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Legislation Implementation Project – An Update

Legislation Implementation Project – An Update. VITS November 4, 2003. Status of Human Capital Legislation. Origin of NASA’s human capital legislation Passage of S. 610 is imminent H.R. 1085 and S. 610 are very similar, but time is needed to work out language differences

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Legislation Implementation Project – An Update

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  1. Legislation Implementation Project –An Update VITS November 4, 2003

  2. Status of Human Capital Legislation • Origin of NASA’s human capital legislation • Passage of S. 610 is imminent • H.R. 1085 and S. 610 are very similar, but time is needed to work out language differences Working from these bills, the Legislation Implementation Team is developing the plans, procedures, policies needed to use the human capital authorities efficiently, effectively, equitably

  3. Team Structure and Process 5 Subteams are focused on the key provisions and authorities: • Workforce Plan Carolyn Davis • Staffing Vicki Sensiba • Compensation & Benefits Jim Tingwald, Kamaron Kellum-Cloman • Executive Resources Joanne Mueller • Scholarship for Service Jim Gorman

  4. Workforce Plan • Workforce Plan must describe: • NASA’s critical needs • Criteria for granting the enhanced “4R” bonuses • Safeguards to protect merit system principles • Communication of the Workforce Plan • Method for assessing effectiveness of new authorities • NASA’s recruitment methods • Response to CAIB workforce recommendations • Safeguards to ensure safety is not compromised

  5. Workforce Plan: Key Points • Identification of critical needs based on analysis from NASA’s Competency Management System and new workforce analysis tools • Communications Plan addresses more than the WF Plan • Discussion on NASA’s workforce-related reforms to address CAIB findings is based on the Return to Flight Implementation Plan

  6. Functional Subteams’ Work • For each authority, the Functional Subteams are: • Drafting guidelines for their use • Identifying systems changes required to process actions • Developing processes to ensure compliance with reporting requirements Their first rough drafts are the documents forwarded to you last week

  7. BACK-UP CHARTS

  8. “4R” Bonuses • Larger bonuses may be paid for critical needs • Total amount could be as much as 50% of salary, multiplied by service period (not to exceed 100% of salary) • Locality pay is calculated in the formula • No more than 25% of bonus amount to go to supervisors • Flexibility in method of payment permitted • Recruitment bonuses may be offered to Federal employees • Retention bonuses may be used to retain an employee who is leaving for another Federal job

  9. Term Appointments • Extensions up to six years permitted • Permits noncompetitive conversion to like position in same geographic area • Permits conversion to a different position or a position in a different area under merit promotion process • Announcements must clearly state the possibility of conversion

  10. Pay Authority for Critical Positions • Delegates authority to Administrator • Salary can be set up to rate of VP • Limited to 10 employees at any one time • Cannot use authority to appoint employees of other Federal agencies

  11. IPA Authority Permits IPA appointments to be extended up to 6 years Impact is not likely to be significant in terms of numbers

  12. Distinguished Scholar Appointments • Hiring authority that gives due weight to academic credentials in hiring freshouts for GS-7 thru GS-12 positions • Candidates must meet certain academic criteria to be eligible • Other hiring processes remain the same: public notice of vacancies, veterans preference, priority consideration programs

  13. Travel & Transportation Expenses • New hires may be authorized same travel benefits that are extended to current Federal employees • Approval authority remains the same (delegated to CDs, HRO’s, AA for HR) • Decision to authorize such travel must be communicated to all potential applicants

  14. Annual Leave Enhancement • Authorizes crediting appropriate non-Federal experience toward leave accrual rate (for new hires) • Places all SES/ST/SL and equivalent in 8-hour leave category (for all employees) • Applies only while employed with NASA

  15. Limited SES Appointments & Bonuses • Permits filling career reserved SES on a temporary basis under certain conditions • Permits individuals appointed under this authority to receive performance bonuses

  16. Qualifications Pay • Authorizes a pay incentive (of step increases) to a GS employee to accept new duties or a new position, if employee has unusually high or unique qualifications for the work • NASA’s plan for using authority must be submitted to OPM and Congress

  17. NASA Excepted Authority • Increases the maximum allowable rate of pay for NEX positions from level IV ( $134,000) of ES to level III ($142,500)

  18. Next Steps • Subteams continue to refine their work, considering early comments from unions and HR community • Upon enactment of law… • Formally consult with unions on Workforce Plan • Submit Plan and other documents to OPM • Submit Plan to Congress

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