eligible employees include: All full-time permanent employees. Part-time permanent employees who generally work at least 30 hours per week. Employees with temporary full-time appointments of at least 13 months who are employed by agencies under authority of the Mayor.
Provisions in the D.C. personnel regulations allow an eligible employee to receive up to three (3) days of paid funeral leave to make arrangements for or attend the funeral or memorial service for the passing of an immediate relative, as the term is defined in Chapter 12 of the District personnel regulations.
Plan, Benefits and Contact 401(a) Retirement Plan: After one year of creditable service, the District government will contribute an amount equal to 5 percent of annual base salary, 5.5 percent for Corrections Officers, to a pension account in the employee's name. For more information, call (202) 727-6055.
FERS Retirement Eligibility Types of RetirementAgeYears of ServiceOptional (Voluntary)MRA 60 6230 20 5Early Out (Voluntary)50 Any20 25Discontinued Service (Involuntary)50 Any20 25DisabilityAny18 months