Policy
Directive
Effective Date: August 30, 2005
Expiration Date: December 30, 2029
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NASA Policy Directive |
NPD 3000.1C Effective Date: August 30, 2005 Expiration Date: December 30, 2029 |
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1 |
12/18/2024 |
Update to comply with 1400 Compliance, make administrative changes, revise applicable documents and forms, and add Attachment C. |
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2 |
02/10/2025 |
Administrative edits made to comply with executive actions. |
a. It is NASA's policy to:
(1) Foster and maintain an ongoing culture that is built on NASA's mission, vision, core values, and goals in an environment that is free of discrimination and promotes belonging for all NASA employees.
(2) Create, monitor, evaluate, and continuously align efficient and effective Human Capital (HC) programs that support the achievement of NASA's mission and support for NASA's core values.
(3) Delegate, to the lowest practicable level, the authority to use HC flexibilities in accordance with applicable laws and regulations and hold responsible officials accountable for efficient and effective human capital management in accordance with merit system principles.
(4) It is NASA policy to provide managers and employees with education, data, guidance, and tools necessary to ensure the full utilization of HC programs. See Attachment C for a summary of HC programs.
a. This directive is applicable to NASA Headquarters and NASA Centers, including Component Facilities and Technical and Service Support Centers. The Office of the Inspector General (OIG) has independent authority for the management of human resources under Government Organization and Employees, 5 U.S.C, parts (pts.) 101-11001 and Inspector General Act of 1978, as amended, 5 U.S.C. § 401, et seq. and may choose to create a separate policy that meets its mission requirements.
b. In this directive, all document citations are assumed to be the latest version unless otherwise noted.
c. In this directive all mandatory actions (i.e., requirements) are denoted by statements containing the term "shall", the terms "may" or "can" denote discretionary privilege or permission, "should" denotes a good practice and is recommended but not required, "will" denotes expected outcome, and "are/is" denotes descriptive material.
a. National Aeronautics and Space Act, 51 United States Code (U.S.C.) § 20113.
b. National Aeronautics and Space Administration, 5 U.S.C. Part III, Subpart I, Chapter 98.
c. Administrative Personnel, 5 CFR pts. 1-1199.
a. Inspector General Act of 1978, as amended, 5 U.S.C. § 401, et seq.
b. Government Organization and Employees, 5 U.S.C, parts (pts.) 101-11001.
a. The Administrator is responsible for the overall management of NASA's Civil Service employment program authorities.
b. The Office of Chief Human Capital Officer provides overall leadership and policy direction for human capital programs.
c. Individual authorities are codified in documents listed Attachment B, References.
a. The Administrator delegates Human Capital authorities as follows except where authority is specifically retained by the Administrator or when alternate delegations are codified in a separate NPD, NPR, or NASA delegation memo:
(1) Deputy Administrator.
(2) Associate Administrator, Chief of Staff, and Deputy Associate Administrator.
(3) Associate Administrator for Mission Support Directorate.
(4) Chief Human Capital Officer.
(5) Officials-in-Charge of Headquarters Organizations, Center Directors and Director, NASA Shared Services Center.
b. This authority may be re-delegated to the lowest practical level, in writing, pursuant to applicable laws and regulations and relevant Agency directives.
None.
NPD 3000.1B, Management of Human Resources, dated August 30, 2005.
CFR - Code of Federal Regulations
IPA - Intergovernmental Personnel Act
NPD - NASA Policy Directive
NPR - NASA Procedural Requirements
NEX - NASA Excepted Service
NSSC - NASA Shared Services Center
OIG - Office of the Inspector General
OPM - Office of Personnel Management
Pub. L. - Public Law
SES - Senior Executive Service
SL - Senior Level
STP - Scientific or Professional
U.S.C. - United States Code
B.1 Delegations of Authority for Senior Executive Service (SES), Scientific and Professional (ST), Senior Level (SL) and NASA Excepted Service (NEX) Positions Memo.
B.2 NPD 1600.3, Policy on Prevention of and Response to Workplace Violence.
B.3 NPD 3010.1, Strategic Workforce Planning.
B.4 NPD 3213.1, Excepted Service Appointments.
B.5 NPD 3410.2, Employee and Organizational Development.
B.6 NPD 3511.1, Classification, Position Management and Promotions.
B.7 NPR 3100.1, Management of the Senior Executive Service (SES).
B.8 NPR 3300.1, Employment, Appointment Authorities, and Details.
B.9 NPR 3319.1, Management of Scientific and Professional (ST) and Senior Level (SL) Positions.
B.10. NPR 3330.1, NASA Career Transition Assistance Plan (CTAPs).
B.11 NPR 3335.1, Merit Promotion and Placement.
B.12 NPR 3430.1, Employee Performance and Communication System (EPCS).
B.13 NPR 3435.1, NASA Performance Management System for the Senior Executive Service.
B.14 NPR 3451.1, NASA Awards and Recognition Program.
B.15 NPR 3530.1, NASA Pay and Compensation Policy.
B.16 NPR 3600.1, Attendance and Leave.
B.17 NPR 3600.2, NASA Telework Program.
B.18 NPR 3711.1, Labor-Management Relations Program.
B.19 NPR 3730.1, NASA Suitability Program.
B.20 NPR 3771.1, NASA's Administrative Grievance System.
B.21 NPR 3790.1, NASA's Domestic Violence, Sexual Assault, and Stalking Response Plan.
B.22 NPR 3792.1, NASA's Plan for a Drug Free Workplace.
B.23 NPR 3831.1, Phased Retirement.
C.1 Recruitment, Employment, and Retention. Maximize flexibility, creativity, and competency management to acquire, develop, and retain employees who substantially contribute to mission accomplishment.
C.2 Employee Performance Management. Establish a framework for employee performance that links to mission achievement, strategic goals and objectives, and promotes a culture focused on two-way communication and accountability for results.
C.3 Recognition and Awards. Design a system to facilitate recognition and awards for the contributions they make towards NASA's missions, goals, and values. Improve the effectiveness and efficiency of Government operations by recognizing and rewarding employees for results-based performance.
C.4 Hours of Work, Leave, Telework and Remote Work. Use flexibilities in applicable laws and regulations, to balance the needs of the mission with employees' needs.
C.5 Qualifications, Classification, Pay, and Allowances. Classify positions and determine qualifications commensurate with responsibility of the work. Authorize flexibilities in pay and allowances judiciously based on the needs of the mission and merit factors.
C.6 Labor-Management Relations. Pursue a spirit of cooperation in the relationship between management and labor organizations to ensure mission accomplishment and the delivery of high-quality work.
C.7 Employee Relations. Treat employees fairly using the flexibilities and authorities in applicable laws and regulations. Take appropriate disciplinary or corrective action with individual employees, when necessary.
C.8 Employee Benefits. Educate employees on all benefit entitlements (e.g., retirement, Thrift Savings Plan, and insurance for health, dental, vision and life, family-friendly workplace initiatives). Ensure the efficient administration of all benefit programs.
C.9 Employee and Organizational Development. Support employee development, mentoring and coaching, and organizational development activities aimed at improving performance and the development of knowledge and skills critical to mission accomplishment. Invest in leadership and technical development programs.
None.
This document does not bind the public, except as authorized by law or as incorporated into a contract. This document is uncontrolled when printed. Check the NASA Online Directives Information System (NODIS) Library to verify that this is the correct version before use: https://nodis3.gsfc.nasa.gov.