Planning
Budget and Financial
PSA's Congressional Budget Justification is published annually and describes PSA’s programs in the performance plan, the budget estimates for these program activities, and the distribution of the budget by major program. PSA sends its budget request with CSOSA’s to the President who submits it to Congress for authorization. The current budget justification is provided below and prior documents are available in the library.
Agency Financial Reports include information for CSOSA and PSA and describe to the President, Congress, and the public the programs in the performance plan and financial performance over the course of a fiscal year; and progress in addressing management issues; satisfies a number of legislative reporting requirements, including those of the Government Performance and Results Act, Federal Managers' Financial Integrity Act, and Inspector General Act Amendments of 1988. The most recent Agency Financial Report is provided below. For prior fiscal year documents, click here.
Equal Employment Opportunity Reports and Plans
Visit the Superior Court of the District of Columbia's website for more information about standard case processing methods.
Global Positioning System (GPS) monitoring is a system of satellites and computers that can determine the location of a receiver device on earth. The GPS ankle bracelet records the defendant’s movements 24 hours a day. It must be charged two hours every day in order to be effective. Location information from the GPS monitoring system allows PSA to determine if the defendant has been at or near a court-ordered stay-away location, or whether he/she has remained in a particular court-ordered area of the city.
Privacy Impact Assessments
Nothing physically prevents a defendant from tampering with or removing a GPS ankle bracelet. However, the GPS ankle bracelet is visually inspected during office visits for any evidence of tampering or damage. Moreover, PSA receives notification from the vendor that the device has been tampered with. PSA investigates all suspected tampers and reports such activity to the Court after confirmation.
The GPS Anti-Tampering Emergency Act of 2008 makes it a criminal offense for a person who is required to wear a detection device while incarcerated or committed, while subject to a protection order, or while on pretrial release, presentence release, predisposition release, supervised release, probation, or parole to:
⦁ intentionally remove or alter the device, or to intentionally interfere with or mask or attempt to interfere with or mask the operation of the device;
⦁ intentionally allow any unauthorized person to remove or alter the device, or to intentionally interfere with or mask or attempt to interfere with or mask the operation of the device; or
⦁ intentionally fail to charge the power for the device or otherwise maintain the device’s battery charge or power.
A detection device includes a bracelet, anklet, or other equipment with electronic monitoring capability or global positioning system or radio frequency identification technology,
In addition, a law enforcement officer may arrest a person without a warrant if the officer has probable cause to believe the person has committed the offense of tampering with a detection device.
Your ankle bracelet must be charged for a minimum of two hours every day, preferably at the same time each day. Failure to keep your device charged could result in being charged with tampering with the device.
Federal Employee Viewpoint Survey Results
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The Office of Personnel Management (OPM) administered the Federal Employee Viewpoint Survey (FEVS) to employees of Pretrial Services Agency for the District of Columbia (PSA) beginning in June 2022. According to overall 2022 FEVS results, PSA ranked among the top 15% out of 432 subcomponent agencies, according to the Partnership for Public Service’s Best Places to Work.
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The 2022 FEVS consisted of 99 core questions, fifty-two of which were not included in the 2021 FEVS. An additional seventeen test items were added to capture data on the future of federal employment. Since the development of the OPM FEVS in the early 2000s, workplaces have changed, and new government priorities emerged. The survey was updated in 2022 to reflect those new conditions. For example, response to the pandemic has clearly shown the importance of employee resilience, innovation, and employee involved decision-making voice to agency success. New content relevant to these and other key management topics was added to the 2022 survey. Responses to the seventeen test items were not included in the Agency’s results.
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On the core questions, PSA’s positive responses (strongly agree, agree) in 2022 were higher than or equal to the positive responses in 2021 for about 64% of the questions. In addition, PSA’s positive responses were higher than government-wide responses on about 94% of the questions. Eighty-four items (82%) were identified as strengths, which are typically defined by OPM as questions with a positive response rate of 65% or higher. In particular, PSA’s employees report a firm understanding of how their work contributes to the Agency’s goals (93% positive responses) and understand what the organization’s priorities (90%) and their work unit’s goals are (93%). They are held accountable for achieving results (91%). Further, employees are confident that the Agency is successful at accomplishing its mission (92%) and that it is important that they themselves contribute to the common good (93%). Employees also reported that supervisors are committed to a workforce representative of all segments of society (90%), listen to what their employees have to say (91%) and treat their employees with respect (93%). Supervisors also support employees needs to balance work/life issues (94%) and support employee efforts to stay healthy while working (97%).
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Only one item can be identified as a challenge, which is defined by OPM as questions with a 35% negative response or higher. Thirty-seven percent (37%) of employees noted that changing work priorities made it difficult for them to focus on producing high-quality work. Responses in this area were likely impacted by the on-going pandemic and periodic changes to Agency operations to meet those challenges. While this was the only area of major concern, in keeping with PSA’s commitment to continuous improvement, the Agency has examined the results to identify the most significant decreases in satisfaction from the 2021 survey responses. This includes employees feeling that their talents were well used in the workplace (from 71% satisfaction in 2021 to 65% satisfaction in 2022), that they contribute positively to the Agency’s performance (96% to 89%), that employees produce high quality work (90% to 84%), and that employees are protected from health and safety hazards on the job (77% to 85%). The Agency will continue to monitor our responses in these areas.
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OPM also reports data across a series of indices, which are based on the responses to specific questions. The DEIA index was new to the OPM FEVS in 2022. The index is specifically designed to align with Executive Order (EO) 14035 and features the four components in the EO: Diversity, Equity, Inclusion, and Accessibility. PSA’s indices show that the Agency is performing well across all indices as compared to the government-wide results.
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To view the full 2022 report, <a href="https://www.opm.gov/policy-data-oversight/data-analysis-documentation/employee-surveys/results/2022-employee-survey-results/">click here</a>. Visit the OPM website to learn more about <a href="https://www.opm.gov/fevs">the FEVS</a>.
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Childcare is NOT available at the PSA offices located at 633 Indiana Avenue or 601 Indiana Avenue or at U.S. District Court located at 333 Constitution Avenue. Do not bring children with you for appointments at these locations.