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NASA Ball NASA
Procedural
Requirements
NPR 3335.1I
Effective Date: June 20, 2016
Expiration Date: December 20, 2022
COMPLIANCE IS MANDATORY FOR NASA EMPLOYEES
Printable Format (PDF)

Subject: Merit Promotion and Placement

Responsible Office: Office of the Chief Human Capital Officer


| TOC | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | Chapter6 | Chapter7 | Chapter8 | Chapter9 | AppendixA | AppendixB | ALL |

Appendix A: Definitions

Area of Consideration. Also referred to as who may apply, the area of consideration describes the individuals from whom the Center will accept applications to compete for a vacancy.

Best-qualified candidates. Highly qualified candidates who rank in the top category or group when compared to other candidates and who are referred to the selecting official on a certificate for selection consideration.

Category rating. A process in which applicants who meet minimum qualifications are further assessed for job-related competencies and placed into one of two or more predefined quality categories.

Certificate. A list of the candidates referred to the supervisor for selection consideration.

Delegated examining authority. Authority delegated from OPM to make career-conditional appointments in the competitive service. Vacancies filled through the competitive examining process are open to all U.S. citizens.

Direct hire authority. Authority delegated from OPM to fill jobs open to all U.S. citizens for positions that OPM has determined that there is either a severe shortage of available candidates or a critical hiring need.

Evaluation. The process of assessing the degree to which each applicant possesses the skills or competencies essential for satisfactory performance in the position.

ICTAP. This program provides job placement assistance to eligible surplus or displaced Federal employees by providing selection priority over applicants from outside of NASA.

(Reference 5 CFR 330).

Job analysis. The systematic process of gathering, analyzing, and documenting information about a position in order to determine minimum qualification requirements and identify the skills or competencies to be used in further evaluating qualified candidates.

Merit Promotion. The system under which agencies consider internal eligible employees for vacant positions on the basis of merit. Individuals are evaluated on the basis of their experience, education, competencies, performance, and awards.

Minimally qualified candidates. Those who meet OPM-approved qualification standards and any selective factors applicable to the position.

Noncompetitive eligible. Individuals who have acquired noncompetitive eligibility under a specific hiring or appointing authority, such as: a former Peace Corps/AmeriCorps VISTA volunteer; individuals with disabilities (these are excepted service positions with provisions for conversion to the competitive service); 30 percent or more disabled veterans; current or former employees in the competitive service excepted from competitive procedures in this directive (see paragraph 3.2); individuals covered by an OPM-approved interchange agreement; and persons qualified for a position covered by a direct hire authority.

Priority consideration. For the purposes of this directive, the employee shall be referred to the selecting official for consideration before other candidates are considered under these competitive procedures. If selected on the basis of the priority consideration, the employee may be promoted or reassigned as an exception to the competitive procedures of this plan.

Promotion potential. The full performance level (or highest grade) of a classified position. A position has promotion potential when the incumbent is selected at a grade lower than the full performance level. For example, if a position with the full performance level of GS-13 is advertised and filled at the GS-11 level, the incumbent may be noncompetitively promoted up to the GS-13 level. Promotions are not automatic and are subject to supervisory approval.

Promotion. A change from one GS grade to a higher GS grade of a continuously employed civil-service employee.

Quality grouping. A process in which applicants who meet minimum qualifications are further assessed for job-related competencies and placed into one of two or more predefined quality categories. Quality grouping is used to rank applicants when using internal MP procedures where veterans' preference does not apply. For example, when a vacancy announcement is open to current or former nontemporary Federal employees, and applicants eligible for VEOA.

Ranking. The process of arranging qualified candidates in order of relative standing.

Rating. The end product of evaluation. A rating reflects the degree to which the candidate's qualifications meet the skills or competencies identified in the vacancy announcement.

Reconstruction. Refers to the ability of a third party to recreate a personnel action, for example during a compliance review or when the action is being challenged.

Reassignment. The movement of an employee to another position at the same grade level. A reassignment action may be directed by management or initiated at the request of an employee.

Reinstatement. Reinstatement eligibility allows someone to re-enter the Federal competitive service workforce without competing with the public. Reinstatement eligibles may apply for Federal jobs open to status candidates or be selected noncompetitively in accordance with this directive.

Schedule A appointing authority. An appointment authority covered by 5 CFR § 213.3102 (u) used to appoint persons with disabilities to excepted service appointments. These appointments provide appointees noncompetitive eligibility for conversion to the competitive service after two years of service.

Selective factors. In addition to minimum qualification requirements, selective factors identify additional qualification requirements that are required when the person starts the job. Characteristics of a selective factor include extensive training or experience essential for successful performance on the job that cannot be learned on the job in a reasonable amount of time. An example of a selective factor is a specific language requirement.

Staffing case file. This is a record generally maintained in the Agency-approved automated staffing and referral tool that contains sufficient documentation to allow full reconstruction of the placement action.

Status candidates. Applicants eligible to apply for MP vacancy announcements based on their current or former permanent Federal status, including individuals who are eligible for reinstatement and transfer. Status applicants may be eligible for noncompetitive consideration (i.e., considered and selected without the use of a vacancy announcement) based on their current or former permanent Federal status in accordance with this directive.

VEOA. Provides eligible applicants an opportunity to compete when issuing a vacancy announcement using merit promotion procedures that includes the acceptance of applicants from outside of the NASA civil-service workforce. Such vacancy announcements must include VEOA in the minimum area of consideration. VEOA applicants are rated and ranked along with other applicants and must be among the best-qualified candidates in order to be referred for consideration. Veterans' preference does not apply.



| TOC | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | Chapter6 | Chapter7 | Chapter8 | Chapter9 | AppendixA | AppendixB | ALL |
 
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