About the Professional Administrative Intern Program
The Professional Administrative Intern Program is an Headquarters developmental program for entry-level administrative professionals designed to acquaint them with NASA missions and operations, integrate them into the workforce as quickly as possible, and prepare them for more complex and responsible duties that they can perform with increasing independence. Required program activities include an Individual Development Plan (IDP) prepared with each intern by the supervisor, establishment of a mentor relationship with an experienced staff member, orientation, formal and on-the-job training, and completion of a Professional Administrative Intern Program project, which the intern describes in a written and oral report given in Levels I and II to a panel of evaluators.
Selection Criteria: Entry-level employees in covered positions (NCC 200, 600, 700, and other two grade interval series) are automatically placed in the Professional Administrative Intern Program and their participation is mandatory.
Entry Date
The date of entry into this program is the date of entry of duty into a full-time career or career–conditional position covered by this program.
Program Length
Level I participation lasts for a minimum of 12 months and a maximum of 18 months. Level I ends upon promotion or the end of 18 months, whichever occurs first. Trainees who complete Level I enter Level II upon promotion to the next higher grade. If not promoted within 18 months of program entry, the trainee is dropped from this program and does not advance to Level II participant may enter the PAIP program at Level II, if the participant when entering is at the GS 9 level. Participation in Level II lasts for a minimum of 12 months, but not more than 18 months. Level II participation ends upon promotion to the next higher grade or after 18 months, whichever occurs first.
Flexibility
Review of this program will be made on a periodic basis. The HQ Training Office may modify this development program if changes in Corporate missions occur, or if different requirements better meet program objectives. Such modifications may extend the length of training, alter the sequence, or change the subject matter. In any event, PAIP participants will be notified in writing by the Program Coordinator of such changes. The HQ Training Officer must approve individual exceptions to the requirements of the program.
Level I Description
This level of the training program has eight basic components:
Promotions During Level I
Interns are promoted to the next higher-grade level upon satisfactory completion of Level I requirements and determination that the trainee can perform higher-level duties. The earliest date that this promotion can be effective is the beginning of the first pay period following the completion of 12 months of program participation.
The PAIP Level 1 period continues until promotion or until 18 months have elapsed, whichever occurs first.
Reassignment or Separation
For a variety of reasons, including the participant's further career development, an inability to perform the assigned work, change in manpower requirements, or the participant's lack of suitability for the assigned work, the participant's may be reassigned to another specialty area or field of work. Provided the new position is covered by this development program and the employee continues in the development program.
All interns should be aware that for the first year of their employment, they are probationary employees. During this time, their qualifications are examined in the performance of the work they are assigned. Unacceptable performance or misconduct may serve as a basis for an employee's separation.
Level II Description
This level of the internship has eight basic components for interns who have completed Level I and two additional components for GS-9 interns who enter on duty in Level II:
Promotions During Level II
Interns are eligible for promotion to the next higher grade level (GS-7, GS-9 or GS-11) upon satisfactory completion of Level II requirements and upon the supervisor's assessment that the intern has acquired the knowledge, skills, and abilities required to perform at the next higher grade level. The earliest date that this promotion can be effective is the beginning of the first pay period following 12 months at the previous grade (GS-5, GS-7 or GS-9).
Individual Development Plan (Appendix A)  (34KB)
Progress Reports (Appendix B)
PAIP Project Oral Report Guidelines (Appendix C)
Level II PAIP Project Written Report Guidelines (Appendix D)
Back to Headquarters Training Opportunities |
