NASA Talent Exchange Program Act

Summary

Creates a NASA public-private talent exchange that lets NASA temporarily detail its employees to private companies and bring private-sector employees into NASA for limited assignments. Assignments require employee consent and a written agreement with guardrails (service obligations for NASA employees after returning, conflict-of-interest rules, limits on accessing trade secrets, and prohibitions on inherently governmental work). The Administrator must certify no adverse mission impact, issue implementing rules quickly, and report annually to congressional oversight committees.

• Authorizes temporary details of NASA employees to private employers and private‑sector employees to NASA with employee consent and written agreements.
• Requires a post‑assignment service obligation for NASA employees equal to twice the assignment length.
• Sets assignment lengths between 90 days and 2 years (renewable), with a possible extension to 4 years for critical mission needs.
• Private assignees remain paid by their employers, generally do not receive NASA pay/benefits, and are barred from inherently governmental work or accessing employer trade secrets.
• Administrator must certify no adverse mission impact and implement conflict‑of‑interest safeguards.
• Private employers may not bill assigned employees' pay or benefits to the Federal Government as contract costs.
• Regulations must be issued within 30 days and NASA must report to specified congressional committees within 180 days and annually thereafter.
• Administrator may treat unpaid liabilities as debts and may waive collection on equity or good‑conscience grounds.
• Program emphasizes training needs and private‑sector expertise (e.g., cybersecurity) to meet NASA workforce gaps.
• Reporting must include counts, roles, durations, pay grades, and identified challenges for oversight.