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WORKFORCE PLAN GOAL 1:
Strategic Human Capital Planning and Positioning for Mission Success


Objective: Analysis, policy development, organizational design and resource alignment to guide NASA's multi-sector workforce.

Major Activities:
  • Workforce Planning and Analysis
  • Policy Development
  • Organization Design
  • Position Management/Classification
  • Succession Management
Current Agency-Level Focused Activities

 

Implement the new labor accounting structure and workforce planning process to facilitate matching workforce with the new human space flight work portfolio

 

Facilitate human capital contributions to human space flight transition activities, including Shuttle Transition Liaison Office services and Congressional reporting

 

Support multi-sector workforce initiatives, including services inventory report

 

Prepare workforce to adjust to program needs as portfolios, plans, and budgets mature

 

Define workforce skills and competencies needed for the Agency's future directions in technology development and deep space exploration

 

Manage skill gaps – understand skills needed to support new missions (demand) and current skills (supply)

 

Implement a succession management program

  Provide enhanced position description and classification tools and guides to supervisors
   Electronic Position Description System (ePDS) Enhancements
     Classification Quick Reference Guide

 




UNDERSTAND MISSION REQUIREMENTS
   

WORKFORCE PLAN GOAL 2:
Recruit and Employ a Highly-Qualified, Diverse Workforce


Objective: Identify, attract, and employ a diverse workforce with the right skills, at the right time, at the right place.

Major Activities:
  • Staffing
  • Recruiting
  • Student Pipeline
  • Alternative Hiring Sources
  • Suitability
  • On-Boarding
Current Agency-Level Focused Activities

 

Continue implementing hiring reform

 

Increase diversity, including early career hires and implementing Federal hiring initiatives

 

Develop alternative recruitment methods

 

Expand legislative flexibilities to facilitate partnering with industry/academia (such as Industry Exchange)

 

Hire a multi-generational workforce with skills needed now and in the future

 

Strengthen our pipelines to backfill and refresh our workforce (including branding to attract early career persons), capitalizing on STEM education pipelines

 

Use hiring flexibilities (term, temp, perm, etc.)

 




UNDERSTAND MISSION REQUIREMENTS
   

WORKFORCE PLAN GOAL 3:
Train and Develop Talent


Objective: Training and development initiatives that address today's and tomorrow's needs and enable mission success.

Major Activities:
  • Training
  • Career Management
  • Mentoring/Coaching
  • Needs Assessment
  • Leadership Development
  • Executive Development
Current Agency-Level Focused Activities

 

Foster infusion of new ideas and innovation by expanding details, IPAs, rotations – particularly externally

     Expand rotations and details to, and with, academia and industry
     Expand use of rotations within NASA
 

Build skills across all levels of the workforce through leadership development opportunities

 

Train and Re-train to provide skills to close gaps

 

Improve communications – to drive engagement, motivation and sense of value as NASA transforms

 

Implement Agency-wide orientation program

 

Implement Executive Orientation Program

 

Require executive development plans

 

Expand executive development curricula

 

Continue and expand executive summits

 




UNDERSTAND MISSION REQUIREMENTS
   

WORKFORCE PLAN GOAL 4:
Sustain a High-Performing Workforce


Objective: Enable managers to sustain an environment conducive to workforce productivity, innovation and effectiveness.

Major Activities:
  • Employee Relations/Labor Relations
  • Performance Management
  • Employee Recognition
  • Organizational Development
  • Work/Life Programs
  • Diversity and Inclusion
  • Transition Assistance
Current Agency-Level Focused Activities

 

Build upon and enhance the telework program

 

Improve performance management (addressing poor performers)

 

Achieve and sustain an effective labor-management dialogue

 

Pilot an automated performance management tool

 

Utilize results from the Employee Viewpoint survey to improve NASA's FY11 "5th Best Place to Work" ranking

 




UNDERSTAND MISSION REQUIREMENTS
   

WORKFORCE PLAN GOAL 5:
Enable Efficient Human Capital Services


Objective: Effective human resources programs supported by comprehensive, timely and validated information. .

Major Activities:
  • HR IT Systems
  • Business Management
  • Workforce Accountability
  • Personnel Action Processing Review
  • Liaison Services
Current Agency-Level Focused Activities

 

Enhance NASA's hiring system

 

Integrate the Federal Personnel Payroll System (FPPS) with NASA's Workforce Transformation and Tracking System (WTTS)

 

Support USAJOBS 3.0

 

Implement workforce transition tools that enable effectively transitioning employees to new work

 

Deploy organizational charting tool

 

Develop an Executive dashboard that provides key performance indicators and other relevant metrics

 

Develop an Enterprise Architecture for HR systems

 

Implement an HR messaging system

 

Assess HR operations at three NASA Centers to ensure efficiency and effectiveness

 

Complete a comprehensive review of the Agency's personnel action processing program

 

Develop a comprehensive Human Capital Management Report