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NASA Ball NASA
Policy
Directive
NPD 3300.3E
Effective Date: October 16, 2002
Expiration Date: October 16, 2023
COMPLIANCE IS MANDATORY
Printable Format (PDF)

(NASA Only)

Subject: Recruitment, Hiring, Placement, Advancement, and Retention of Individuals with Disabilities and Disabled Veterans (Revalidated 9/9/2018)

Responsible Office: Office of Diversity and Equal Opportunity


Chg#
Date
Description/Comments
3
9/6/2018
Revalidated directive to comply with new 1400 Compliance requirements and administrative changes.
2
10/23/2013
Revalidated directive to comply with new 1400 Compliance requirements and administrative changes.
1
01/18/2008
Revalidated directive with administrative changes.

1. Policy

This NPD reaffirms NASA's policy concerning the employment and advancement of individuals with disabilities and disabled veterans and assigns responsibility for the development and implementation of the Program for Individuals with Disabilities and the Disabled Veterans Program.

2. Applicability

a. This NPR is applicable to NASA HQ and NASA Centers, including Component Facilities and Technical and Service Support Centers. This directive applies to the Jet Propulsion Laboratory (JPL) (a Federally Funded Research and Development Center (FFRDC)) and other contractors only to the extent specified or referenced in applicable contracts.

b. 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.

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

d. This directive is applicable to NASA directives developed or revised after the effective date of this NPR.

3. Authority

a. Rehabilitation Act of 1973, Sections 501, 504, and 508 of, as amended, 29 U.S.C. §§ 791, 794, 794d.

b. Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, 38 U.S.C. § 4214.

c. Americans with Disabilities Amendments Act of 2008, 42 U.S.C. § 12101.

d. Transfer of Certain Equal Employment Enforcement Functions, E.O. 12106, 3 CFR § 263 (1978 Comp.).

e. Requiring Federal Agencies To Establish Procedures To Facilitate the Provision of Reasonable Accommodation, E.O. 13164, 3 CFR § 286 (2000).

4. Applicable Documents and Forms

a. Veterans Readjustment Appointments, 5 CFR § pt. 307.

b. Equal Employment Opportunity Commission Management Directive 715 (2003).

5. Responsibility

a. The Office of Diversity and Equal Opportunity is responsible for the Individuals with Disabilities and Disabled Veterans Programs. The Associate Administrator for Diversity and Equal Opportunity shall designate a Disability Program Manager to plan, develop, implement, and manage the Agencywide affirmative action program for recruitment, hiring, placement, advancement, and retention of individuals with disabilities and the program for disabled veterans. This includes the following:

(1) Developing Agencywide affirmative action program plans, updates, and accomplishment reports.

(2) Providing guidance to NASA on affirmative action matters related to recruitment, hiring, placement, advancement, and retention as per Veterans Readjustment Appointments, 5 CFR. § pt 307.

b. In conjunction with the Office of Diversity and Equal Opportunity, the Office of Human Capital Management, has responsibility for selective placement or other personnel-related concerns relative to individuals with disabilities and disabled veterans, including the following:

(1) Interpreting and ensuring compliance with applicable personnel laws and regulations.

(2) Providing guidance, technical information, and support to the Agency coordinators concerning selective placement matters, including appointing authorities, and job and worksite modifications.

(3) Keeping abreast of the Office of Personnel Management's (OPM) personnel regulations and guidelines and the Equal Employment Opportunity commission's (EEOC) guidelines affecting individuals with disabilities, disabled veterans and EEOC MD 715(2003).

c. Center Directors and, at Headquarters, the Executive Director, Headquarters Operations are responsible for selecting a Coordinator for the Individuals with Disabilities and Disabled Veterans Programs. The Coordinator will plan, implement, and manage the Centers' Program for Individuals with Disabilities and Disabled Veterans Program.

d. Center Human Resources Directors shall provide for the placement of individuals with disabilities and disabled veterans and furnish the full range of personnel services in support of the Program for Individuals with Disabilities and the Disabled Veterans Program.

6. Delegation of Authority

None.

7. Measurement/Verification

a. NASA will develop Agency Accomplishment Reports and Affirmative Action Program Plan Updates which will reflect the goals and objectives for hiring, placing, advancing, and retaining individuals with disabilities, especially those with targeted severe disabilities, and disabled veterans, particularly those with a 30-percent or more disability.

b.NASA Headquarters will also be required to develop the reports and updates in accordance with Equal Employment Opportunity Commission and Office of Personnel Management guidelines.

8. Cancellation

NPD 3300.3D, Recruitment, Hiring, Placement, Advancement, and Retention of Individuals with Disabilities and Disabled Veterans, dated October 16, 2002.

REVALIDATED WITH ADMIN CHANGES 9/10/2018

ORIGINAL SIGNED BY:

s/ Sean O'Keefe
Administrator


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