1、Lessons Learned Entry: 1134Lesson Info:a71 Lesson Number: 1134a71 Lesson Date: 1999-02-01a71 Submitting Organization: HQa71 Submitted by: David M. LengyelSubject: Workforce/Downsizing/Critical Skills Deficit Description of Driving Event: Workforce Downsizing Impacts on Critical Skills at Office of S
2、pace Flight (OSF) CentersLesson(s) Learned: The continuing downsizing at Office of Space Flight Field Centers, coupled with the effects of the prior hiring freeze and unplanned departures, has produced critical skills deficits in some areas, growing workload pressure and stress levels, and a serious
3、 shortfall of younger S eliminating critical skill shortages across our programs and Centers; and pursuing fresh-out hires to revitalize our Science and Engineering (S&E) knowledge base for future program and project management responsibilities. In addition, NASA is seeking to Provided by IHSNot for
4、 ResaleNo reproduction or networking permitted without license from IHS-,-,-refocus our workforce composition towards a future-oriented research and development base. Specific short-term scientific and engineering expertise or operations-oriented requirements will be satisfied by utilizing nonperman
5、ent term appointments and Intergovernmental Personnel Act assignments. In addition, we anticipate the ability to replace upcoming losses on a one-for-one basis in the years to come.Our hiring capability has sparked renewed enthusiasm throughout JSC, KSC, and MSFC, and SSC. Employees and managers are
6、 eager to return to a time when NASA had a continuing influx of the best and brightest graduates in the engineering and science fields. We have carefully planned our recruiting strategy to ensure success in achieving this goal. To this end, we have identified critical skill shortages and made them o
7、ur top hiring priorities. We have established a goal of hiring 50 to 70 percent of new personnel at the entry level in an effort to revitalize our workforce with high-caliber, recent graduates. NASAs recruiting efforts are aimed at some of the top engineering and business schools in the country, inc
8、luding minority universities. We have involved many NASA employees in our recruiting initiative by sending them to conduct on-campus interviews with potential candidates. The OSF Centers rigorous screening process requires that potential employees possess degrees that are consistent with long-term n
9、eeds, a minimum grade point average of 3.0 (on a 4.0 scale), outstanding references and other indicators of high achievement (e.g., extracurricular activities, honor society membership, community involvement, and awards). We are already seeing hiring results that are on track for meeting these goals
10、.Finally, the contractor workforce will be enhanced, where appropriate, for maintaining safe and effective operations. An example of this is the United Space Alliance (USA) initiative to enhance work documentation with new technology and off-the-shelf products and still maintain increased flight-rat
11、e capability.Evidence of Recurrence Control Effectiveness: NASA must continue to address workforce problems aggressively and establish program priorities that ensure a workforce capable of achieving long-term safe and effective operations. Emphasis should be placed on eliminating critical skills sho
12、rtfalls and recruiting younger S&Es who can develop into experienced and skilled future leaders.Documents Related to Lesson: N/AMission Directorate(s): a71 Space Operationsa71 Exploration SystemsProvided by IHSNot for ResaleNo reproduction or networking permitted without license from IHS-,-,-Additio
13、nal Key Phrase(s): a71 Administration/Organizationa71 Aerospace Safety Advisory Panela71 Human Resources & Educationa71 Policy & Planninga71 Risk Management/AssessmentAdditional Info: Approval Info: a71 Approval Date: 2002-02-25a71 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-,-,-
