1、Lessons Learned Entry: 1058Lesson Info:a71 Lesson Number: 1058a71 Lesson Date: 1999-02-01a71 Submitting Organization: HQa71 Submitted by: David M. LengyelSubject: Space Shuttle Program/Operations-Processing/Workforce Description of Driving Event: Loss of Core Competencies Due to Budget and Personnel
2、 Ceiling ConstraintsLesson(s) Learned: Budget and personnel ceiling constraints on the hiring of engineers, scientists, and technical workers are moving NASA toward a crisis of losing the core competencies needed to conduct the Nations space flight and aerospace programs in a safe and effective mann
3、er.Recommendation(s): Provide NASAs human space flight Field Centers, particularly KSC, JSC, and MSFC, with the budgetary resources and administrative flexibility needed to strengthen their human resource capabilities. Evidence of Recurrence Control Effectiveness: NASA concurs with the recommendatio
4、n; and, we fully recognize the near heroic efforts at each of our installations that have brought us within striking distance of our downsizing targets. At the beginning of fiscal year 1993, the NASA employment level was 24,900 FTE. As a result of the March 1993 Executive Order to reduce Federal Civ
5、ilian FTE by 100,000, the NPR recommendations and additional OMB directed cuts in 1994, NASA received an out-year target of 20,906. Additional budget reductions occurred that required us to initiate the Zero Base Review, which was completed in 1995.The ZBR recommended an FY 2000 FTE level of 17,488.
6、 Since that time we have carefully managed an FTE reduction to a planned 18,545 FTE for FY 99 and 17,970 Provided by IHSNot for ResaleNo reproduction or networking permitted without license from IHS-,-,-for FY00. Our final “go to“ target is now 17,574 FTE for FY 04. Currently 7 of our 10 Centers are
7、 at or below our lowest “go to“ numbers. To NASAs credit, our accomplishments were achieved without resort to the ravages of a reduction-in-force. Voluntary losses to date include in excess of 4,500 buyouts, 1,300 early outs, and more than 800 inter-center transfers. As a result of the downsizing ch
8、allenges, we provided relief to the OSF Centers in the FY 00 budget process as follows: FY 99-153 FTE; FY 00-110 FTE; FY 01-103 FTE; FY 02-59 FTE; and, FY 03-68 FTE. This relief has enabled the innovative use of temporary and extended term appointments, as well as increasing the number of permanent
9、hires available to fill critical skill positions. In addition, we are currently reviewing their request for additional relief, as identified in the recent Core Capability Assessment (CCA). OSF management has proposed several augmentation and/or hiring models that address both short and long term nee
10、ds regarding replacement and enhancement of critical workforce competencies. One objective of the current CCA review is to help chart a strategy that will provide the OSF Centers with the requisite flexibility to attract and retain the core competency talent pool necessary to ensure safe mission and
11、 program success.Documents Related to Lesson: N/AMission Directorate(s): a71 Space Operationsa71 Exploration SystemsAdditional Key Phrase(s): a71 Administration/Organizationa71 Aerospace Safety Advisory Panela71 Ground Operationsa71 Human Resources & Educationa71 Policy & Planninga71 Safety & Missio
12、n AssuranceAdditional Info: Provided by IHSNot for ResaleNo reproduction or networking permitted without license from IHS-,-,-Approval Info: a71 Approval Date: 2001-12-14a71 Approval Name: Bill Loewya71 Approval Organization: HQa71 Approval Phone Number: 202-358-0528Provided by IHSNot for ResaleNo reproduction or networking permitted without license from IHS-,-,-
