Legislation Implementation Project An Update

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Legislation Implementation Project An Update
VITS November 4, 2003
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Status of Human Capital Legislation

• Origin of NASAs 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

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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, Kamaro
  n Kellum-Cloman
• Executive Resources Joanne Mueller
• Scholarship for Service Jim Gorman

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Workforce Plan

• Workforce Plan must describe
• NASAs 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
• NASAs recruitment methods
• Response to CAIB workforce recommendations
• Safeguards to ensure safety is not compromised

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Workforce Plan Key Points

• Identification of critical needs based on
  analysis from NASAs Competency Management System
  and new workforce analysis tools
• Communications Plan addresses more than the WF
  Plan
• Discussion on NASAs workforce-related reforms to
  address CAIB findings is based on the Return to
  Flight Implementation Plan

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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

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• BACK-UP CHARTS

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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

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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

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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

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IPA Authority

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

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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

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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, HROs, AA for HR)
• Decision to authorize such travel must be
  communicated to all potential applicants

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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

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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

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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
• NASAs plan for using authority must be submitted
  to OPM and Congress

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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)

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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