Overview

Title

To amend title 51, United States Code, to provide for a NASA public-private talent program, and for other purposes.

ELI5 AI

H. R. 6771 wants to start a new program where NASA workers can switch places with people from private companies for a little while, so they can learn new things and share ideas, but it has to be done safely and fairly.

Summary AI

H. R. 6771 proposes to amend title 51 of the United States Code to create a NASA public-private talent exchange program. This program would allow NASA employees to work temporarily with private sector companies and vice versa. It establishes rules for these exchanges, including requirements for agreements between NASA, the private companies, and the employees, as well as ensuring that sensitive information is protected. The bill also outlines periodic reporting requirements to assess the program's impact and effectiveness.

Published

2023-12-13
Congress: 118
Session: 1
Chamber: HOUSE
Status: Introduced in House
Date: 2023-12-13
Package ID: BILLS-118hr6771ih

Keywords AI

nasa talent exchange program public-private partnership workforce exchange federal ethics rules confidentiality agreements assignment extensions debt waiver criteria employee selection criteria private-sector involvement civil servant cap

Sources

Bill Statistics

Size

Sections:
2
Words:
2,438
Pages:
14
Sentences:
55

Language

Nouns: 641
Verbs: 149
Adjectives: 165
Adverbs: 17
Numbers: 69
Entities: 119

Complexity

Average Token Length:
4.40
Average Sentence Length:
44.33
Token Entropy:
5.10
Readability (ARI):
24.91

AnalysisAI

Summary of the Bill

The proposed legislation, known as the “NASA Talent Exchange Program Act,” aims to establish a collaborative talent exchange program between NASA and private sector entities. This program is designed to facilitate temporary job assignments, allowing NASA employees to work in the private sector and vice versa. The primary objective is to enhance skills and knowledge through shared experiences while complying with federal ethics and confidentiality rules. The bill outlines various policies, procedures, and agreements to govern the exchange, including terms and conditions for participation, agreements on employee assignment, and measures to address potential conflicts of interest.

Summary of Significant Issues

Several issues are highlighted in the bill, suggesting potential complexities and areas needing clarification:

  1. Broad Authority and Ambiguity: The ability to extend job assignments up to three years (with minimal justification) raises concerns about prolonged assignments without sufficient review. The criteria for selecting employees and the authority to waive any arising debts are also seen as vague, potentially leading to favoritism or inconsistent application.

  2. Liability and Enforcement: The language regarding employee liability and debt waivers for unfinished assignments is intricate and could result in misunderstandings. Additionally, private-sector entities' prohibition against charging costs to the government lacks specific enforcement measures.

  3. Ethics and Compliance: Although the bill asserts that existing federal ethics rules remain unaffected, potential conflicts arising from new processes introduced in the bill necessitate further clarification.

  4. Evaluation and Metrics: The bill lacks defined metrics or criteria for evaluating the success of the talent exchange program, including how it impacts talent management and workforce culture.

  5. Terms for Private Sector Employees: The conditions for private-sector employees participating in the exchange are detailed but potentially confusing, particularly concerning their roles and access to information at NASA.

Impact on the Public

The NASA Talent Exchange Program is designed to foster skill development both within NASA and the private sector, promoting innovation and strengthening collaborative ties. For the public, the potential benefits include accelerated advancements in technology and space exploration, which could enhance the national interest in scientific progress and economic growth driven by technology.

Impact on Stakeholders

Positive Impacts: - NASA and Private Sector: Both NASA and participating private-sector companies stand to gain expertise, insights, and perspectives that can be crucial for developing innovative solutions and improving operational efficiencies. - Employees: Employees involved in the exchange may benefit personally and professionally from exposure to different work environments, potentially enhancing their careers and bringing newfound knowledge back to their original teams.

Negative Impacts: - Resource Allocation: The program's resource demands, coupled with its 2% cap on the civil workforce involved, could strain smaller NASA departments. Managers might face challenges in maintaining productivity levels without affecting ongoing projects. - Ethical Concerns: Without clear guidelines and strong enforcement mechanisms, the program could give rise to ethical concerns, including potential conflicts of interest or the misuse of information.

In conclusion, while the NASA Talent Exchange Program carries significant potential for fostering innovation and collaboration, attention must be paid to its procedural complexities and ethical considerations to ensure the program’s effective and fair implementation.

Issues

  • The broad authority for assignment extensions up to three years under SEC. 2, subsection (4)(B) could result in extended assignments without adequate review or justification, raising concerns about potential misuse.

  • Subsection (2)(C) under SEC. 2 allows the Administrator to waive debts without specific criteria, potentially leading to inconsistent application or perceived favoritism.

  • The criteria for selecting employees for assignments under SEC. 2, subsection (5)(B)(ii) are vague, which might result in favoritism or lack of transparency.

  • The wide scope of authority to determine 'good and sufficient reason' under SEC. 2, subsection (2)(A)(ii) for not completing an assignment could lead to subjective decision-making and inconsistency.

  • The prohibition against charging costs to the government under SEC. 2, subsection (10) lacks enforcement details, which may risk noncompliance by private-sector entities.

  • There's a potential conflict with existing ethics rules under SEC. 2, subsection (13) due to new waiver provisions or procedures, which may require further clarification to prevent conflicts.

  • The language in SEC. 2, subsection (2)(A) regarding the terms and conditions of employee assignments is complex and may lead to ambiguity, particularly concerning employee liability and waiver of repayment.

  • The section lacks specific metrics or criteria to evaluate the 'talent management benefits' or impacts on workforce culture as described in SEC. 2, subsection (12)(B)(ii).

  • The intricate terms and conditions for private-sector employees in SEC. 2, subsection (7) could cause confusion and misunderstandings regarding their roles, information access, and activity restrictions within NASA.

  • The 2% cap on the civil servant workforce participating in assignments under SEC. 2, subsection (8)(C) might not adequately limit resource allocation, especially impacting smaller NASA departments.

Sections

Sections are presented as they are annotated in the original legislative text. Any missing headers, numbers, or non-consecutive order is due to the original text.

1. Short title Read Opens in new tab

Summary AI

The first section of the act is titled "Short title" and establishes the name of the act as the “NASA Talent Exchange Program Act”.

2. NASA public-private talent program Read Opens in new tab

Summary AI

The document describes a new program for NASA that allows temporary job swaps between its employees and those in the private sector. This program, which includes specific rules and agreements, aims to enhance skills at NASA while ensuring employees follow federal ethics and confidentiality rules.