NASA Talent Exchange Program Act
The NASA Talent Exchange Program Act would establish a formal Public-Private Talent Program under NASA (an agency within the U.S. Code on national space activities). The core idea is to let NASA employees temporarily move to private sector entities and allow private-sector employees to be assigned to NASA, with written agreements, consent, and specific terms. After an assignment, the NASA employee must return to federal service for a period equal to twice the assignment’s length, and private-sector participants remain paid by their employer but are treated as federal employees for certain purposes. The bill sets parameters to protect against improper use of nonpublic information, conflicts of interest, and impacts on NASA missions, while requiring annual and GAO oversight. The program emphasizes training and knowledge transfer, careful management of personnel and costs, and safeguards to prevent inherently governmental work from being shifted to contractors. It also requires NASA to report annually on assignments and to undergo a broader review by the Government Accountability Office within three years to assess effectiveness and best practices.
Key Points
- 1Public-Private Talent Program framework: NASA may arrange temporary assignments between its employees and private-sector entities, with written agreements outlining terms, consent, and back-service requirements for the federal employee after the assignment.
- 2Duration, termination, and extension: Assignments must last between 3 months and 2 years, with potential renewal up to a total of 3 years. NASA can extend beyond 2 years if needed for critical mission or program requirements, but total NASA time under this subsection remains capped.
- 3Safeguards and restrictions: Assignments cannot involve inherently governmental duties; participating private-sector employees may not obtain access to trade secrets or other nonpublic information of value to the private sector; conflicts of interest must be identified and managed; and the program must ensure normal NASA functions are not disrupted by the assignment.
- 4Employee status and costs: Private-sector employees remain paid by their employer but are deemed federal employees for certain statutes; the private sector cannot bill the federal government for pay/benefits during the assignment; the arrangement must clarify status and benefits, including ethics and liability considerations.
- 5Oversight and reporting: NASA must annually report to Congress on the program, including numbers of participants, durations, roles, pay levels, and impacts on workforce and mission. The Comptroller General (GAO) must prepare a three-year review of implementation, including best practices and any needed limitations.