District of Columbia Performance Accountability Act

SECTION 1. SHORT TITLE.

    This Act may be cited as the ``District of Columbia Performance 
Accountability Act''.

SEC. 2. PERFORMANCE ACCOUNTABILITY PLAN.

    (a) Submission of Report.--Not later than March 1, 1995, and not 
later than March 1 of each year thereafter, the District of Columbia 
shall develop and submit to the Committee on the District of Columbia 
of the House of Representatives, the Senate Committee on Governmental 
Affairs, the House Appropriations Subcommittee on the District of 
Columbia, and the Senate Appropriations Subcommittee on the District of 
Columbia, a Performance Accountability Plan covering all departments, 
agencies, and programs of the government of the District of Columbia.
    (b) Contents of Plan.--Such plan shall state measurable, objective 
performance goals for all significant activities of the government of 
the District of Columbia, including activities funded in whole or in 
part by the District but performed in whole or in part by some other 
public or private entity.
    (c) Performance Measures.--For each activity covered by such plan, 
there shall be one or more measures of performance, covering both 
quantity and quality. The performance measures may relate to program 
outputs and activity levels, but should also include measures of 
program outcomes and results.
    (d) Goals.--For each measure of performance there shall be stated 
two goals, one shall be designated as an acceptable level of 
performance, and the other shall be designated as a superior level of 
performance. The plan shall also state the name, position, and 
immediate supervisor or superior of the District of Columbia management 
employee most directly responsible for the achievement of each 
performance measure goal.

SEC. 3. PERFORMANCE ACCOUNTABILITY REPORT.

    (a) Submission of Report.--Not later than March 1, 1996, and not 
later than March 1 of each year thereafter, the District of Columbia 
shall develop and submit to the House Committee on the District of 
Columbia, the Senate Committee on Governmental Affairs, the House 
Appropriations Subcommittee on the District of Columbia, and the Senate 
Appropriations Subcommittee on the District of Columbia, a Performance 
Accountability Report covering all departments, agencies, and programs 
of the government of the District of Columbia.
    (b) Contents of Report.--Such report shall, for each performance 
measure stated in the previous fiscal year's Performance Accountability 
Plan, indicate the actual level of performance achieved compared to the 
stated goal for an acceptable level of performance and the goal for a 
superior level of performance. The report shall also state the name, 
position, and the immediate supervisor or superior of the District of 
Columbia management employee most directly responsible for the 
achievement of each performance measure goal.

SEC. 4. PERSONAL ACCOUNTABILITY.

    (a) Personal Accountability.--Notwithstanding any other provision 
of law, any District of Columbia management employee who is designated 
in a Performance Accountability Report as being directly responsible 
for the achievement of one or more performance measurement goals--
            (1) the majority of whose goals in such report do not 
        achieve a designation of at least an acceptable level of 
        performance, shall be either removed from employment by the 
        District of Columbia or demoted to a nonmanagerial position;
            (2) all of whose goals in such report do not achieve a 
        designation of at least an acceptable level of performance, 
        shall not receive any increase in pay for the subsequent year, 
        including but not limited to merit increases, cost-of-living 
        adjustments, and promotions; and
            (3) the majority of whose goals in such report do not 
        achieve a designation of at least a superior level of 
        performance, shall not receive a promotion or performance bonus 
        during the subsequent year.
    (b) Additional Performance Standards.--Notwithstanding the minimum 
performance standards specified in subsection (a), additional 
limitations and regulations may be applied to such promotions, 
performance bonuses, and increases in pay.

SEC. 5. DEVELOPMENT OF PLANS AND REPORTS.

    (a) Consultation With GAO.--The District of Columbia shall develop, 
the Performance Accountability Plans that are submitted by March 1, 
1995, and March 1, 1996, in consultation with the General Accounting 
Office and the Office of Management and Budget.
    (b) Conforming Regulations.--The District of Columbia shall, in 
consultation with the Office of Personnel Management and the General 
Accounting Office, and subject to the approval of the Office of 
Management and Budget, amend its management and personnel laws and 
regulations to be in conformance with the provisions of this Act.
    (c) Audit.--The General Accounting Office shall conduct a thorough 
audit of the Performance Accountability Reports of the District of 
Columbia that are submitted by March 1, 1996, and March 1, 1997, 
including an audit of the District's compliance with section 4 of this 
Act.

Summary: District of Columbia Performance Accountability Act - Requires the District of Columbia to develop and submit to specified congressional committees and subcommittees a Performance Accountability Plan and a Performance Accountability Report covering all departments, agencies, and programs of the District government. Sets forth provisions regarding: (1) the content of the Plan, (2) performance measures, (3) goals. And (4) the content of the Report. Requires a District management employee who is designated in such Report as being directly responsible for the achievement of one or more performance measurement goals: (1) the majority of whose goals in such Report does not achieve a designation of at least an acceptable level of performance to be either removed from employment by the District or demoted to a nonmanagerial position. (2) all of whose goals in such Report do not achieve a designation of at least an acceptable level of performance to not receive any increase in pay for the subsequent year, including but not limited to merit increases, cost-of-living adjustments, and promotions. And (3) the majority of whose goals in such Report do not achieve a designation of at least a superior level of performance to not receive a promotion or performance bonus during the subsequent year. Allows additional limitations and regulations to be applied to such promotions, performance bonuses, and increases in pay. Requires the District, subject to the approval of the Office of Management and Budget, to amend its management and personnel laws and regulations to be in conformance with this Act. Directs the General Accounting Office to audit the Performance Accountability Reports of the District, including the District's compliance with the personal accountability provisions in this Act.