The administration of the Incentive Awards Program is guided by DC Code §1-619 and the regulations established in the District Personnel Manual, Chapter 19.

Monetary awards may be combined with honorary/non-monetary awards (such as certificates, pins, or time off). However, the aggregate value of incentive awards granted to an employee for any one contribution may not exceed $5,000 or 10 percent of an employee's scheduled rate of basic pay, whichever is greater, with exception given to suggestions or inventions that result in tangible monetary savings. Monetary awards are delivered separately from the recipient's regular pay and are subject to income tax withholdings.

Threshold criteria for monetary incentive awards include an approved performance evaluation rating of “Excellent” or “Outstanding” under the Performance Evaluation System; and an “Exceeds Expectations” (Level 4), or “Significantly Exceeds Expectations” (Level 5), under the Performance Management Program, per Chapter 14, “Performance Evaluation.” A monetary award will only be approved if the employee has a current, signed performance evaluation on record.

Sustained Superior Performance

A Sustained Superior Performance Award may be granted for performance contribution(s) of a non-recurring nature beyond the satisfactory performance requirements for the employee's official position; contributions must be sustained for at least six consecutive months.

Grade	Management Supervisory Service Award Amounts	District Service Award Amounts
1 - 4	-	Up to $800
5 - 8	-	$850 - $1,200
9 - 11	Up to $1,700	$1,300 - $1,600
12 - 13	$2,000 - $2,500	$1,800 - $2,300
14 and above	$2,900 - $4,000	$2,600 - $3,400

Note: monetary award amounts should be indexed annually to inflation, using the Consumer Price Index-Urban scale (CPI-U).

The award amounts described above represent the maximum amount per grade. Lower amounts may be awarded based upon the discretion of the agency director.

If an employee is paid on an hourly basis, the amount of a Sustained Superior Performance Award will be based on that employee’s earnings during the award recommendation’s attached rating period and calculated on the District Service scale.

A Sustained Superior Performance Award amount shall not exceed a maximum of 10 percent of the employee’s rate of annual pay or $5,000, whichever is greater. To be eligible for an award up to 10 percent of the employee’s rate of annual pay or $5,000, the following scale shall be used:

Special Act or Service

A Special Act or Service Award may be granted to an employee who makes a significant contribution to the District government by a one-time, non-recurring act or service. May include strong performance of a temporary assignment of duties in addition to employee's regular position, or handling of an emergency situation, or performance of unusual duties for limited periods.

Amount: Up to $5,000 or 10 percent of employee's scheduled rate of basic pay, whichever is greater.

Limitations: May only be received once in any 52-week period.

Quality Step Increase

A QSI may be granted for high-quality performance that was sustained for a period of at least six months and gives promise of continuing in the future.

A QSI shall be recommended together with a current performance evaluation rating of Outstanding under the Performance Evaluation System or “Significantly Exceeds Expectations” (Level 5), under the Performance Management Program. Receipt of a performance rating of Outstanding or “Significantly Exceeds Expectations (Level 5) does not entitle an employee to a QSI, but represents the minimum threshold for consideration.

Amount: Permanent advancement of an employee to the next higher step within grade.

Limitations: An employee may not receive this award within six months following the effective date of a promotion, or if at the top step or rate of position, or retroactively. A QSI may be made in addition to a regularly scheduled within-grade increase, but only once in any 52-week period.

• A QSI may also be recommended for strong performance in a temporary assignment that requires duties of another position of at least equal grade.
• Note: For this award a DC Form B-276 must be completed in addition to DC Form 27A and the Letter of Justification (Form 27B).

Suggestion or Invention

A Suggestion or Invention Award may be granted to an employee for an improvement that benefits the District government and was submitted in writing by the employee and approved in writing by management.

Amount: For Suggestion or Invention Awards, see DPM Chapter 19, §1906.12 for guidance.

Limitations: Shall not be made for services and benefits to employees (e.g., vending machines); working conditions (e.g., office decorations); routine care of buildings and grounds; routine safety practices; changes as a result of employee complaints and grievances; or recommendations to enforce existing rules, regulations or directives.

Safe Driving

A Safe Driving Award may be granted to an employee whose primary function is driving a motor vehicle (rather than operating equipment) and who drives a minimum of 4,000 miles per year on open highway or streets and whose work performance is satisfactory, not only in driving, but in other elements of the position.

Years of Safe Driving	Award Amount
5	$400
10	$600
15	$800
20	$1,000
Over 20	$1,000 plus $200 for each additional 5 years

Note: the amount of the Safe Driving Award should be indexed annually to inflation, using the Consumer Price Index-Urban scale (CPI-U).

Excepted Service Performance Incentives

An Excepted Service Performance Incentive may be paid for exceptional service by an employee in an Excepted Service policy position (DC Code Section 1 - 609.3).

Amount: Shall not exceed 10 percent of employee's rate of basic pay over the previous twelve months.

Limitations: An Excepted Service Performance Incentive may be paid only once in any 52-week period and only when the employee is subject to a Performance Plan that clearly identifies measurable goals and outcomes, and the employee has exceeded performance expectations in the year for which the incentive is to be paid. A signed Performance Plan and corresponding annual Performance Evaluation under the Performance Management Program must be submitted with the incentive award recommendation. The employee shall have served in the position for which the incentive is to be paid for a continuous 52-week period prior to the granting of the incentive award.

Executive Service Performance Incentives

An Executive Service Performance Incentive may be awarded to the Mayor's subordinate agency heads for exceptional service.

Amount: Determined by Mayor and shall not exceed 10 percent of employee's rate of basic pay.

Limitations: May be paid only when the employee is subject to a performance contract that clearly identifies measurable goals and outcomes and when the employee has exceeded contractual expectations in the year for which the incentive is to be paid.

Group Award

Group Awards may be granted to a team of employees whose collective efforts make a significant contribution to the financial and/or operational success of the District of Columbia or show superior performance on a team project or task. Each team member shall receive an equal award.

Group Awards may be monetary or honorary, or both. The amount of a monetary Group Award will be determined by a group awards steering committee at the time a project is approved. Group Awards may be honorary or monetary, or both.