MSFC NASA MPR 3500 1 REV A-2009 ESTABLISHMENT OF HIGH GRADE POSITIONS《高级职位的设置》.pdf

1、 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.htm VERIFY THAT THIS IS THE CORRECT VERSION BEFORE USE MPR 3500.1 REVISION A EFFECTIVE DATE: May 22, 2009 EXPIRATION DATE: May 22, 2014 MARSHALL PROCEDURAL REQUIREMENTS HS01 ESTABLISHMENT OF HIGH GRADE POSITIONS Provided

2、 by IHSNot for ResaleNo reproduction or networking permitted without license from IHS-,-,-Marshall Procedural Requirements OPR Establishment of High Grade Positions MPR 3500.1 Revision: A Date: May 22, 2009 Page 2 of 17 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.h

3、tm VERIFY THAT THIS IS THE CORRECT VERSION BEFORE USE DOCUMENT HISTORY LOG Status (Baseline/ Revision/ Canceled) Document Revision Effective Date Description Baseline 10/21/2005 Revision A 5/22/2009 Revised 2. Applicability statement to address the applicability of this directive to the Michoud Asse

4、mbly Facility. Revised to remove references to the dual career ladder process, remove reference to the Strategic Performance Management and Incentives Office, clarify language, and make minor editorial corrections. Provided by IHSNot for ResaleNo reproduction or networking permitted without license

5、from IHS-,-,-Marshall Procedural Requirements OPR Establishment of High Grade Positions MPR 3500.1 Revision: A Date: May 22, 2009 Page 3 of 17 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.htm VERIFY THAT THIS IS THE CORRECT VERSION BEFORE USE TABLE OF CONTENTS Prefa

6、ce Page P.1 Purpose 4 P.2 Applicability 4 P.3 Authority 4 P.4 Applicable Documents 4 P.5 References 4 P.6 Cancellation 4 Document Content 1. Definitions 5 2. Responsibilities 6 3. Procedure 7 4. Records 10 5. Flow Diagram N/A APPENDIX A - Format for Request to Fill a High Grade Position APPENDIX B -

7、 Format for Request to Non-Competitively Promote an Employee Based Upon Accretion of Duties Including Promotions Resulting From Impact of the Person-On-the-Job APPENDIX C - Format for Request to Establish or Extend a NASA Excepted Position Provided by IHSNot for ResaleNo reproduction or networking p

8、ermitted without license from IHS-,-,-Marshall Procedural Requirements OPR Establishment of High Grade Positions MPR 3500.1 Revision: A Date: May 22, 2009 Page 4 of 17 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.htm VERIFY THAT THIS IS THE CORRECT VERSION BEFORE US

9、E PREFACE P.1 PURPOSE The Purpose of this document is to establish procedures for establishing high grade General Schedule (GS) positions (i.e., GS-14 and GS-15) at the Marshall Space Flight Center (MSFC), and making recommendations to the Center Director regarding the establishment and/or extension

10、 of NASA Excepted (NEX) appointments at salary levels equivalent to the GS-14 level or higher (including establishment or extension of SES-equivalent NASA Excepted appointments). P.2 APPLICABILITY This MPR applies to the personnel, programs, projects, and activities at Marshall Space Flight Center (

11、MSFC) and MSFCs Michoud Assembly Facility (MAF), including contractors and resident agencies to the extent specified in their respective contracts or agreements. (“Contractors,” for purposes of this paragraph, include contractors, grantees, Cooperative Agreement recipients, Space Act Agreement partn

12、ers, or other agreement parties.) P.3 AUTHORITY a. 5 United States Code (U.S.C.), Chapter 51, “Classification” b. 5 Code of Federal Regulations (CFR) Part 511, “Classification under the General Schedule” c. 42 U.S.C., 2473, “Functions of Administration” (Includes NASA Excepted appointing authority)

13、P.4 APPLICABLE DOCUMENTS a. NPR 1441.1, “NASA Records Retention Schedule” b. MPD 3312.1, “Position Management” c. MPR 1410.2. “Marshall Management Directives System” P.5 REFERENCES a. NPD 3000.1, “Management of Human Resources” b. NPR 3510.5, “Position Classification” Provided by IHSNot for ResaleNo

14、 reproduction or networking permitted without license from IHS-,-,-Marshall Procedural Requirements OPR Establishment of High Grade Positions MPR 3500.1 Revision: A Date: May 22, 2009 Page 5 of 17 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.htm VERIFY THAT THIS IS

15、THE CORRECT VERSION BEFORE USE P.6 CANCELLATION MPR 3500.1 Baseline dated October 21, 2005 Original signed by Robert M. Lightfoot Acting Director Provided by IHSNot for ResaleNo reproduction or networking permitted without license from IHS-,-,-Marshall Procedural Requirements OPR Establishment of Hi

16、gh Grade Positions MPR 3500.1 Revision: A Date: May 22, 2009 Page 6 of 17 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.htm VERIFY THAT THIS IS THE CORRECT VERSION BEFORE USE DOCUMENT CONTENT 1. DEFINITIONS 1.1 Acronyms and Abbreviations: 1.1.1 AST Aerospace Technolo

17、gy 1.1.2 MSFC Marshall Space Flight Center 1.1.3 OPM U.S. Office of Personnel Management 1.2 Definitions 1.2.1 Accretion of Duties Promotion An accretion of duties promotion is the promotion of an employee to a higher grade-level through noncompetitive management action. Accretion of duties promotio

18、ns are based upon the assignment of additional higher level duties and responsibilities that result in reclassification of an employees position to a higher grade. 1.2.2 Career Ladder Promotions A series of progressively-responsible positions where the full performance grade level is higher than the

19、 grade level where the employee entered. Employees normally enter a career ladder competitively and then are noncompetitively promoted through the career ladder. Promotions within a career ladder are based upon satisfactory completion of assignments and demonstrated ability to perform higher level w

20、ork. 1.2.3 High Grade Position For purposes of this MPR, a high grade position is defined as a General Schedule position at the GS-14 or GS-15 level. 1.2.4 Person-In-The-Job Promotion A person-in-the-job promotion is an accretion of duties promotion that results when special knowledge, skills, abili

21、ties, talents or achievements of an individual have an important effect on the duties, responsibilities, and expectations of the job held. The impact of the person on the job is reflected in the classification of a position when the performance of a particular individual actually makes the job mater

22、ially different from what it would otherwise be. The mere fact that an individual in a position possesses higher qualifications or stands out from other individuals in comparable positions is not sufficient reason by itself, to classify the position at a higher grade. Person-in-the-job positions typ

23、ically revert to their original classification when vacated. 1.2.5 Position Management Position management is the ongoing management action of structuring positions within line and staff organizations in a manner that optimizes economy, productivity and organizational effectiveness. Provided by IHSN

24、ot for ResaleNo reproduction or networking permitted without license from IHS-,-,-Marshall Procedural Requirements OPR Establishment of High Grade Positions MPR 3500.1 Revision: A Date: May 22, 2009 Page 7 of 17 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.htm VERIF

25、Y THAT THIS IS THE CORRECT VERSION BEFORE USE 2. RESPONSIBILITIES 2.1 Associate Director 2.1.1 Serves as Chairperson for the High Grade Position Review Committee, (hereinafter referred to as the “Committee”). 2.1.2 Appoints two “technical experts” prior to each Committee meeting. These technical exp

26、erts shall be Government employees in grade GS-15 or above who have knowledge and experience to assess the need for new science and engineering positions and evaluate the technical qualifications and contributions of nominees in science and engineering positions for noncompetitive promotion. One or

27、both of the technical experts, as determined by the Associate Director, may be Federal employees from outside the Center. 2.2 Deputy Director 2.2.1 Serves as a voting member of the Committee. 2.3 Director, Office of Human Capital 2.3.1 Serves as a voting member of the Committee. 2.4 Manager, Human R

28、esources Services Office 2.4.1 Serves as an ex officio (non-voting) member and advisor to the committee on position classification and position management issues. 2.5 Technical Experts 2.5.1 Evaluate the justification for establishing new high grade science and engineering positions. 2.5.2 Evaluate

29、requests to non-competitively promote employees in science and engineering positions based upon accretion of duties (including promotions based upon impact of the person-on-the-job). 2.5.3 Provide recommendations to the Committee regarding the approval or disapproval of such proposed actions. 2.6 He

30、ads of Basic Organizations (as defined in MPR 1410.2) 2.6.1 Establish an organizational structure which best serves the mission and functions of the organization while balancing the requirement to retain and motivate competent personnel. Provided by IHSNot for ResaleNo reproduction or networking per

31、mitted without license from IHS-,-,-Marshall Procedural Requirements OPR Establishment of High Grade Positions MPR 3500.1 Revision: A Date: May 22, 2009 Page 8 of 17 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.htm VERIFY THAT THIS IS THE CORRECT VERSION BEFORE USE

32、2.6.2 Provide written justification for all requests to establish, fill, or make significant changes to the organization and duties in existing high grade positions. (Formats for writing justifications can be found in the appendices to this MPR.) 2.6 High Grade Position Review Committee 2.6.1 Manage

33、 and control the establishment of high grade positions, and recommend the establishment or extension of NEX appointments at salary levels equivalent to, or above, the GS-14 level. 2.6.2 Ensure that high grade positions are required and are utilized in the most effective and efficient manner to accom

34、plish assigned functions. 2.6.3 Ensure that the duties and responsibilities of high grade positions are clearly delineated and do not conflict with or duplicate the duties of other positions. 2.6.4 Periodically provide a report to the Integrated Management Systems Board on the status of high grade p

35、ositions at the Center. 2.6.5 Review and approve proposed organizational staffing plans. 2.7 Human Resources Services Office 2.7.1 Assist and provide guidance to management in the planning and implementation of internal reorganizations and the establishment of new structural organizational component

36、s. 2.7.2 Review proposed high level positions to ensure that the duties and responsibilities are properly classified in accordance with OPM position-classification standards and guides and conform to MSFC position management policy. 2.7.3 Assist and provide guidance to management in establishing new

37、 NEX positions and review proposed NEX appointments to ensure that the use of NEX authority is appropriate and consistent with Agency policy. 2.8 Workforce Strategy and Planning Office 2.8.1 Analyze MSFC organizational end-strength, funding, and grade structure prior to each regularly scheduled meet

38、ing and report any adverse trends or issues identified. 2.8.2 Assess the current high grade position population against the overall civil service population prior to each regularly scheduled meeting and report findings to the Committee. 3. PROCEDURE Provided by IHSNot for ResaleNo reproduction or ne

39、tworking permitted without license from IHS-,-,-Marshall Procedural Requirements OPR Establishment of High Grade Positions MPR 3500.1 Revision: A Date: May 22, 2009 Page 9 of 17 CHECK THE MASTER LIST at https:/repository.msfc.nasa.gov/directives/directives.htm VERIFY THAT THIS IS THE CORRECT VERSION

40、 BEFORE USE 3.1 Establishment of High Grade Positions 3.1.1 The Human Resources Services Office shall issue a call letter addressed to the head of each basic organization at the Center prior to each scheduled meeting of the Committee. As a general rule, approval by the Committee is required in order

41、 to establish new high grade positions. However, approval by the Committee is not required to: (1) effect a career ladder promotion, (i.e., a non-competitive promotion when, at an earlier stage, an employee competed to fill a position with recognized promotion potential to a higher grade); (2) fill

42、a high grade position contained in an organizations approved staffing plan; or (3) effect a temporary promotion to a high grade position. 3.1.2 In response to the call letter described above, organizations (directorates and offices) shall submit to the Human Resources Services Office requests to: (1

43、) create new high grade positions; (2) rewrite existing positions to reflect significant changes in duties and responsibilities; (3) convert temporary promotions to permanent promotions without competition; (4) establish career ladder positions with recognized promotion potential to either the GS-14

44、 or GS-15 level; or (5) non-competitively promote individuals to positions at the GS-14 or GS-15 level based on accretion of duties (including promotions resulting from the impact of the person-on-the-job). 3.1.3 A request to establish a new high grade position, establish a career ladder position wi

45、th promotion potential to the GS-14 or 15 level, upgrade a vacant position to either a GS-14 or GS- 15 level, or rewrite an existing high grade position to reflect significant changes in duties and responsibilities containing the information listed in Appendix A shall be submitted to Human Resources

46、 Services Office on or before the deadline announced for the meeting. As appropriate, the Committee may ask for a representative of the organization to appear before the Committee in order to explain the reasoning behind such a request. 3.1.4 A request to promote an employee to a high grade position based on accretion of duties (including promotions resulting from impact of the person-on-the-job) shall contain the information described in Appendix B. 3.1.5 The Human Re