NASA Response to Union Letter About Downsizing

National Aeronautics and Space Administration
Headquarters
Washington, DC 20546-0001
Reply to Attn of: CP
JUL 12 1996
Mr. Donald Teague
President, NASA Headquarters Professional Association
International Federation of Professional and
Technical Engineers, Local 9
Washington, DC 20546-0001
Dear Mr. Teague:
I am responding to the questions raised in your memorandums of May 2 and 10, 1996, to Deputy Administrator (acting) General James R. Dailey, regarding planning for a reduction-in-force (RIF). This reply is an extension of the meetings I have held with you to discuss the plans and deliberations involved in the Headquarters downsizing initiatives. These meetings, and others planned in the future, answer your request for a dialog on this matter.
At the outset, let me assure you that the Agency has not officially determined that a RIF is necessary, as I mentioned on our recent meeting on July 9, 1996. We believe it prudent, however, to consider the possibility of a reduction-in-force, given the earlier planning targets and the code responses, especially if outplacement actions do not achieve the appropriate staffing levels approved for Headquarters by the Administrator. Therefore, our focus is on placement and transition assistance to other Centers, tot he private sector, and into retirement. The results of these initiatives, and others being proposed, could make it unnecessary to further consider a reduction-in-force.

The answers to many of your questions are developing as we proceed in the planning for a reorganized NASA Headquarters, and we will keep you informed as issues and decisions are made. However, some of your concerns may have already been answered in a letter form the Administrator which responded to Senator Barbara Mikulski’s request for similar information. I enclose a copy of that letter for your information.
You asked if the Office of Personnel Management (OPM) has granted authority to NASA to conduct a RIF, and if so, for which timeframe. It should be understood that the Agency has not yet determined that a RIF would be necessary. Agencies are only obligated to inform OPM of a RIF; they are not obligated to obtain approval from OPM to conduct a RIF, although OPM plays a prominent role in ensuring the RIF is properly conducted. This is to alert OPM of possible placement requirements through its Career Transition Assistance Placement program. Additionally, the Agency’s records and processes will be made available for review at any time by OPM representatives so they may assess compliance with guidelines. Should OPM determine that corrections are needed as a result of a review, it can order such actions. NASA Headquarters has met with OPM representatives to discuss alternatives and initiatives for minimizing the impact of a RIF. Since a decision to conduct a RIF depends on the outcome of our placement actions, NASA’s discussions with OPM about RIF have only been informational in nature. In the even that the Agency determines that a Headquarters RIF will be necessary, I assure you that OPM and the union will be properly notified.
You requested information regarding the planned levels for Senior Executive Service, scientists and engineers, administrative and clerical personnel for NASA Headquarters. Those staffing levels are explained in the go-to plans previously provided to you. Inasmuch as the 669 go-to number was a method for providing a planning base for offices, subsequent discussions with the Officials-in-Charge, General Dailey and Mr. Goldin will ultimately dictate the final organizational levels. Subsequently, the codes will determine which staff types, by skill and responsibility, they will need to implement their respective go-to plans. We will inform you when that process is completed.
You asked about the schedule for a reduction-in-force. Should it become necessary, a RIF, when approved for implementation, could be conducted in accordance with the draft timeline planning chart at Enclosure 2. You also asked about the release date for the RIF retention register. The date a retention register becomes operational is when it is used to assign placement. It is that retention register which becomes official for release; the date of release would be no later than 60 days prior to the effective date of the RIF. In the vent it proves necessary to achieve a reduced staffing level approved by the Administrator, we would anticipate at this time that a RIF would be effective October 1, 1997. Assuming this date is approved for implementation, the first operational retention register might be produced in late June or early July 1997.
You also asked about the RIF starting date, the employee separation date, and the date for reporting to new positions. Technically, a reduction-in-force process officially starts on the date that the notice of release from competitive levels is issued to employees, which may be no less than 60 days prior to the effective date of the RIF. Reduction-in-force preparation activities, such as position description review, competitive level review, migrations, and directed reassignments, may occur for several months prior to the issuance of the notice of release. If a RIF is necessary, the date an employee is reassigned to a new position, or is separated from her or his position, would generally be the effective date of the RIF. Should a RIF be required, we would expect the effective date would be October 1, 1997.
Regarding your question about a briefing by the Administrator to the employees concerning a RIF, the Human Resources Management Division is responsible for briefing all employees on downsizing activities, and will continue to explain the RIF process, and employees and managers’ entitlements and obligations. These briefings answer the questions and address the issues of relevance and concern to most Headquarters employees. In response to your inquiry about the basis of the staff level counts for the codes, that issue is explained in the enclosed letter to Senator Mukulski. Further, I believe I have answer this question for you during our meetings.
As to the services of the Career Transition Assistance Program, your questions should have been answered by the information provided in recent briefings, including your interest in CTAP briefings tailored to scientists and engineers. With respect to your request for information from other Government agencies for possible employee transfers, there is an abundance of information on Federal agency vacancies that the CTAP office can provide to employees. For example, access is available to the FedJobs forum of the Office of Personnel Management’s MAINSTREET service via computer modem on-line. For those employees with modem capability, the dialup number is (202) 606-4800. The direct modem line to FedJobs is (912) 757-3100. CTAP is networking with other Government agencies to ensure employees have the latest job information possible. Currently, CIA has informed CTAP of job vacancies and asked NASA employees to submit their resumes to CTAP. Also, a number of Federal agencies which have active staffing requirements have been invited to a Headquarters job fair this September in an effort to help employees find opportunities in other agencies.
In response to your question about resume service through the Internet, there are a number of Job Listings and Resume Banks on the Internet where as you can write your resume and upload it as well, such as E-Span at http://www.espan/com/. Here are just two of the many job banks on the Internet: Monster Board – http://www.monster.com/; CareerMosaic – http://www.careermosaic.com/. Additional addresses can be found in the HQ Library Homepage (www.hq.nasa.gov/office.hqlibrary) or ACT’s own Homepage at http://www.hq.nasa.gov/office/codec/act); the CTAP Center also has resume preparation programs available.
Service available through CTAP for scientists and engineers include Career Management Workshops such as the one scheduled for July 24-25; for additional dates and times on the subject, call 358-1970. There are books on resumes and interviewing strategies in the HQ Library and CTAP staff is sensitive to the specialized needs of our work force and can provide assistance and suggestions during one-n-one counseling sessions concerning ways to improve the chances for placement of professional and technical employees.
You asked if Code A intends to follow the ZBR guidelines with a staff level of 22. The Office of the Administrator has submitted a new go-to plan as have the other codes. That plan is sensitive to the issues associated with the general HQ downsizing and includes a FTE target well under its current on-board population. However, as the chief corporate office of this Agency, that population will necessarily fluctuate as dictated by agency need.
I hope this information has been helpful to you. We will endeavor to provide other, relevant and timely information as you request it. Please call Lisa Laing, the Headquarters Labor Relations Officer, if you have any further questions on this matter.
Michael D. Christensen
Enclosures.