GPR 3410.5.pdf

DIRECTIVE NO. GPR 3410.5

EFFECTIVE DATE:

EXPIRATION DATE:

APPROVED BY Signature:

NAME:

TITLE: Director

CHECK THE GSFC DIRECTIVES MANAGEMENT SYSTEM AT

http://gdms.gsfc.nasa.gov TO VERIFY THAT THIS IS THE CORRECT VERSION PRIOR TO USE.

08/16

Goddard Procedural Requirements (GPR)

COMPLIANCE IS MANDATORY

Responsible Office: 100/ Office of the Chief Knowledge Officer (OCKO) Title: Functional Competency Management

PREFACE

P.1 PURPOSE

This procedure describes the processes and requirements for managing functional competency development, including assigning, tracking and verification of required training, certification, examinations, and other continuing competency development activities for functional work.

P.2 APPLICABILITY

This procedure applies to functional work training requirements and processes for all Goddard Space Flight Center (GSFC) employees, including contractors to the extent provided in their contracts, whether working on-site at Greenbelt or Wallops, or at GSFC component facilities performing GSFC work. This GPR covers only functional work training and certification-related activities. It does not apply to either position specific requirements (identified in the employee’s position description), or generic Center-wide training requirements.

Note:

Functional work training refers to training or certifications that are required for specific tasks or functions performed by individual employees, which may be mandated by Federal/State regulations or NASA policy requirements. Examples of functional training requirements include those associated with electrostatic discharge protection, clean room activities, flight hardware workmanship functions, Contracting Officer Representative training , security training for clearance holders, and safety-related training for activities such as critical crane operations, high-pressure systems and ordnance handling.

a. In this directive, all document citations are assumed to be the latest version unless otherwise noted.

DENNIS

ANDRUCYK

Digitally signed by

DENNIS ANDRUCYK

Date: 2021.06.22 07:14:41 -04'00'

June 22, 2021 June 22, 2026

DIRECTIVE NO. GPR 3410.5 Page 2 of 8

EXPIRATION DATE:

CHECK THE GSFC DIRECTIVES MANAGEMENT SYSTEM AT

http://gdms.gsfc.nasa.gov TO VERIFY THAT THIS IS THE CORRECT VERSION PRIOR TO USE.

08/16

b. In this directive, all mandatory actions (i.e., requirements) are denoted by statements containing the term “shall.” The terms “may” or “can” denote discretionary privilege or permission; “should” denotes a good practice and is recommended but not required; “will” denotes expected outcome; and “are/is” denotes descriptive material.

P.3 AUTHORITY

NPD 3410.2, Employee and Organizational Development

P.4 APPLICABLE DOCUMENTS AND FORMS

a. GPR 1400.1A – Waiver Processing

b. Form GSFC 4-52, GSFC Waiver Request

c. GPR 5340.2 - Documentation and Control of Process Nonconformances

P.5 CANCELLATION

GID 3410.0, Goddard Workforce Competence Policy

P.6 SAFETY

None

P.7 TRAINING

None

P.8 RECORDS

Record Title Record Custodian Retention Approved Waivers for required functional competency training requirements

Supervisor *NRRS

*NRRS 1441.1 – NASA Records Retention Schedules

DIRECTIVE NO. GPR 3410.5 Page 3 of 8

EXPIRATION DATE:

CHECK THE GSFC DIRECTIVES MANAGEMENT SYSTEM AT

http://gdms.gsfc.nasa.gov TO VERIFY THAT THIS IS THE CORRECT VERSION PRIOR TO USE.

08/16

P.9 MEASUREMENT/ VERIFICATION

Internal and external audits will be used to assess the effectiveness of this procedure. Internal reviews and audit results and recommendations will be evaluated to identify areas of successes as well as areas in need of improvement. Metrics for completion of training will be periodically produced and reviewed by the Goddard Center Management Systems Committee and provided to functional/content owners and Directorates to gauge compliance.

PROCEDURES

1.0 Responsibilities

1.1 Directors of

a. Ensure that supervisors use the Center approved tool for managing functional training, including assigning of training requirements and tracking of completion status of competency development activities for functional work.

1.2 Center Management Council (CMC)

a. Ensures that an appropriate tool is selected and approved for managing functional competencies, on behalf of the Center. The CMC is the approving authority of the tool.

1.3 Supervisors

a. Work with matrixed managers and functional work leads to understand specific training requirements for their employees.

b. Shall use only the Center approved tool to assign and track functional training activities required for their employees.

1.4 Functional Area Managers

a. Shall only use the Center approved tool to define the required functional training and competency development activities for their area of responsibility.

DIRECTIVE NO. GPR 3410.5 Page 4 of 8

EXPIRATION DATE:

CHECK THE GSFC DIRECTIVES MANAGEMENT SYSTEM AT

http://gdms.gsfc.nasa.gov TO VERIFY THAT THIS IS THE CORRECT VERSION PRIOR TO USE.

08/16

1.5 Employees

a. Shall only perform functional work activities when all required functional training and competency development activities for the operation are complete and valid.

2.0 Process

a. The Functional Area Manager creates and maintains a list of requirements associated with specific functional work.

b. The Supervisor assigns the applicable requirements to employees performing functional work.

c. The Supervisor performs a gap analysis by comparing current employee training and skills to those required in the functional work role. Whenever gaps are determined, the appropriate training/competency development is assigned to the employee, prioritized, and completion deadlines set.

d. The Supervisor tracks training/competency development, facilitating employee progress to ensure completion by the assigned deadline(s).

e. Supervisors and Functional Area Managers periodically (e.g., annual reviews) perform gap analyses to ensure that employees maintain job/project requirements.

3.0 Waivers

Organizations and employees that may need waivers or deviations from the requirements of this procedure, shall follow the waiver process outlined in GPR 1400.1A.

DIRECTIVE NO. GPR 3410.5 Page 5 of 8

EXPIRATION DATE:

CHECK THE GSFC DIRECTIVES MANAGEMENT SYSTEM AT

http://gdms.gsfc.nasa.gov TO VERIFY THAT THIS IS THE CORRECT VERSION PRIOR TO USE.

08/16

APPENDIX A – DEFINITIONS

A.1 Certification - The formal process of a knowledgeable third-party evaluation and approval of a person’s knowledge, skills, and competence to perform a function in comparison to an established criteria including NASA Requirements.

A.2 Competency - A defined set of knowledge, abilities, skills, and other job performance attributes required in order to successfully execute a given job. It involves the process of identifying, managing, and developing the employee’s skills, knowledge base and abilities, and may include documented education and/or experience.

A.3 Functional Area Managers - Individuals who are responsible for defining training requirements for other employees based on their role or function, not based on their supervisory status. Examples include Workmanship Program Leads, Safety Program Managers and Lab Managers. Area Managers may also be matrixed managers (e.g., Project Managers or Product Development Leads) who define functional work training and competency development based on project needs.

A.4 Functional Competency - A defined set of knowledge, abilities, skills, certifications, tests and other job performance attributes required in order to successfully execute a functional or specialized task or job.

A.5 On-the-job training (OJT) - Non-classroom training that focuses on performing actual job tasks to build skill proficiency. OJT is done under the guidance of someone experienced and fully qualified in that job or task.

A.6 Supervisor - An individual accountable to management for the quality and quantity of work performed by employees which includes a range of duties and responsibilities for planning, organizing, assigning, and reviewing work and administering personnel matters and identifying training.

A.7 Training - The process of providing knowledge and skills to individuals to enable them to perform their current duties or future duties. Training may include on-the-job training (OJT), job-specific training such as a series of instructions or proficiency demonstrations leading to a certification, or general training such as a single training or academic course.

DIRECTIVE NO. GPR 3410.5 Page 6 of 8

EXPIRATION DATE:

CHECK THE GSFC DIRECTIVES MANAGEMENT SYSTEM AT

http://gdms.gsfc.nasa.gov TO VERIFY THAT THIS IS THE CORRECT VERSION PRIOR TO USE.

08/16

APPENDIX B – ACRONYMS

CMC Center Management Council GPR Goddard Procedural Requirements GSFC Goddard Space Flight Center OCKO Office of the Chief Knowledge Officer OJT On-the-job training

DIRECTIVE NO. GPR 3410.5 Page 7 of 8

EXPIRATION DATE:

CHECK THE GSFC DIRECTIVES MANAGEMENT SYSTEM AT

http://gdms.gsfc.nasa.gov TO VERIFY THAT THIS IS THE CORRECT VERSION PRIOR TO USE.

08/16

APPENDIX C – GSFC APPROACH TO MANAGING COMPETENCIES

It is GSFC policy to recruit, develop, and retain a skilled and competent workforce. GSFC ensures that its workforce is competent to perform their duties based on appropriate or required educational certifications, or standards, professional training, and experience. GSFC uses a variety of means, depending on the organization and the specific workforce requirements, to ensure that employees are skilled, effective and competent. To accomplish these competency, training, and development activities, GSFC uses a tiered approach consisting of Center-wide training requirements, position specific requirements, and functional work training requirements.

DIRECTIVE NO. GPR 3410.5 Page 8 of 8

EXPIRATION DATE:

CHECK THE GSFC DIRECTIVES MANAGEMENT SYSTEM AT

http://gdms.gsfc.nasa.gov TO VERIFY THAT THIS IS THE CORRECT VERSION PRIOR TO USE.

08/16

CHANGE HISTORY LOG

Revision Effective Date Description of Changes

Baseline Initial Release

A [If this is the baseline version, leave this and the remaining Revision blocks blank]