Keith’s note: this memo : “Strengthening How We Recognize, Reward, Inspire NASA’s General Schedule (GS) Workforce” was sent out by Deputy Administrator Matt Anderson on 7 July 2026. FWIW while OPM asked for agencies to sync their performance calendars to the government’s fiscal year, it would seem that NASA is changing the rules for this performance cycle right before everyone goes through their end-of-year review.. Surprise.
NASA Team Members,
Working at NASA is a privilege, and with that privilege comes the responsibility to uphold the highest standards of excellence. At NASA, excellence is our baseline. We achieve it through our people, and we will continue strengthening the leadership foundation that has made NASA the world’s most accomplished space agency
Our Guiding Directive: Recognize, Reward, Inspire
In January, Administrator Isaacman issued the Workforce Directive: Recognize, Reward, Inspire, which calls on all of us to:
– Recognize outstanding performance and contributions
– Reward achievement in ways that are meaningful and timely
– Inspire future accomplishment and the next generation
This directive is the foundation for the changes we’re making to the General Schedule (GS) performance management and recognition programs. It emphasizes duty, competence, urgency, ownership, and accountability. It asks us to recalibrate how we differentiate performance, celebrate excellence, and support our mission-driven workforce.
Changes to GS Performance Management
Beginning this performance year (cycle ending Sept. 30, 2026), a Level 3 “Fully Successful” rating will be NASA’s rigorous baseline of excellence where the majority of our highly capable workforce operates. Executive performance has had a similar cultural shift. These distinctions help ensure ratings reflect real differences in performance.
Let me be clear: Level 3 is not average, and it’s not a “C” grade. It demonstrates the standard of excellence that is expected at NASA and reflects the strong, consistent performance of NASA’s workforce.
Accordingly, a Level 4 “Accomplished” rating is reserved for sustained performance that consistently exceeds baseline expectations. The Level 5 “Distinguished” rating is NASA’s highest and most selective rating and is reserved for mission-shaping impact that significantly advances organizational goals.
I acknowledge this will be a major culture shift. In recent years, NASA – like much of the federal workforce – has experienced systemic inflation of employee performance ratings. When over 90% of NASA employees received the highest ratings, it was impossible to see strengths clearly, identify growth opportunities, and recognize truly exceptional contributions. We are reframing top performance expectations because our mission requires it.
Changes to Awards and Recognition
Outstanding work should be acknowledged when it happens – not months later. To support more timely and meaningful recognition, the agency will no longer tie monetary or time-off awards to performance ratings. Instead, the full monetary awards budget will be put towards non-ratings-based recognition, including on-the-spot and special act awards.NASA’s holistic awards portfolio – including new experiential awards and updated Agency Honor Awards – enables supervisors significant flexibility to recognize high-performing employees. Together, these changes will align recognition with real‑time accomplishments.
What This Means for You
Whether you’re new to NASA or have been here for decades, you can expect:Clearer expectations about what great performance looks likeRatings that reflect meaningful distinctionsTimely recognition tied to significant accomplishments, instead of a year-end ratingOur goal is simple: to support your growth, celebrate your achievements, and ensure these processes are honest, consistent, and meaningful.
What’s Next
We anticipate further performance management guidance from the Office of Personnel Management in the coming months. This will complement Administrator Isaacman’s vision for greater performance distinctions, and the Office of the Chief Human Capital Officer will share more information once it’s available.We are setting a higher standard. One that honors the privilege of working at NASA and helps ensure we are inspiring, equipping, and elevating the workforce that carries the agency forward. Let’s get to work.
Matt Anderson
NASA Deputy Administrator
For more information, visit the GS Performance Management page for updates. Find more information about NASA’s recognition programs including Agency and Center Honor Awards, center recognition awards, experiential awards, quality step increases, length of service recognition, peer recognition, andorganization-sponsored awards on the Awards and Recognition page.
