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NASA Ball NASA
Procedural
Requirements
NPD 1000.3E
Effective Date: April 15, 2015
Expiration Date: April 15, 2021
COMPLIANCE IS MANDATORY FOR NASA EMPLOYEES
Printable Format (PDF)

(NASA Only)

Subject: The NASA Organization w/Change 62

Responsible Office: Associate Administrator


| TOC | ChangeLog | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | Chapter6 | Chapter7 | ALL |

Chapter 7: The Change Process for NPD 1000.3

7.1 Responsibilities

7.1.1 Within the Mission Support Directorate, the Office of the Chief Human Capital Officer (OCHCO) is responsible for the administration of all changes associated with this directive and will coordinate and process changes made at all approval levels as outlined below.

7.1.2 Revisions to Table of Contents, Chapter 1, Chapter 7 OCHCO is responsible for updates to these sections of the directive. OCHCO will consult/collaborate with the Office of the Administrator, Office of Agency Council Staff, and/or Servicing Human Resources (HR) Office as needed prior to finalizing.

7.1.3 Revisions to Chapters 2, 3, and 6 The Office of the Administrator and/or the Office of Agency Council Staff are responsible for updates to these chapters of the directive and shall forward final revisions to OCHCO.

7.1.4 Revisions to Chapters 4 and 5 OCHCO is responsible for updates to these chapters of the directive. Servicing HR Offices are responsible to forward proposed updates as outlined in 7.3 below and OCHCO will obtain final approval from the Office of the Administrator. The Office of the Administrator or Office of Agency Council Staff may also submit changes to OCHCO.

7.1.5 Administrative Revisions OCHCO is responsible to review Agency-wide Announcements made by the Office of the Administrator and initiate action to update this directive to be in line with announced changes. OCHCO will also be responsible to make administrative changes which may be needed as a result of approved changes to ensure the change (e.g., position/office name changes, organizational structure changes, etc.) is reflected throughout the directive as appropriate.

7.2 Approval Authorities

7.2.1 The Administrator decides the overall mission, organizational structure, and governance of the Agency.

7.2.2 The Associate Administrator has overall authority to approve changes to all sections/chapters of this directive. Organizationally, the Associate Administrator approves substantive changes to mission statements and organizational charts for all NASA organizations.

7.2.3 Officials-in-Charge of Headquarters Offices and Center Directors are authorized to approve minor changes to their mission statements and organizational structures to include: line of succession changes and office names changes (when the office's functions remain the same). The Servicing HR Office will forward final changes to OCHCO.

7.2.4 The Officials-in-Charge of Headquarters Offices (OIC) and Center Directors are authorized to approve their mission statements and organizational structures below the level shown on the organization charts identified in Chapters 4 and 5. The corresponding organizational charts will be maintained by the Servicing HR Office.

7.2.5 The Chief Human Capital Officer will approve administrative changes to include typographical errors, position name changes, and other administrative changes to ensure the directive is in line with announced Agency changes. OCHCO will coordinate proposed changes with the Servicing HR Office.

Consultation/Collaboration with the Office of the Administrator, Office of Agency Council Staff, and/or Servicing HR Offices will be made as needed prior to finalizing changes.

7.3 Preparations for Submission of Reorg Packages

7.3.1 Organizational statements and organizational charts will be revised when any of the following actions are necessary:

a. Revision to the responsibilities of a Headquarters office or a Center.

b. Revision to top level boxes of the organizational charts, appearing in this NPD (to include office name changes) of a Headquarters office or a Center.

c. Establishment of or changes to existing internal or external relationships with organizations, especially those organizations that rely on NASA for service or support to accomplish their programs.

7.3.2. Initial conversations shall begin with the Servicing HR Office. The Servicing HR Office will assist the organization with Center-specific reorganization processes and the creation of a reorganization package to include the following:

7.3.3. Servicing HR Offices are responsible for ensuring appropriate union involvement is conducted at the appropriate time.

7.3.4. Appropriate information regarding Senior Executive Service (SES), Scientific or Professional (ST), or Senior Level (SL) positions affected by a reorganization (new positions, reassignments, backfill requests, etc.) must be submitted according to the Executive Resources Board (ERB) for review and approval.

7.3.5. Prepare a memorandum from the Headquarters OIC or Center Director to the Associate Administrator.

a. Memo shall provide detailed explanation/rationale for the proposed organizational changes.

b. The following statement shall be included as part of the memo: With your concurrence, I will move forward to implement the organizational changes by working through the standard processes with my Servicing Human Resources Office. I understand it is your expectation for the reorganization and placement of employees to occur in accordance with Federal laws, rules, regulations, and Agency policy and be executed in a timely manner.

c. The following Agency-level organizational leaders shall be included as a cc on the memo:

(a) Associate Administrator for Mission Support/(insert name)

(b) Chief Financial Officer/(insert name)

(c) Deputy Chief Financial Officer (Appropriations)/(insert name)

(d) Associate Administrator for Diversity and Equal Opportunity/(insert name)

(e) General Counsel/(insert name)

(f) Assistant Administrator for Human Capital Management/(insert name)

(g) Deputy Associate Administrator for Mission Support/(insert name)

(h) Inspector General/(insert name)

(i) Associate Administrator for Legislative and Intergovernmental Affairs/(insert name)

(j) Chief of Staff/(insert name).

(k) The Center should add additional Agency-level leaders to the cc list depending on the nature of the changes being made, (e.g., Associate Administrators of Mission Directorates, Chief Engineer, etc.).

d. The signed memorandum, current and proposed organizational charts, narrative redline copy showing the changes made, and final narrative should be forwarded electronically to OCHCO as the official reorganization package.

7.4. Packages Approved by the Headquarters OIC or Center Director

7.4.1. Initial conversations should begin with the Servicing HR Office. The Servicing HR Office will assist the organization with Center-specific reorganization processes and the creation of a reorganization package to include conducting/preparing the following:

a. Prepare a memorandum for the record from the Headquarters OIC or Center Director. An email which includes information or authorization that the Headquarters OIC or Center Director approved the change is also acceptable.

b. Memo or email shall provide detailed explanation/rationale for the approved changes.

7.4.2. The memorandum for record or email, current and approved organizational charts, narrative redline copy showing the changes made, and final narrative as appropriate should be forwarded electronically to OCHCO as the official approval package.

7.5. Change Package Review and Approval Process

7.5.1 When changes are approved by the Headquarters OIC or Center Director, proceed to 7.5.3.g below.

7.5.2 When changes are approved by the Office of the Administrator whether individually or through an Agency-level forum (e.g., Executive Council, Mission Support Council, etc.), proceed to 7.5.3.d below.

7.5.3 Actions necessary to process a reorganization package includes the following:

a. Memorandum or email and supporting documents are forwarded from the Servicing HR Office to the OCHCO for review and preparation of signature package.

b. Signature package is forwarded to the Executive Secretariat for routing through the Office of the Administrator in order to obtain concurrence from the Associate Administrator.

c. Upon receipt of signature, Executive Secretariat will return the package to OCHCO.

d. The OCHCO will scan the signed package and forward a copy to the Servicing HR Office.

e. The Servicing HR Office will ensure electronic copies of the approved package are forwarded to all cc'd organizations for action/information.

f. Upon receipt of the cc'd copy, the Agency Office of the Chief Financial Officer (OCFO) will prepare and submit documentation for Congressional notification as needed. OCFO will notify the Headquarters OIC or Center Director and OCHCO upon receipt of Congressional clearance.

g. Upon receipt of the cc'd copy, OCHCO will forward necessary documentation within the Mission Support Directorate to ensure the appropriate changes are reflected within this directive.

h. Servicing HR Office may begin standard reorganization preparations; however, no personnel actions can be made effective until after Congressional clearance has been obtained.

i. Standard reorganization preparations may include (list not all inclusive):

(1) Center-wide communications of reorganization plans (All Hands, town hall meetings, e-mail notification, etc.)

(2) Contact with the Agency Applications Office (AAO) (or other offices as appropriate) to establish organizational codes and financial codes.

(3) Completion of NSSC Data Sheet for Realignments/Reorganizations (from/to list showing actions needed for affected employees).

(4) Work with the NSSC on the development/classification of needed position descriptions (PDs).

(5) Prepare and coordinate with appropriate organizations regarding system changes needed (e.g., FPPS routing paths, NAAS, SATERN, SPACE, WebTADS, etc.)

7.5.4 The Servicing HR Director following each approved reorganization, will partner with the Center and/or HQ leadership regarding organizational design, people impact, and workforce communication as it relates to the reorganization, to include but not limited to Performance Management, Position Management and Classification, Labor Relations, GS positions, and SES positions.

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