{"data":{"id":"us-dc/d.c.-code-1-608.01a","jurisdiction":"us-dc","citation":"D.C. Code § 1-608.01a","heading":"Creation of the Educational Service.","body":"(a)\nFor the purpose of this subchapter, the term “Board” means the Board of Trustees of the University of the District of Columbia for educational employees of the University of the District of Columbia.\n\n(b)\nThe Board shall issue rules and regulations governing employment, advancement, and retention in the Educational Service, which shall include all educational employees of the District of Columbia employed by the Board. The rules and regulations shall be indexed and cross referenced as to the incumbent classification and compensation system.\n(1)\nIn keeping with the purpose of this chapter, the Board of Trustees of the University of the District of Columbia shall issue rules and regulations embodying principles of merit and equal employment governing, among others, appointment, promotion, retention, reassignment, professional development and training, classification, and salary administration (except as provided in § 1-602.03), employee benefits, reduction-in-force, adverse action, grievances, and appeals, provided that such rules and regulations concerning adverse actions and regulations covering adverse actions and appeals shall be consistent with subchapters V, VI, VII, XVII-A and XVII of this chapter.\n(2)\n(A)\n(i)\nExcluding those employees in a recognized collective bargaining unit, those employees appointed before January 1, 1980, those employees who are based at a local school or who provide direct services to individual students, and those employees required to be excluded pursuant to a court order (collectively, “Excluded Employees”), a person appointed to a position within the Educational Service shall serve without job tenure.\n(ii)\nExcept for Excluded Employees, the provisions of this paragraph shall apply to all nonschool-based personnel, as defined in § 1-603.01(13C), including:\n(I)\nAll Educational Service employees within the District of Columbia Public Schools (“DCPS”);\n(II)\nRepealed.\n(III)\nAll Educational Service employees within the Office of the State Superintendent of Education.\n(B)\n(i)\nA person employed within the Educational Service in DCPS, the Office of the State Superintendent of Education as of January 22, 2008, who is not an Excluded Employee shall be reappointed noncompetitively to the Educational Service, in accordance with subparagraph (A) of this paragraph. A person employed by the Office of the State Superintendent of Education (“OSSE”) as of August 16, 2008, who is not an Excluded Employee, shall be reappointed noncompetitively to the Educational Service, in accordance with subparagraph (A) of this paragraph.\n(ii)\nWithin 30 days of January 22, 2008, or in the case of employees employed by the OSSE before August 16, 2008, within 30 days of August 16, 2008, the Mayor shall notify in writing each employee of his or her reappointment. The employee shall accept or decline such reappointment within 10 days of receipt of the reappointment notice.\n(iii)\nA person declining such reappointment shall receive a written 15-day separation notice and shall be entitled to severance pay pursuant to § 1-624.09.\n(iv)\nAn employee who accepts reappointment who is subsequently terminated shall be terminated in accordance with subparagraph (C)(ii) and (iii) of this paragraph.\n(C)\n(i)\nA person employed within the Educational Service in DCPS, or the Office of the State Superintendent of Education who is not an Excluded Employee, shall be a probationary employee for one year from his or her date of hire (“probationary period”) and may be terminated without notice or evaluation.\n(ii)\nFollowing the probationary period, an employee may be terminated, at the discretion of the Mayor; provided, that the employee has been provided a 15-day separation notice and has had at least one evaluation within the preceding 6 months, a minimum of 30 days prior to the issuance of the separation notice.\n(iii)\nAn employee terminated for non-disciplinary reasons may be given severance pay in accordance with § 1-609.03(f).\n(D)\nThe Mayor may terminate without notice or evaluation an employee for the following reasons:\n(i)\nConviction of a felony at any time following submission of an employee’s job application;\n(ii)\nConviction of another crime at any time following submission of an employee’s job application when the crime is relevant to the employee’s position, job duties, or job activities;\n(iii)\nCommission of any knowing or negligent material misrepresentation on an employment application or other document given to a government agency;\n(iv)\nCommission of any on-duty or employment-related act or omission that the employee knew or reasonably should have known is a violation of law; or\n(v)\nCommission of any on-duty or employment-related act that is gross insubordination, misfeasance, or malfeasance.\n(E)\nA terminated employee shall retain his or her veterans preference eligibility, if any, in accordance with federal laws and regulations issued by the United States Office of Personnel Management but shall be separated without competition, assignment rights, retreat rights, a right to re-assignment under either the Agency Reemployment Priority Program or the Displaced Employee Program established pursuant to section 2400 of the District of Columbia Personnel Manual, or a right to any internal or administrative review, subject to any right under the Unit A of Chapter 14 of Title 2 [§ 2-1401.01 et seq.], federal law, or common law.\n(F)\n(i)\nThe Mayor shall establish:\n(I)\nA positive recruitment program designed to meet current and projected personnel needs;\n(II)\nA procedure for open competition for initial appointment to the Educational Service, designed to achieve maximum objectivity, reliability, and validity through a practical assessment of attributes necessary to successful job performance and career development, and appointments of persons, made on the basis of merit, by selection from the highest qualified available eligible persons based on specific job requirements, with appropriate regard for affirmative-action goals and veterans preference as provided in subchapter VII of this chapter; and\n(III)\nWritten position descriptions for each position within the Educational Service and a process for updating the descriptions to maintain accurate and current position descriptions.\n(ii)\nThe Mayor shall provide a written copy of the relevant position description to each new employee and to each reappointed employee upon employment or reappointment.\n(G)\nAppointments to the Educational Service of persons shall be made in accordance with equal employment opportunity principles, as set forth in subchapter VII of this chapter.\n(H)\nTemporary and other time-limited appointments, which do not confer permanent status, may be made in appropriate cases, at the discretion of the Mayor, including emergency appointments to provide for the maintenance of essential services in situations of natural disaster or catastrophes, where normal-employment procedures are impracticable.\n(I)\nWithin 180 days of January 22, 2008, the Mayor shall submit a list to the Council, for informational purposes, of those people employed within the Educational Service in DCPS, the Office of the State Superintendent of Education, and the Office of Public Education Facilities Modernization as of January 22, 2008, who, pursuant to subparagraph (B) of this paragraph, declined reappointment and were terminated and who accepted reappointment but were subsequently terminated. The Mayor shall maintain a database of this information on an ongoing basis to be submitted to the Council pursuant to section 5 of the Public Education Personnel Reform Amendment Act of 2008, effective March 20, 2008 (D.C. Law 17-122; 55 DCR 1506).\n(J)\n(i)\nThe Mayor shall establish reduction-in-force procedures, including:\n(I)\nA prescribed order of separation based on District residency and veterans preference;\n(II)\nPriority reemployment consideration of separated employees; and\n(III)\nJob sharing and reduced hours, if feasible.\n(ii)\nNotwithstanding any other provision of law or regulation, an Excluded Employee or a nonschool-based employee shall not be assigned or reassigned to replace a classroom teacher.\n(iii)\nFor the purposes of this subparagraph, the term “reduction-in-force” means a reduction in personnel, the need for which shall be declared by the Mayor, that is necessary due to a lack of funding or the discontinuance of a department, program, or function of an agency. A reduction-in-force shall not be considered a punitive or corrective action as it relates to an employee separated pursuant to the reduction in force and no blemish on an employee’s record shall ensue.\n(3)\nRepealed.\n\n(c)\n(1)\nFor the purpose of this subsection, “relative” means, with respect to a public official, an individual who is related to the public official as father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, spouse, domestic partner, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half brother, or half sister.\n(2)\nA public official who appoints, employs, promotes, or advances, or advocated such appointment, employment, promotion, or advancement of any individual in violation of this subsection shall reimburse the District for any funds improperly paid to such individual.\n(3)\nThe Board may issue rules and regulations authorizing the temporary employment, in the event of emergencies resulting from natural disasters or similar unforeseen events or circumstances, of individuals whose employment would otherwise be prohibited by this subsection.\n(4)\nA public official may not appoint, employ, promote, advance, or advocate for appointment, employment, promotion, or advancement, in or to a position in the agency in which he or she is serving or over which he or she exercises jurisdiction or control, any individual who is a relative of the public official. An individual may not be appointed, employed, promoted, or advanced in or to a position in an agency if such appointment, employment, promotion, or advancement has been advocated by a public official who is serving in or exercising jurisdiction or control over the agency, and is a relative of the individual.\n\n(d)\n(1)\nNotwithstanding any provision of Unit A of Chapter 14 of Title 2, and in accordance with§ 1-515.02, an applicant for District government employment in the Educational Service who is a District resident at the time of application shall be awarded a 10-point hiring preference over a nonresident applicant; provided, that the applicant claims the preference.\n(2)\n(A)\nFailure to maintain District residency for a period of 7 consecutive years from the individual's effective date of hire into the position for which the individual claimed the residency preference shall result in forfeiture of employment.\n(B)\nVerification and enforcement of residency shall occur pursuant to § 1-515.04.\n(C)\nBeginning on the May 23, 2019, waivers for residency requirements applicable to employees in the Education Service shall be governed by § 1-515.05.\n(3)\nAny individual hired under a previous residency law who was subject to a residency requirement shall be treated as if the individual claimed a preference and was hired pursuant to the Residency Preference Amendment Act of 1988.\n(4)\nIn reductions-in-force, a resident District employee shall be preferred for retention and reinstatement of employment over a non-resident District employee. For purposes of this paragraph only, a non-resident District employee hired prior to January 1, 1980, shall be considered a District resident. When the provisions of this paragraph conflict with an effective collective bargaining agreement, the terms of the collective bargaining agreement shall govern.\n(5)\nA District employee hired in the Educational Service prior to March 16, 1989, who elects to apply for a competitive promotion in the Educational Service and to claim a preference, shall be bound by the provisions of paragraph (2) of this subsection.\n(6)\nThe Mayor or the Board shall, pursuant to subchapter I of Chapter 5 of Title 2, issue proposed rules to implement the preference system established by this subsection. The proposed rules shall be submitted to the Council no later than February 1, 1989, for a 45-day period of review, excluding Saturdays, Sundays, legal holidays, and days of Council recess. If the Council does not approve or disapprove the proposed rules, in whole or in part, by resolution within this 45-day review period, the proposed rules shall be deemed approved.\n(7)\n(A)\nExcept as provided in § 1-515.03(a)(6), and subparagraph (B) of this paragraph, the Mayor or the Board may not require an individual to reside in the District of Columbia as a condition of employment in the Educational Services.\n(B)\nThe Mayor or the Board shall provide notice to each employee in the Educational Service of the provisions of this subsection that require an employee claiming a residency preference to maintain District residency for 7 consecutive years, and shall only apply such provisions with respect to employees claiming a residency preference on or after March 16, 1989.\n\n(e)\nRepealed.\n\n(f)\nThe Board shall integrate into its yearly performance objectives the target percentage of new hires and target percentage of all employees who are District residents.","path":["Title 1. Government Organization.","Chapter 6. Merit Personnel System.","Subchapter VIII-A. Educational Service."],"source_url":"https://code.dccouncil.gov/us/dc/council/code/sections/1-608.01a","current_through":"2026-08-20 (D.C. Law 26-175)","vintage":"","retrieved_at":"2026-08-29T05:44:07Z","sha256":"2ebf87afc1a0b58d07d79010c4afa4fb57fa64d2640c7006bb12080a9933f558","source_id":"us-dc","stale":false,"prev":"us-dc/d.c.-code-1-608.01","next":"us-dc/d.c.-code-1-608.51"},"notice":"GroundRules: Original legal text. Not legal advice."}