NASA Procedural Requirements

NPR 3335.1J Effective Date: June 29, 2023 Expiration Date: June 29, 2028

Subject: Merit Promotion and Placement (Updated with Change 1)

Responsible Office: Office of the Chief Human Capital Officer

Preface

P.1 Purpose

a. This directive provides the procedural requirements for the Agency's Merit Promotion and Placement (MPP) plan that supports the competitive and non-competitive placement of individuals based on job-related criteria. This plan supplements the requirements set forth in Recruitment, Selection, and Placement, 5 CFR pt. 330, and Promotion and Internal Placement, 5 CFR pt. 335, and establishes minimum Agency procedures for filling positions with current or former Federal employees with competitive status at or below the General Schedule (GS) 15 level on the basis of merit.

b. This directive also covers term employees eligible for conversion to permanent appointments covered by Term Appointments, 5 U.S.C. § 9806, as well as veterans who are eligible under the Veterans Employment Opportunity Act (VEOA), and the hiring of individuals eligible for non-competitive appointments under Government-wide special hiring authorities.

P.2 Applicability

a. This directive is applicable to NASA Headquarters and NASA Centers, including Component Facilities and Technical and Service Support Centers.

b. Negotiated collective bargaining agreements that contain procedures that differ from the provisions of this plan remain in effect until renegotiated.

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

d. The Office of the Inspector General has statutory independence and may create its own MPP plan that meets its mission requirements.

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

P.3 Authority

a. Promotion; Competitive Service; Examination, 5 U.S.C. § 3361.

b. NPD 3000.1, Human Capital Management.

P.4 Applicable Documents and Forms

a. Merit System Principles, 5 U.S.C. § 2301.

b. Prohibited Personnel Practices, 5 U.S.C. § 2302.

c. Employment of Relatives; Restrictions, 5 U.S.C. § 3110.

d. Term Appointments, 5 U.S.C. § 9806.

e. Entire Executive Civil Service, 5 CFR § 213.3102 (u).

f. Appointment of Certain Veterans Who Have Competed Under Agency Merit Promotion Announcements, 5 CFR § 315.611.

g. Recruitment, Selection, and Placement, 5 CFR pt. 330.

h. Reemployment Priority List, 5 CFR 330, subpt. B.

i. Promotion and Internal Placement, 5 CFR pt. 335.

j. Reduction in Force, 5 CFR pt. 351.

k. Pathways Program, 5 CFR pt. 362.

l. Grade and Pay Retention, 5 CFR pt. 536.

m. NPD 1382.17, NASA Privacy Policy.

n. NPD 3010.1, Strategic Workforce Planning.

o. NPD 3511.1, Classification, Position Management, and Promotions.

p. NPR 1441.1, NASA Records Management Program Requirements.

q. NPR 3300.1, Employment, Appointment Authorities, and Details.

r. NPR 3330.1, NASA Career Transition Assistance Plan (CTAP).

P.5 Measurement/Verification

The Chief Human Capital Officer (CHCO), or designee, will perform the following: conduct periodic program reviews, direct Agency self-assessments to ensure program compliance, and identify systemic issues. Periodic program reviews are to ensure program compliance. Results of the reviews will be used to correct actions, as needed, and identify staff training and development needs.

P.6 Cancellation

NPR 3335.1I, Merit Promotion and Placement, dated June 20, 2016.

DISTRIBUTION:
NODIS

This document does not bind the public, except as authorized by law or as incorporated into a contract. This document is uncontrolled when printed. Check the NASA Online Directives Information System (NODIS) Library to verify that this is the correct version before use: https://nodis3.gsfc.nasa.gov.