NASA Procedural Requirements

NPR 3100.1C Effective Date: December 21, 2020 Expiration Date: December 21, 2025

Subject: Management of the Senior Executive Service (SES) Updated to include Change 2.

Responsible Office: Office of the Chief Human Capital Officer

Preface

P.1 Purpose

This directive establishes procedural requirements regarding the management of the Agency's SES program. It provides a framework for executive development, position allocation, staffing, performance management, pay, and awards and assigns responsibilities and prescribes requirements for the administration of the Agency's SES program.

P.2 Applicability

a. This directive is applicable to NASA Headquarters and NASA Centers, including Component Facilities and Technical and Service Support Centers (Agency-wide).

b. This directive covers all career, noncareer, limited term, and limited emergency senior executives covered by The Senior Executive Service, 5 U.S.C. § 3131, employed by NASA Headquarters (HQ) and NASA Centers, including Component Facilities and Technical and Service Support Centers (Agency-wide).

c. Any reference to Center Director(s) includes the Executive Director for HQ Operations and the Executive Director of the NASA Shared Services Center (NSSC).

d. In this directive, all document citations are assumed to be the latest version, unless otherwise noted.

In this directive, all mandatory actions (i.e., requirements) are denoted by statements containing the term "shall." The terms "may" or "can" denote a 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.

f. Office of the Inspector General has statutory independence and may create a separate SES management system that meets its mission requirements.

P.3 Authority

a. Authority for Employment, 5 U.S.C. ch. 31.

b. The Senior Executive Service, 5 U.S.C. § 3131.

c. Retention Preference, Restoration, and Reemployment, 5 U.S.C. ch. 35.

d. Performance Appraisal, 5 U.S.C. ch. 43.

e. Incentive Awards, 5 U.S.C. ch 45.

f. Pay Rates and Systems, 5 U.S.C. ch. 53.

g. Performance Management, 5 CFR pt. 430.

h. Pay and Performance Awards Under the Senior Executive Service, 5 CFR 534 subpt. D.

i. NASA Policy Directive (NPD) 3000.1, Human Capital Management.

P.4 Applicable Documents and Forms

a. Examination, Selection, and Placement, 5 U.S.C. ch. 33.

b. Adverse Actions, 5 U.S.C. ch. 75.

c. Limited Appointments to Senior Executive Service Positions, 5 U.S.C. § 9813.

d. Strengthening the Senior Executive Service, E.O. 13714, 3 CFR 13714.

e. Career Reserved Positions, 5 CFR § 214.402.

f. Employment in the Senior Executive Service, 5 CFR pt. 317.

g. Recruitment and selection for initial SES career appointment be achieved from the brightest and most diverse pool possible, 5 CFR § 317.501.

h. Guaranteed reinstatement: Presidential appointees, 5 CFR § 317.703.

i. Pay Under Other Systems, 5 CFR pt. 534.

j. Setting and Adjusting Pay for Senior Executives, 5 CFR § 534.404.

k. Performance Awards, 5 CFR § 534.405.

l. Adverse Actions, 5 CFR pt. 752.

m. NASA Procedural Requirement (NPR) 3319.1, Management of the Scientific or Professional (ST) or Senior Level (SL) Positions.

n. NASA Charter (NC) 1000.7, Executive Resources Board.

o. NC 1000.9, NASA Performance Review Board.

P.5 Measurement/Verification

The Chief Human Capital Officer or designee will monitor the operation of the SES program and make recommendations for improvements or corrective actions to the Chair of the Executive Resources Board and to the Administrator to ensure quality and consistent implementation.

P.6 Cancellation

NPR 3100.1B, Management of the Senior Executive, dated December 19, 2014.

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