NASA Procedural Requirements

NPR 3330.1C Effective Date: September 27, 2022 Expiration Date: September 27, 2027

Subject: NASA Career Transition Assistance Plans (CTAPs)

Responsible Office: Office of the Chief Human Capital Officer

Chapter 3. Career Transition Assistance Services

3.1 Scope of Services

3.1.1 NASA is committed to providing assistance to its surplus and displaced employees to transition to other new and rewarding opportunities within the Agency or to careers within or outside of the Government.

3.2 Career Transition Services

3.2.1 Career transition assistance should be flexible to meet the needs of the individual employee. Career transition assistance will include employment counseling, interview coaching, resume preparation, job information, job search assistance, in addition to the following:

a. Excused Absence. Displaced and surplus employees may be authorized excused absence for purposes of career transition. Employees who have received a certificate of expected separation may be authorized up to eight hours of excused absence per pay period by their supervisor. Employees who have received a RIF separation notice may be authorized additional excused absence at the discretion of their supervisor.

b. Use of Government Equipment. Supervisors may allow limited use of Government equipment for purposes of career transition consistent with Agency policies that govern the use of Government equipment and information technology.

c. Access to Services or Facilities after Separation. Available transition assistance services may be used by CTAP eligibles for up to six months after separation.

d. Orientation Session on the Use of Career Transition Services. When an employee is identified as surplus or displaced, the servicing HR Office is responsible for providing a specific orientation session for the affected employees. The orientation will include information on the use of career transition services and the eligibility requirements for selection priority programs.

e. Retraining. Training may be provided to surplus and displaced employees when determined that such training is necessary for placement in continuing positions within the Agency, elsewhere in the Federal Government, or in the private sector. The level and scope of training provided will be determined on a case-by-case basis. Factors to be considered in deciding whether training should be provided include, but are not limited to, the amount and type of training needed, cost of training, duration of training, and need for the resulting skills.

f. Access for Employees with Disabilities. Services and opportunities will be accessible to employees with disabilities and include information and guidance on Federal, state, and local resources to support career transition for employees with disabilities.

DISTRIBUTION:
NODIS

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