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An ongoing bipartisan congressionally-mandated National Academies (NASEM) Study is collecting information and will report out their findings and recommendations for strengthening Goddard’s technical and scientific capabilities. In July, the study committee contacted GESTA with a request that our union participate directly in the study by providing a public response to their questions. You can read GESTA’s public written response to the committee here. GESTA President Trysh Moton, Secretary Alyssa Barlis and Area Vice President Margaret Samuels also spoke in person at the National Academies in Washington, DC on August 4th, and you can view the recording of the committee meeting via the NASEM committee website. A note that the other open sessions of the NASEM committee meetings, including those with testimony by Center management are also publicly viewable from the study webpage. In responding to the committee’s questions, GESTA pulled from the broad perspectives and experiences we have heard from our members and Goddard’s workforce over the last year and half. We want to give a big thank you to the Goddard community and members who have courageously provided this feedback which allowed us to provide the committee with a clearer view of the recent impacts to Goddard’s workforce and facilities, and of our community's recommendations for rebuilding Goddard’s future.
On June 24, 2025 changes to the regulations guiding probationary employees and termination\separation conditions were published in the Federal Registrar (90 FR 26727). With these changes two prior Federal Regulations (eCFRs) (315.804 & 315.805) governing probationary period terminations were rescinded. Before June 24th, as described in an email GESTA sent to our members on February 16th under these now rescinded eCFRs (315.804 & 315.805): “management may [only] terminate a probationer for unsatisfactory performance or conduct or for ‘conditions arising before appointment’" and transitioning from probationary status occured one or two years post employment and “does not depend on any paperwork being filed or processed.” Under the June 24th amended regulations this is no longer entirely the case.
Under the new regulations eCFR Title 5, Chapter I, Subchapter A § 11.5 termination under probationary status can be justified by unsatisfactory performance but also if the agency determines the person’s employment is no longer “in the public interest”. In addition, continued employment after the 1 year or 2 year (for excepted service employees who do not have veterans preference) trial period is no longer automatically granted. Instead the agency must “certify” the employee’s continued employment 30-days prior to the probationary period end date. If this certification does not happen the employee is automatically separated from service. This new regulation does not apply to “an employee serving a probationary period due to being promoted, transferred, or otherwise assigned, for the first time, to a supervisory or managerial position.” |
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