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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 |

Chapter 1. General Provisions

1.1 General Provisions for Filling Jobs

1.1.1 Recruitment strategies should maximize the Center's ability to recruit from a diverse, broad spectrum of potential applicants. Such decisions will be based on the Agency's workforce plan (NPD 3010.1), the nature of the position to be filled, the likely number of available highly qualified candidates, and the Center's Equal Employment Opportunity (EEO) objectives.

1.1.2 Management has the right to select from any appropriate source of applicants and may select or not select from a certificate. Filling a vacancy through the use of a Merit Promotion (MP) vacancy announcement is one method of locating applicants for a vacancy. Positions may also be filled non-competitively in accordance with paragraph 3.2 of this directive or through the use of delegated examining procedures, which allow the recruitment of candidates from outside of the Federal workforce.

1.1.3 To increase the number of opportunities to hire persons with disabilities, Centers are encouraged to include individuals with disabilities covered by 5 CFR § 213.3102 (u) in the minimum area of consideration on all MP announcements. (Reference NPD 3213.1).

1.1.4 Selections shall be based on job factors, including experience, education, competencies, performance, and awards, and be made without regard to political, religious, or labor organization affiliation or non-affiliation, marital status, race, color, sex, national origin, disability, age, sexual orientation, gender identity, genetic information, status as a parent, or any other non-merit based factor in accordance with Federal laws and regulations.

1.1.5 The supervisor and/or designee(s) may conduct interviews (including telephone interviews) of some, all, or none of the candidates referred on the certificate.

1.1.6 Supervisors should consider restructuring mid-level positions to enable the hiring of candidates at the entry level to increase career opportunities for less experienced applicants and meet succession planning objectives. This option should only be considered when the organization is prepared to provide the necessary mentoring, development, and training.

1.1.7 Agency employees who are selected for vacancies under this plan will be expeditiously released from their current position.

1.1.8 Personnel actions shall be documented in accordance with legal and regulatory requirements and Agency guidance in order to allow full reconstruction by a third party.



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