NASA’s Phase 2 RIF Plan (Update)

Keith’s update: I am hearing that people at NASA centers are ask management if the workforce would be informed of the NASA RIF plan. NASA got a one week extension on submitting its plan. No one seems to be certain if the RIF plan will be shared. NASA HQ wants to hold it close due to a high leak potential. Also mentioned is an interest in having Jared Isaacman provide input (after confirmation) before it is released/implemented. Keith’s (earlier) 14 April note: NASA is required to submit their Phase 2 RIF plan aka “ARRP” to OMB and OPM today. So … Janet Petro and senior NASA leadership will know what the basic plan is. How many others in agency management (e.g. Center Directors) will know is not clear. Now it’s up to the White House to drop the axe. According to Guidance on Agency RIF and Reorganization Plans Requested by Implementing The President’s “Department of Government Efficiency” Workforce Optimization Initiative: “Phase 2 ARRPs [Agency RIF and Reorganization Plans] Agencies should then submit a Phase 2 ARRP to OMB and OPM for review and approval no later than April 14, 2025. Phase 2 plans shall outline a positive vision for more productive, efficient agency operations going forward. Phase 2 plans should be planned for implementation by September 30, 2025. The Phase 2 plan should include the following additional information:” [more below]

1. The agency’s proposed future-state organizational chart with its functional areas, consolidated management hierarchy, and position titles and counts clearly depicted.
2. Confirmation that the agency has reviewed all personnel data, including each employee’s official position description, four most recent performance ratings of record, retention service computation date, and veterans’ preference status.
3. The agency’s plan to ensure that employees are grouped, to the greatest extent possible, based on like duties and job functions to promote effective collaboration and management, and that the agency’s real estate footprint is aligned with cross-agency efforts coordinated by GSA to establish regional federal office hubs.
4. Any proposed relocations of agency bureaus and offices from Washington, D.C. and the National Capital Region to less-costly parts of the country.
5. The competitive areas for subsequent large-scale RIFs.
6. All reductions, including FTE positions, term and temporary positions, reemployed annuitants, real estate footprint, and contracts that will occur in relation to the RIFs.
7. Any components absorbing functions, including how this will be achieved in terms of FTE positions, funding, and space.
8. The agency’s internal processes that ensure agency leadership has visibility and/or direct sign-off on all potential job offers and candidates prior to extending offers.
9. The agency’s data-driven plan to ensure new career appointment hires are in highest-need areas and adhere to the general principle that, subject to appropriate exemptions, no more than one employee should be hired for every four employees that depart. Until the agency has finalized its post-hiring-freeze plan, agencies should continue to adhere to the current hiring freeze.
10. Any provisions of collective bargaining agreements that would inhibit government efficiency and cost-savings, and agency plans to renegotiate such provisions.
11. An explanation of how the ARRPs will improve services for Americans and advance the President’s policy priorities.
12. The framework and criteria the agency has used to define and determine efficient use of existing personnel and funds to improve services and the delivery of these services.
13. For agencies that provide direct services to citizens (such as Social Security, Medicare, and veterans’ health care), the agency’s certification that implementation of the ARRPs will have a positive effect on the delivery of such services. The certification should include a written explanation from the Agency Head and, where appropriate, the agency’s CIO and any relevant program manager.
14. The programs and agency components not impacted by the ARRP, and the justification for any exclusion
15. Plans to reduce costs and promote efficiencies through improved technology, including through the adoption of new software or systems, and elimination of duplicative systems.
16. Any changes to regulations and agency policies, including changes that must be pursued through notice-and-comment rulemaking, that would lead to the reduction or elimination of agency subcomponents, or speed up implementation of ARRPs.
17. The agency’s timetable and plan for implementing each part of its Phase 2 ARRP, and its plan for monitoring and accountability in implementing its ARRPs.