The District of Columbia Annual Incentive Compensation Plan is a comprehensive program implemented by the District of Columbia government to motivate and reward its employees based on their performance and contributions to the organization. This plan is designed to ensure that employees are recognized and incentivized for their exceptional work, while also aligning their efforts with the goals and objectives of the government. The District of Columbia Annual Incentive Compensation Plan aims to increase employee engagement, productivity, and retention by offering attractive incentives such as monetary bonuses, performance-based salary increases, and recognition for outstanding achievements. It serves as an effective tool for fostering a culture of excellence, driving high performance, and showcasing the value and importance of each employee's contributions. There are several types of District of Columbia Annual Incentive Compensation Plans, each tailored to specific employee groups or departments within the government. These plans may include: 1. Merit-based Incentive Compensation Plan: This type of plan is aimed at rewarding employees who consistently display exceptional performance, exceed goals, and make significant contributions to their respective roles within the District of Columbia government. 2. Leadership Incentive Compensation Plan: This plan recognizes and rewards employees in leadership positions who demonstrate exceptional leadership qualities, effectively manage teams, and contribute to the overall success of the government. 3. Department-specific Incentive Compensation Plan: Certain departments or agencies within the District of Columbia government may have their own unique incentive compensation plans, designed to align with the specific objectives and priorities of those departments. These plans ensure that employees are motivated and rewarded based on the departmental goals they contribute to. 4. Variable Performance Incentive Plan: This plan is designed to incentivize employees based on variable performance metrics, such as meeting specific targets or achieving predetermined milestones. It encourages employees to consistently perform at high levels and align their efforts with the strategic objectives of the District of Columbia government. 5. Team-based Incentive Compensation Plan: Some divisions or teams within the government may have their own team-based incentive compensation plans. These plans aim to foster collaboration, teamwork, and synergistic efforts among team members, while also recognizing collective achievements. In summary, the District of Columbia Annual Incentive Compensation Plan is a comprehensive program implemented by the government to motivate and reward its employees. It encompasses various types of plans, including merit-based, leadership-focused, department-specific, variable performance, and team-based incentives. These plans contribute to a high-performance culture within the District of Columbia government and ensure that employees feel recognized and valued for their exceptional contributions.
District of Columbia Annual Incentive Compensation Plan
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Since this percentage is above the 3% cap applicable to police officers and firefighters hired on or after November 10, 1996, and their survivors, their COLA effective March 1, 2023 is 3.0%.
Civil Service Retirement System AgeYears of ServiceType of Retirement625 or MoreVoluntaryAny Age5 or MoreDisability*5020Early Out*Any Age25Early Out2 more rows
News for 2024 GS Pay Scale: NEW: White House Formalizes 2024 Federal Pay Raise - The across-the-board base pay increase will be 4.7 percent and locality pay increases will average 0.5 percent, resulting in an overall average increase of 5.2 percent more?
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.
Each paycheck shows your most recent LEI. LEI shows when you received your most recent Within Grade Increase (WGI); WGIs occur every year for Steps 1-5 and every two years for Steps 6-10.
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
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.