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Personnel management in research and development organization - phasedown analysis of Gemini Program Office at Manned Spacecraft Center
This paper identifies important topical knowledge areas required of individuals employed in airport operations and management positions. A total of 116 airport managers and airfield operations personnel responded to a survey that sought to identify the importance of various subject matter for entry level airport operations personnel. The results from this study add to the body of research on aviation management curriculum development and can be used to better develop university curriculum and supplemental training focused on airport management and operations. Recommendations are made for specialized airport courses within aviation management programs. Further, this study identifies for job seekers or individuals employed in entry level positions those knowledge requirements deemed important by airport managers and operations personnel at different sized airports.
In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.
This case study highlights phase one and two of U.S. OPM's energy savings project at its headquarters building, which involves an energy savings performance contract and integration of lighting with HVAC controls. The project was recognized by DOE's Integrated Lighting Campaign.
The topics are presented in viewgraph form and include the following: real-time management, personnel management, project management, conceptual design and decision making; the SITRF design problem; and the electronic-design notebook.
An up-to-date picture is presented of the organizational structure, the key management personnel, and management relationships of the Spacelab program. Attention is also given to Spacelab's development status and plans for its operations. A number of charts are provided to illustrate the organizational relations. It is pointed out that the parties involved in Spacelab activities must yet resolve questions about ownership of transportation-system elements, payloads, ground support facilities, and data obtained from space missions.
The presentation was intended for the EMI SIG Annual Meeting Subcommittee on Technical Analysis and Response Support in August 2020 and included strategies and policies regarding essential workers and returning to work.
Tools from several different disciplines can improve system safety management. This paper relates the Art World with our system safety world, showing useful art schools of thought applied to system safety management, developing an art theory-system safety bridge. This bridge is then used to demonstrate relations with risk management, the legal system, personnel management and basic management (establishing priorities). One goal of this presentation/paper is simply to be a fun diversion from the many technical topics presented during the conference.
Engineering, finance, and personnel management methods and computer techniques for cost reduction and reliability in project planning
Identification, resolution, and avoidance of technical and programmatic issues are important for ensuring safe and successful space missions. Although the importance of applying lessons learned to reduce risk is frequently stressed, there is little material available to help technical and management personnel research and document lessons learned. Collecting, researching, identifying, and documenting lessons learned that will be useful to current and future management and engineering personnel is not always a straightforward task. This white paper presents lessons learned and best practices concerning the research and documentation of technical and organizational lessons learned. It is intended to enable organizations to initiate or improve lessons learned research and documentation efforts. The content of this white paper is based on four technical lessons learned projects conducted by the United Space Alliance (USA) Flight Design and Dynamics Department, in support of the NASA/Johnson Space Center (JSC) Flight Design and Dynamics Division. Each project published a report, titled as follows: (1) GPS Lessons Learned From the ISS, Space Shuttle and X-38; (2) Lessons Learned From Seven Space Shuttle Missions; (3) Space Shuttle Rendezvous and Proximity Operations Experience Report; and (4) Navigation Technical History with Lessons Learned. The four projects were different in availability of subject matter experts and primary source material, subject scope, and the level of effort required to produce the final report. However, generic lessons can be drawn from all of them. The best practices will be discussed by the phases of report research and development: (1) Defining Report Requirements, Project Organization, and Schedule; (2) Collection and Analysis of Source Material; (3) Writing and Integrating the Report; and (4) Review and Revision of the Report.
The topics are presented in viewgraph form and include the following: the F-SAT Program, the classic program organization, design/configuration management, procurement/material, manufacturing, quality assurance, the facility, and personnel management.
This paper presents two different approaches to performing self-assessments of continuous improvement activities. Case Study 1 describes the activities performed by JSC to assess the implementation of continuous improvement efforts at the NASA Center. The JSC approach included surveys administered to randomly selected NASA personnel and personal interviews with NASA and contractor management personnel. Case Study 2 describes the continuous improvement survey performed by the JSC Safety, Reliability, and Quality Assurance (SR&QA) organization. This survey consisted of a short questionnaire (50 questions) administered to all NASA and contractor SR&QA personnel. The questionnaire is based on the eight categories of the President's Award for Quality and Productivity Improvement. It is designed to objectively determine placement on the TQ benchmark and identify a roadmap for improvement.
Various topics related to research and development activities applicable to their U.S. space program are discussed. Project management, automatic control technology, human resources, management information systems, computer aided design, systems engineering, and personnel management were among the topics covered.
This revised handbook updates the minimum provisions of the agency-wide Grievance System and applies to NASA Headquarters and field installations. All grievances initiated on or after June 15, 1981, will be processed under these provisions. NASA recognizes and endorses the importance of bringing to light and adjusting grievances promptly and of treating all employees reasonably and fairly. Achieving these objectives requires great competence, mature judgment, and true willingness to reach a satisfactory solution. Provisions of the NASA Grievance System are directed to this purpose. Grievances and misunderstandings can arise in almost any working situation. It follows then that an employee's initiation of a grievance in good faith should not cast any reflection on the employee's standing with his or her supervisor or loyalty and importance to the organization. At the same time, the initiation of a grievance should not automatically be considered as a reflection on the employee's supervisor or on the general management of the activity. This handbook should be used in conjunction with Office of Personnel Management regulations in 5 CFR Part 771 and Chapter 771 of the Federal Personnel Manual. Installations may issue implementing instructions, e.g. specifying when fact-finding is required or when an unresolved grievance must be referred to a higher level of authority.
Artificial Intelligence (AI) is currently being used for business-oriented, money-making applications, such as medical diagnosis, computer system configuration, and geological exploration. The present paper has the objective to assess new AI tools and techniques which will be available to assist aerospace managers in the accomplishment of their tasks. A study conducted by Brown and Cheeseman (1983) indicates that AI will be employed in all traditional management areas, taking into account goal setting, decision making, policy formulation, evaluation, planning, budgeting, auditing, personnel management, training, legal affairs, and procurement. Artificial intelligence/expert systems are discussed, giving attention to the three primary areas concerned with intelligent robots, natural language interfaces, and expert systems. Aspects of information retrieval are also considered along with the decision support system, and expert systems for project planning and scheduling.
With the rapid development of the Internet, the number of malicious threats to organizations is continually increasing. In June of 2015, the United States Office of Personnel Management (OPM) had a data breach resulting in the compromise of millions of government employee records. The National Aeronautics and Space Administration (NASA) is not exempt from these attacks. Cyber security is becoming a critical facet to the discussion of moving forward with projects. The Spaceport Command and Control System (SCCS) project at the Kennedy Space Center (KSC) aims to develop the launch control system for the next generation launch vehicle in the coming decades. There are many ways to increase the security of the network it uses, from vulnerability management to ensuring operating system images are compliant with securely configured baselines recommended by the United States Government.
As the nation redefines priorities to deal with a rapidly changing world order, both government and industry require new approaches for oversight of management systems, particularly for high technology products. Declining defense budgets will lead to significant reductions in government contract management personnel. Concurrently, defense contractors are reducing administrative and overhead staffing to control costs. These combined pressures require bold approaches for the oversight of management systems. In the Spring of 1991, the DPRO and TRW created a Process Action Team (PAT) to jointly prepare a Performance Based Management (PBM) system titled Teamwork for Oversight of Processes and Systems (TOPS). The primary goal is implementation of a performance based management system based on objective data to review critical TRW processes with an emphasis on continuous improvement. The processes are: Finance and Business Systems, Engineering and Manufacturing Systems, Quality Assurance, and Software Systems. The team established a number of goals: delivery of quality products to contractual terms and conditions; ensure that TRW management systems meet government guidance and good business practices; use of objective data to measure critical processes; elimination of wasteful/duplicative reviews and audits; emphasis on teamwork--all efforts must be perceived to add value by both sides and decisions are made by consensus; and synergy and the creation of a strong working trust between TRW and the DPRO. TOPS permits the adjustment of oversight resources when conditions change or when TRW systems performance indicate either an increase or decrease in surveillance is appropriate. Monthly Contractor Performance Assessments (CPA) are derived from a summary of supporting system level and process-level ratings obtained from objective process-level data. Tiered, objective, data-driven metrics are highly successful in achieving a cooperative and effective method of measuring performance. The teamwork-based culture developed by TOPS proved an unequaled success in removing adversarial relationships and creating an atmosphere of continuous improvement in quality processes at TRW. The new working relationship does not decrease the responsibility or authority of the DPRO to ensure contract compliance and it permits both parties to work more effectively to improve total quality and reduce cost. By emphasizing teamwork in developing a stronger approach to efficient management of the defense industrial base TOPS is a singular success.
The Risk Management System collects information from engineering, operating, and management personnel to identify potentially hazardous conditions. This information is used in risk analysis, problem resolution, and contingency planning. The resulting hazard accountability system enables management to monitor all identified hazards. Data from this system are examined in project reviews so that management can decide to eliminate or accept these risks. This technique is particularly effective in improving the management of risks in large, complex, high-energy facilities. These improvements are needed for increased cooperation among industry, regulatory agencies, and the public.