Opinion ID: 2313743
Heading Depth: 2
Heading Rank: 1

Heading: The CMPA and the Jurisdiction of OEA

Text: With some exceptions not relevant to this appeal, the CMPA appl[ies] to all employees of the District of Columbia government.... D.C.Code § 1-602.01(a) (2001). The purpose and policy of the CMPA are to assure that the District of Columbia government shall have a modern flexible system of public personnel administration, which shall ... [among other things,] [c]reate uniform systems for personnel administration among the executive departments and agencies reporting directly to the Mayor of the District of Columbia and among independent agencies, boards, and commissions in the District of Columbia government.... D.C.Code § 1-601.02(a). The CMPA defines the term `employee' to mean an individual who performs a function of the District government and who receives compensation for the performance of such services. D.C.Code § 1-603.01(7). The term `independent agency' means any board or commission of the District of Columbia government not subject to the administrative control of the Mayor.... D.C.Code § 1-603.01(13). [4] The term `boards and commissions' means bodies established by law or by order of the Mayor of the District of Columbia consisting of appointed members to perform a trust or execute official functions on behalf of the District of Columbia government. D.C.Code § 1-603.01(2). [5] The OEA, an independent administrative adjudicatory agency created by the [CMPA,] 6 DCMR § 600.1 (2008), has the authority to [h]ear and adjudicate appeals received from District agencies and from employees as [further] provided.... D.C.Code § 1-606.02(a)(2) (2001); see D.C.Code § 1-606.01(a) (requiring members of the OEA to have demonstrated knowledge concerning personnel management or labor relations). The regulation defining the OEA's jurisdiction provides that, with certain exceptions, any District of Columbia government employee may appeal [to the OEA] a final agency decision affecting: (a) A performance rating which results in removal of the employee; (b) An adverse action for cause that results in removal, reduction in grade, or suspension for ten (10) days or more; or (c) A reduction-in-force. 6 DCMR § 604.1.