NASA Procedural Requirements

NPR 3430.1D Effective Date: October 19, 2016 Expiration Date: April 19, 2028

Subject: Employee Performance and Communication System (EPCS) (Updated w/Change 3 on February 16, 2023)

Responsible Office: Office of the Chief Human Capital Officer

Preface

P.1 Purpose

This NPR establishes procedural requirements and assigns responsibilities for the administration of the Agency's performance management system, titled the Employee Performance Communication System (EPCS), which provides a systematic process for planning, monitoring, developing, assessing, and rewarding employee performance that contributes to achieving the Agency's mission and goals in accordance with applicable laws and regulations.

P.2 Applicability

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

b. The EPCS covers all employees assigned to General Schedule (GS) and NASA Excepted (NEX) positions, including employees serving under temporary and term appointments.

c. Negotiated collective bargaining agreements that contain procedures that differ from the provisions of this directive remain in effect until renegotiated, except where such agreements are specifically superseded by applicable laws or regulations.

d. 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.

e. Any reference to Center Director(s) or Centers includes the Executive Director, Headquarters Operations, OICs for Missions Support Enterprise Organizations (MSEOs), and the Executive Director, NASA Shared Services Center (NSSC).

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

g. The Office of the Inspector General has statutory independence and may create a separate performance management system that meets its mission requirements.

P.3 Authority

a. Performance Appraisal, 5 U.S.C. chapter 43.

b. Performance Management, 5 CFR part 430.

c. NPD 3000.1, Human Capital Management.

P.4 Applicable Documents and Forms

a. Employee Performance File System Records, 5 CFR part 293, subpart D.

b. Privacy Procedures for Personnel Records, 5 CFR part 297.

c. Performance Management, 5 CFR part 430.

d. Performance Based Reduction in Grade and Removal Actions, 5 CFR part 432.

e. Pay Under the General Schedule, 5 CFR part 531.

f. Adverse Actions, 5 CFR part 752.

g. NPD 1382.17, NASA Privacy Policy.

h. NPR 3451.1, NASA Awards and Recognition Program.

i. NPR 3713.1, Reasonable Accommodation Procedures.

j. NPR 3771.1, NASA's Administrative Grievance System.

P.5 Measurement/Verification

a. The Chief Human Capital Management (CHCO) conducts periodic reviews of performance management activities for program compliance and effectiveness.

b. Centers conduct periodic reviews for program compliance and effectiveness. Evaluations will include:

(1) Review and analysis of the distribution of performance summary rating levels.

(2) Review and analysis of performance awards based on performance during the appraisal period.

(3) Employee and supervisor feedback (including relevant internal/external employee surveys).

c. Measurement outcomes will ensure:

(1) Employee performance plans are aligned with the Agency strategic plan and organizational goals and objectives, when identified.

(2) Performance standards and indicators are focused on results and make meaningful distinctions in employees' performance.

(3) Employees have the opportunity to provide input to performance plans and appraisals in advance.

(4) The EPCS is integrated with and supports the awards and recognition program.

(5) Performance ratings are fair and based on the performance plan.

P.6 Cancellation

NPR 3430.1C, NASA Employee Performance Communication System, dated May 1, 2007.

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