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NASA Ball NASA
Procedural
Requirements
NPR 3319.1C
Effective Date: September 02, 2021
Expiration Date: September 02, 2026
COMPLIANCE IS MANDATORY FOR NASA EMPLOYEES
Printable Format (PDF)

Subject: Management of Scientific and Professional (ST) and Senior-Level (SL) Positions

Responsible Office: Office of the Chief Human Capital Officer


| TOC | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | Chapter6 | Chapter7 | Chapter8 | Chapter9 | AppendixA | AppenixB | AppendixC | AppendixD | ALL |

Appendix A. Definitions

Annual Summary Rating. The overall rating level that the Administrator or designee assigns at the end of the appraisal period after considering the PRB recommendation. This is the official/final rating.

Appointing Authority. The Administrator or designee with authority to make appointments to ST and SL positions.

Appraisal Period. The established period of time for which an ST or SL performance will be appraised and rated.

Critical Element. A key component of ST and SL work that contributes to organizational goals and results and is so important that unsatisfactory performance of the element would make the overall job performance unsatisfactory.

Distinguished Performance (Level 5). Demonstrated exceptional performance that sustains excellence and optimizes results in the ST or SL’s technical discipline, Center, Agency, and/or the extended professional community. This represents the highest level of technical performance, as evidenced by the extraordinary impact on the achievement of the organization’s mission. The ST or SL is an inspirational technical leader and is considered a role model by Agency or Center leadership, peers, and employees.

Executive Position Managers (EPM). Officials-in-Charge of HQ Offices and Center Directors that manage the executive resources within their organizational jurisdictions.

Initial Summary Rating. An overall rating level the Rating Official derives from appraising the ST or SL’s performance during the appraisal period and forwards to the PRB.

Intergovernmental Personnel Act (IPA) Assignment. A temporary assignment (up to 6 years) of an employee between Federal agencies and state, local, and Indian tribal governments, institutions of higher education, and other eligible organizations for the purpose of exchanging skilled personnel and facilitating Federal-state-local cooperation. Also known as “intergovernmental mobility assignments,” or “IPA mobility assignments.”

Meritorious Performance (Level 4). Demonstrated very high level of performance beyond that required for successful performance in the ST or SL’s position and scope of responsibilities.

Minimum Appraisal Period. The minimum amount of time that the ST or SL is under a performance plan before a rating may be assigned. This period is 90 days.

Performance. The accomplishment of the work described in the ST or SL’s performance plan.

Performance Appraisal. The review and evaluation of the ST or SL’s performance against performance elements and requirements.

Performance Management System. The framework of policies and practices that an Agency establishes for planning, monitoring, developing, evaluating, and rewarding both individual and organizational performance and for using resulting performance information in making personnel decisions.

Performance Plan. The written summary of work the ST or SL is expected to accomplish during the appraisal period and the requirements against which performance will be evaluated. The plan addresses all critical elements established for the ST or SL.

Performance Requirement. A statement of the performance expected for a critical element.

Performance Review Board (PRB). A board required by law to make recommendations to the Administrator or designee on the performance of senior executives. The PRB also performs this function for ST and SL employees

Presidential Rank Award (PRA). An award granted by the President to career members of the SES, SL, and ST, following nomination by their agency and recommendation by the Director of OPM. Meritorious Executive rank is for sustained accomplishment and carries a lump-sum payment of 20 percent of the executive’s annual basic pay. Distinguished Executive rank is for sustained extraordinary accomplishment and carries a lump-sum payment of 35 percent of the executive’s annual basic pay.

Progress Review. A review of the ST or SL’s progress in meeting the performance requirements. A progress review is not a performance rating.



| TOC | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | Chapter6 | Chapter7 | Chapter8 | Chapter9 | AppendixA | AppenixB | AppendixC | AppendixD | ALL |
 
| NODIS Library | Human Resources and Personnel(3000s) | Search |

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