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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 |

Preface

P.1 Purpose

a. This directive establishes the procedural requirements regarding the lines of authority, distribution of responsibilities, and principal statements of policy governing management of Scientific and Professional (ST) and Senior-Level (SL) positions in NASA. This directive will be used in conjunction with the statutory and regulatory requirements herein.

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 applies to all ST and SL employees covered by Employment of Specially Qualified Scientific and Professional Personnel, 5 U.S.C. § 3104 and Employment in Senior-Level and Scientific and Professional Positions, 5 CFR pt. 319 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.

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

e. In this directive, all mandatory actions (i.e., requirements) are denoted by statements containing the term “shall.” The terms “may” denotes a discretionary privilege or permission, "can" denotes statements of possibility or capability, “should” denotes a good practice and is recommended, but not required, “will” denotes expected outcome, and “are/is” denotes descriptive material.

f. Nothing herein will be construed as limiting the Inspector General’s authority regarding members of ST and SL positions within those organizations.

P.3 Authority

a. Employment of Specially Qualified Scientific and Professional Personnel, 5 U.S.C. § 3104.

b. Appointments to positions classified above GS-15, 5 U.S.C. § 3324.

c. Appointments to scientific and professional positions, 5 U.S.C. § 3325.

d. Establishment of Performance Appraisal Systems, 5 U.S.C. § 4302.

e. NPD 3000.1, Human Capital Management.

P.4 Applicable Documents and Forms

a. Senior Professional Performance Act of 2008, Pub. L. 110-372, 122 Stat. 4043.

b. Career Appointments, 5 U.S.C. § 3393.

c. Ratings for Performance Appraisals, 5 U.S.C. § 4314 (c).

d. Classification of positions above GS-15, 5 U.S.C. § 5108.

e. Limitation on Certain Payments, 5 U.S.C. § 5307(d).

f. Adjustments in Rates of Pay, 5 U.S.C. § 5318.

g. Excepted Service, 5 CFR pt. 213.

h. Employment in the Excepted Service, 5 CFR pt. 302.

i. Employment in Senior-Level and Scientific and Professional Positions, 5 CFR pt. 319.

j. Performance Management, 5 CFR pt. 430.

k. Performance Based Reduction in Grade and Removal Actions, 5 CFR pt. 432.

l. Awards, 5 CFR pt. 451.

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

n. Adverse Actions, 5 CFR pt. 752.

o. NPR 3335.1, Merit Promotion and Placement.

p. NPR 3771.1, NASA’s Agency Grievance System.

P.5 Measurement/Verification

a. The CHCO will monitor the operation of the ST and SL Program and make recommendations for improvements or corrective actions to the ERB, PRB, and the Administrator to ensure quality and consistent implementation.

b. The PRB will evaluate the effectiveness of the performance management system to ensure:

(1) The appraisal process makes meaningful distinctions based on relative performance.

(2) Salary rate adjustments, cash awards, and levels of pay based on the results of the appraisal process are commensurate with the level of individual performance and/or contributions to the Agency’s performance.

c. The PRB reports evaluation findings and recommendations for program process improvements to the Executive Position Managers (EPMs) and policy change recommendations to the CHCO.

P.6 Cancellation

NPR 3319.1B, Management of Senior Scientific and Professional (ST) and Senior Level (SL) Positions, dated December 19, 2014.



| 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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