,,ii  #aaeth ,,congress  #ast ,session  
,s4 #acbe  ,,in ,,the ,,senate ,,of     
,,the ,,united ,,states  ,june #h1 #bjag
 ,mr4 ,tester 7for himself1 ,mr4 ,moran1
 ,mrs4 ,mc,caskill1 ,mr4 ,kaine1 ,ms4   
,hassan1 and ,mr4 ,crapo7 introduced the
 following bill2 which was read twice   
and referred to the ,committee on       
,veterans' ,affairs  ,a ,,bill  ,to     
amend title #ch1 ,united ,states ,code1 
to improve the authorities of the       
,secretary of ,veterans ,affairs to     
hire1 recruit1 and train employees of   
the ,department of ,veterans ,affairs1  
and for other purposes4  #a4 ,short     
title2 table of contents  7a7 ,short    
title ,this ,act may be cited as the    
,better ,workforce for ,veterans ,act of
 #bjag4  7b7 ,table of contents ,the    
table of contents for this ,act is as   
follows3 ,sec4 #a4 ,short title2 table  
of contents4 ,,title ,i--,recruitment   
and hiring matters ,sec4 #aja4 ,improved
 authorities for hiring of students and 
recent graduates by ,department of      

,veterans ,affairs4 ,sec4 #ajb4         
,expansion of direct-hiring authority   
for ,department of ,veterans ,affairs in
 case of shortage of highly qualified   
candidates4 ,sec4 #ajc4 ,authority for  
,secretary of ,veterans ,affairs on     
hiring of former ,federal employees for 
high-demand positions4 ,sec4 #ajd4 ,use 
by ,department of ,veterans ,affairs of 
rsum-based application method for hiring
 of senior executives4 ,sec4 #aje4      
,requirement for establishment of       
,department of ,veterans ,affairs       
recruiting database4 ,sec4 #ajf4        
,requirement that ,secretary of         
,veterans ,affairs collect information  
on hiring effectiveness4 ,sec4 #ajg4    
,requirement that ,secretary of         
,veterans ,affairs carry out            
standardized exit surveys4 ,sec4 #ajh4  
,service requirements for hiring        
preference4 ,sec4 #aji4 ,exception on   
limitation on awards and bonuses for    
recruitment1 relocation1 and retention4 
,sec4 #aaj4 ,modification of            

qualifications for ,chief ,officer of   
the ,readjustment ,counseling ,service  
of the ,veterans ,health                
,administration4 ,sec4 #aaa4 ,report on 
workforce vacancies within the ,veterans
 ,health ,administration4 ,,title       
,,ii--,accountability1 oversight1       
transparency1 and personnel matters     
,sec4 #bja4 ,accountability in          
reductions in force by ,department of   
,veterans ,affairs4 ,sec4 #bjb4         
,authority for ,department of ,veterans 
,affairs public-private talent exchange4
 ,sec4 #bjc4 ,treatment of ,medical     
,center ,directors and ,directors of    
,veterans ,integrated ,service          
,networks4 ,sec4 #bjd4 ,pay for ,medical
 ,center ,directors and ,directors of   
,veterans ,integrated ,service          
,networks4 ,sec4 #bje4 ,requirement for 
establishment of human resources academy
 in ,veterans ,health ,administration4  
,sec4 #bjf4 ,inclusion of mental health 
professionals in education and training 
program for health personnel of the     

,department of ,veterans ,affairs4 ,sec4
 #bjg4 ,assignment to ,department of    
,veterans ,affairs of commissioned      
officers of the ,regular ,corps of the  
,public ,health ,service4 ,sec4 #bjh4   
,holding ,department of ,veterans       
,affairs leaders accountable for        
addressing systemic human capital       
challenges at the ,veterans ,health     
,administration4 ,sec4 #bji4 ,report on 
effects of hiring freeze ordered by the 
,president on ,january #bc1 #bjag4 ,sec4
 #baj4 ,report on plan of the ,secretary
 of ,veterans ,affairs to carry out a   
reduction in force at the ,department of
 ,veterans ,affairs through attrition4  
,sec4 #baa4 ,transparency regarding     
staffing levels of nurses employed by   
the ,department of ,veterans ,affairs   
and report on pay for such nurses4 ,sec4
 #bab4 ,employment of police officers   
and firefighters by ,department of      
,veterans ,affairs4 ,sec4 #bac4 ,study  
on communications within the management 
of the ,veterans ,health                

,administration4  ,i ,recruitment and   
hiring matters  #aja4 ,improved         
authorities for hiring of students and  
recent graduates by ,department of      
,veterans ,affairs  7a7 ,direct hiring  
into competitive service  7#a7 ,in      
general ,subchapter ,i of chapter #g of 
title #ch1 ,united ,states ,code1 is    
amended by adding at the end the        
following new section3  #gah4 ,student  
and recent graduate direct hiring into  
competitive service  7a7 ,hiring        
authority ,without regard to sections   
#ccji through #ccah1 #ccbg1 and #cccj of
 title #e1 the ,secretary may recruit   
and appoint qualified recent graduates  
and current post-secondary students to  
competitive service positions within the
 ,department4  7b7 ,limitation on       
appointments ,subject to subsection     
7c77#b71 the total number of employees  
appointed by the ,secretary under       
subsection 7a7 during a fiscal year may 
not exceed the number equal to #ae      
percent of the number of hires made into

 professional and administrative        
occupations of the ,department at the   
,,gs-#aa level and below 7or equivalent7
 under competitive examining procedures 
during the previous fiscal year4  7c7   
,regulations  7#a7 ,the ,secretary shall
 administer this section in accordance  
with regulations prescribed by the      
,secretary for purposes of this section4
  7#b7 ,the regulations may establish a 
lower limit on the number of individuals
 appointable under subsection 7a7 during
 a fiscal year than is otherwise        
provided for under subsection 7b71 based
 on such factors as the ,secretary      
considers appropriate4  7#c7 ,to the    
extent practical1 as determined by the  
,secretary1 the ,secretary shall        
publicly advertise positions available  
under this section4 ,in carrying out the
 preceding sentence1 the ,secretary     
shall--  7,a7 take into account merit   
system principles1 mission requirements1
 costs1 and organizational benefits of  
any advertising of positions2 and  7,b7 

advertise such positions in the manner  
the ,secretary determines is most likely
 to provide diverse and qualified       
candidates and ensure potential         
applicants have appropriate information 
relevant to the positions available4    
7d7 ,definitions ,in this section3 7#a7 
,the term current post-secondary student
 means a person who--  7,a7 is currently
 enrolled in1 and in good academic      
standing at1 a full-time program at an  
institution of higher education2  7,b7  
is making satisfactory progress toward  
receipt of a baccalaureate or graduate  
degree2 and  7,c7 has completed at least
 one year of the program4  7#b7 ,the    
term institution of higher education has
 the meaning given the term in section  
#aja of the ,higher ,education ,act of  
#aife 7#bj ,u4,s4,c4 #ajja74  7#c7 ,the 
term recent graduate1 with respect to   
appointment of a person under this      
section1 means a person who was awarded 
a degree by an institution of higher    
education not more than two years before

 the date of the appointment of such    
person1 except that in the case of a    
person who has completed a period of    
obligated service in a uniformed service
 of more than four years1 such term     
means a person who was awarded a degree 
by an institution of higher education   
not more than four years before the date
 of the appointment of such person4  4  
7#b7 ,clerical amendment ,the table of  
sections at the beginning of chapter #g 
of such title is amended by inserting   
after the item relating to section #gaa 
the following new item3  #gah4 ,student 
and recent graduate direct hiring into  
competitive service4  4  7b7 ,hiring    
into excepted service  7#a7 ,in general 
,subchapter ,i of chapter #g of title   
#ch1 ,united ,states ,code1 as amended  
by subsection 7a71 is further amended by
 adding at the end the following new    
section3  #gai4 ,student and recent     
graduate hiring into excepted service   
7a7 ,in general ,the ,secretary shall   
prescribe regulations to allow for      

excepted service appointments of        
students and recent graduates leading to
 conversion to career or career         
conditional employment of a student or  
recent graduate of a qualifying         
educational institution1 as defined by  
the ,secretary4  7b7 ,applicability ,the
 conversion authority described in      
subsection 7a7 shall be applicable to   
individuals in good standing who--  7#a7
 are employed in a qualifying internship
 or fellowship program at the           
,department of ,veterans ,affairs2  7#b7
 are employed in the ,department in a   
volunteer capacity and performing       
substantive duties comparable to those  
of individuals in internship or         
fellowship programs and meet the        
required number of hours for conversion2
 or  7#c7 are employed in the           
,department under a contract or         
agreement with an external nonprofit    
organization and performing substantive 
duties comparable to those of           
individuals in internship or fellowship 

programs4  7c7 ,uniformity ,for the     
purposes of paragraphs 7#b7 and 7#c7 of 
subsection 7b71 hours of work performed 
by an individual employed shall be      
considered equal to those performed by  
an individual employed in a qualifying  
internship or fellowship program by the 
,department4  4  7#b7 ,clerical         
amendment ,the table of sections at the 
beginning of chapter #g of such title1  
as amended by subsection 7a71 is further
 amended by inserting after the item    
relating to section #gah the following  
new item3  #gai4 ,student and recent    
graduate hiring into excepted service4  
4  #ajb4 ,expansion of direct-hiring    
authority for ,department of ,veterans  
,affairs in case of shortage of highly  
qualified candidates ,section           
#ccjd7;a77#c77;,b7 of title #e1 ,united 
,states ,code1 is amended by inserting  
7or1 with respect to the ,department of 
,veterans ,affairs1 that there exists a 
severe shortage of highly qualified     
candidates7 after severe shortage of    

candidates4  #ajc4 ,authority for       
,secretary of ,veterans ,affairs on     
hiring of former ,federal employees for 
high-demand positions  7a7 ,in general  
,subchapter ,i of chapter #g of title   
#ch1 ,united ,states ,code1 is amended  
by inserting after section #gaa the     
following new section3  #gab4 ,hiring   
authority for former ,federal employees 
for high-demand positions  7a7          
,authority  7#a7 ,the ,secretary may    
appoint a former ,federal employee to a 
high-demand position within the         
,department 7as determined by the       
,secretary7 for which the former        
,federal employee is highly qualified   
without regard to the provisions of     
chapter #cc of title #e governing       
appointments in the competitive service4
  7#b7 ,the ,secretary may appoint a    
former ,federal employee under paragraph
 7#a7 to a position at a higher grade or
 with more promotion potential than the 
position previously held by the former  
,federal employee without regard to     

section #cce4ajc7;c77#a77vi7 of title   
#e1 ,code of ,federal ,regulations      
7relating to requirements for           
competitive procedures71 or any         
successor thereto4  7b7 ,definition ,in 
this section1 the term former ,federal  
employee means an individual who-- 7#a7 
before the date on which the individual 
is appointed to a position under        
subsection 7a77#a71 performed service as
 an employee1 as defined in section     
#baje of title #e1 under a career or    
career-conditional appointment2 and     
7#b7 on date on which the individual    
applies for the position to which the   
individual is appointed under subsection
 7a77#a71 is not performing service as  
an employee4  4  7b7 ,audit ,not later  
than #ah months after the date of the   
enactment of this ,act1 the ,inspector  
,general of the ,department of ,veterans
 ,affairs shall conduct an audit of1 and
 submit to the ,committee on ,veterans' 
,affairs of the ,senate and the         
,committee on ,veterans' ,affairs of the

 ,house of ,representatives a report on 
the use by the ,secretary of ,veterans  
,affairs of the authority under section 
#gab of such title1 as added by         
subsection 7a74  7c7 ,clerical amendment
 ,the table of sections at the beginning
 of chapter #g of such title is amended 
by inserting after the item relating to 
section #gaa the following new item3    
#gab4 ,hiring authority for former      
,federal employees for high-demand      
positions4  4  #ajd4 ,use by ,department
 of ,veterans ,affairs of rsum-based    
application method for hiring of senior 
executives  7a7 ,in general ,subchapter 
,i of chapter #g of title #ch1 ,united  
,states ,code1 as amended by section    
#aja1 is further amended by adding at   
the end the following new section3      
#gbj4 ,senior executive hiring  7a7     
,rsum-,based application method  7#a7   
,the ,secretary shall develop and       
implement a rsum-based application      
method for applications for appointment 
to a position as a senior executive in  

the ,department4  7#b7 ,the rsum-based  
application method developed under      
subsection 7a7-- 7,a7 to the extent     
practicable1 shall be comparable to the 
rsum-based application method for the   
,senior ,executive ,service developed by
 the ,office of ,personnel ,management  
pursuant to ,executive ,order #acgad    
7#hj ,fed4 ,reg4 #gibbe 7,december #ae1 
#bjae772 and  7,b7 shall be used by the 
,department for initial applications for
 a position as a senior executive to the
 extent such use will be more efficient 
and effective and less burdensome for   
all participants4  7b7 ,certification of
 executive and managerial qualifications
 ,notwithstanding section #cag4ejb of   
title #e1 ,code of ,federal ,regulations
 7relating to certification by a        
,qualifications ,review ,board of the   
,office of ,personnel ,management71 or  
any successor thereto1 the ,secretary   
may make an initial career appointment  
of an individual to a position as a     
senior executive if a review board      

convened by the ,department certifies   
the executive and managerial            
qualifications of the individual4  7c7  
,position as a senior executive defined 
,in this section1 the term position as a
 senior executive means-- 7#a7 a        
position as a career appointee in a     
,senior ,executive position 7as such    
terms are defined in section #cacb of   
title #e72  7#b7 an administrative or   
executive position to which an          
individual is appointed under section   
#gcjf7;a7 or section #gdja7a7 of this   
title2 or  7#c7 another senior-level    
position that is classified above level 
#ae of the ,general ,schedule4  4  7b7  
,clerical amendment ,the table of       
sections at the beginning of chapter #g 
of such title1 as amended by section    
#aja1 is further amended by inserting   
after the item relating to section #gai 
the following new item3  #gbj4 ,senior  
executive hiring4  4  #aje4 ,requirement
 for establishment of ,department of    
,veterans ,affairs recruiting database  

7a7 ,in general ,subchapter ,i of       
chapter #g of title #ch1 ,united ,states
 ,code1 as amended by section #ajd is   
further amended by adding at the end the
 following new section3  #gba4          
,recruitment database  7a7              
,establishment required ,the ,secretary 
shall establish and periodically review 
a single database that lists each vacant
 position in the ,department of         
,veterans ,affairs that the ,secretary  
determines is critical to the mission of
 the ,department1 difficult to fill1 or 
both4  7b7 ,qualified applicant ,if the 
,secretary determines that an applicant 
for a vacant position listed in the     
database established under subsection   
7a7 is qualified for such position but  
does not select the applicant for such  
position1 the ,secretary1 at the        
election of the applicant1 shall        
consider the applicant for other similar
 vacant positions listed in the database
 for which the applicant is qualified4  
7c7 ,prolonged vacancies ,if the        

,secretary does not fill a vacant       
position listed in the database         
established under subsection 7a7 after a
 period determined appropriate by the   
,secretary1 the ,secretary--  7#a7 shall
 ensure that applicants described in    
subsection 7b7 are considered for such  
position2 and  7#b7 shall use the       
database established under subsection   
7a7 to assist in filling such position4 
4  7b7 ,report ,not later than one year 
after the date of the enactment of this 
,act1 the ,secretary shall submit to    
,congress a report on the use and       
efficacy of the database established    
under section #gbc7;a7 of title #ch1    
,united ,states ,code1 as added by      
subsection 7a74  7c7 ,clerical amendment
 ,the table of sections at the beginning
 of chapter #g of such title1 as amended
 by section #ajd1 is further amended by 
inserting after the item relating to    
section #gbj the following new item3    
#gba4 ,recruitment database4  4  #ajf4  
,requirement that ,secretary of         

,veterans ,affairs collect information  
on hiring effectiveness  7a7 ,in general
 ,subchapter ,i of chapter #g of title  
#ch1 ,united ,states ,code1 as amended  
by section #aje1 is further amended by  
adding at the end the following new     
sections3  #gbb4 ,information on hiring 
effectiveness  7a7 ,in general ,the     
,secretary shall measure and collect    
information on indicators of hiring     
effectiveness as follows3  7#a7 ,with   
respect to recruiting and hiring-- 7,a7 
the ability to reach and recruit        
well-qualified talent from diverse      
talent pools1 including sources of      
candidates for mission-critical         
occupations2  7,b7 the use and impact of
 special hiring authorities and         
flexibilities to recruit most qualified 
applicants1 including the use of student
 internships as a talent pool for       
permanent hires2  7,c7 the use and      
impact of special hiring authorities and
 flexibilities to recruit diverse       
candidates1 including veteran1 minority 

and disabled candidates2  7,d7 the use  
and impact of special hiring authorities
 and flexibilities to recruit candidates
 for mission-critical occupations and   
occupations with shortages2  7,e7 the   
age1 educational level1 and source of   
applicants2  7,f7 the length of time    
between the date on which a position is 
first identified as vacant and the date 
on which a first offer of employment for
 the position is made2  7,g7 whether the
 ,secretary considers a vacant position 
critical1 a staffing shortage1 or       
difficult to fill2  7,h7 the length of  
time between the date on which a first  
offer of employment for a position is   
made and the date on which a new hire   
starts in that position and the number  
of offers of employment made for the    
position before the position is filled2 
7,i7 the number of internal and external
 applicants for positions2  7,j7 the    
ways in which vacant positions are      
advertised2 and  7,k7 the number of     
offers accepted compared to the number  

of offers made for permanent positions4 
7#b7 ,with respect to the hiring        
authority--  7,a7 the satisfaction of   
the hiring authority with-- 7i7 the     
quality of new hires2  7ii7 the match   
between the skills of newly hired       
individuals and the needs of the        
,department2  7iii7 the hiring process  
and hiring outcomes after the first year
 of the employment of a new hire2 and   
7iv7 the length of time that elapses to 
fill a position and for a new hire to   
begin working in a new position2 and    
7,b7 mission-critical deficiencies      
filled by new hires and the connection  
between mission-critical deficiencies   
and annual agency performance4  7#c7    
,satisfaction of employees with         
authority to hire and new employees     
throughout the ,department with human   
resources offices of the ,department1   
which shall be obtained by asking their 
views of the information and support    
they received from their human resources
 offices4  7#d7 ,satisfaction of        

employment applicants who were          
interviewed with the hiring process1    
including with respect to the clarity of
 job announcement1 reasons for          
withdrawal of applications1             
user-friendliness of the application    
process1 communication regarding status 
of application1 and timeliness of hiring
 decision4  7#e7 ,with respect to a     
newly hired employee-- 7,a7 the         
satisfaction of the employee with the   
hiring process as described in paragraph
 7#d72  7,b7 the satisfaction with the  
process of joining and becoming oriented
 with the ,department1 including with   
respect to the timeliness of such       
process after the hiring decision1 the  
orientation process1 and being provided 
with timely and useful new employee     
information and assistance after the    
hire is made but before the new hire    
starts in that position and after the   
new hire has begun2  7,c7 attrition and 
reasons for leaving2  7,d7 investment in
 training and development for the       

employee during the first year of       
employment2 and  7,e7 significant       
barriers to the effective recruitment1  
selection1 joining and becoming oriented
 with the ,department1 and retention of 
employees4  7b7 ,disaggregation of data 
,to the extent practicable and in a     
manner which protects personally        
identifiable information of applicants  
and employees1 the ,secretary shall--   
7#a7 collect and report data collected  
under subsection 7a7 disaggregated by   
facility and ,veterans ,integrated      
,service ,network2 and  7#b7 ensure that
 data collected under subsection 7a7 is 
collected from human resources offices  
throughout the ,department4  7c7 ,annual
 reports  7#a7 ,not less frequently than
 once each year1 the ,secretary shall   
submit to the ,committee on ,veterans'  
,affairs of the ,senate and the         
,committee on ,veterans' ,affairs of the
 ,house of ,representatives a report of 
the information collected under         
subsection 7a74  7#b7 ,not less         

frequently than once each year1 the     
,secretary shall make publicly available
 the information collected under        
subsection 7a7 in a consistent and      
machine-readable format to allow for a  
comparison of hiring effectiveness and  
experience by ,veterans ,integrated     
,service ,network or comparable public  
or private sector organization4  4  7b7 
,clerical amendment ,the table of       
sections at the beginning of chapter #g 
of such title1 as amended by section    
#aje1 is further amended by inserting   
after the item relating to section #gba 
the following new item3  #gbb4          
,information on hiring effectiveness4  4
  #ajg4 ,requirement that ,secretary of 
,veterans ,affairs carry out            
standardized exit surveys  7a7 ,in      
general ,subchapter ,i of chapter #g of 
title #ch1 ,united ,states ,code1 as    
amended by section #ajf1 is further     
amended by adding at the end the        
following new sections3  #gbc4 ,exit    
surveys  7a7 ,in general  7#a7 ,the     

,secretary shall develop and carry out a
 standardized exit survey to be         
voluntarily completed by career and     
noncareer employees and executives of   
the ,department who voluntarily separate
 from the ,department4  7#b7 ,the exit  
survey required by paragraph 7#a7 shall 
be developed in consultation with an    
appropriate non-,department entity with 
experience developing such surveys4  7b7
 ,survey content ,the survey required by
 subsection 7a77#a7 shall include1 at a 
minimum-- 7#a7 reasons for leaving the  
,department2  7#b7 efforts made by the  
supervisor of the employee to retain the
 individual2  7#c7 the extent of job    
satisfaction and engagement during the  
employment2  7#d7 the intent of employee
 to either remain employed within the   
,federal ,government or to leave        
employment with the ,federal            
,government2 and  7#e7 such other       
matters as the ,secretary determines    
appropriate4  7c7 ,anonymity of survey  
content ,the ,secretary shall ensure    

that1 to the extent possible1 data      
collected under subsection 7a7 is       
anonymized and personally identifiable  
information is removed4  7d7 ,sharing of
 survey data ,the ,secretary shall      
ensure that the results of the survey   
required by subsection 7a7 are shared on
 an annual basis with directors and     
managers of facilities of the           
,department and the ,veterans           
,integrated ,service ,networks4  7e7    
,annual report  7#a7 ,not later than one
 year after the date of the enactment of
 the ,better ,workforce for ,veterans   
,act of #bjag and not less frequently   
than once each year thereafter1 the     
,secretary shall submit to the          
,committee on ,veterans' ,affairs of the
 ,senate and the ,committee on          
,veterans' ,affairs of the ,house of    
,representatives a report containing the
 aggregate results of the exit survey   
under subsection 7a7 covering the year  
prior to the report4  7#b7 ,each report 
submitted under paragraph 7#a7 shall    

include1 for the period covered by the  
report-- 7,a7 an analysis of the most   
common reasons employees choose to leave
 the ,department2  7,b7 steps the       
,secretary is taking to improve         
retention1 particularly for             
mission-critical occupations2  7,c7 the 
demographic characteristics of employees
 choosing to leave the ,department2     
7,d7 any legislative barriers to        
improving employee retention2 and  7,e7 
the number of employees who took the    
exit survey under subsection 7a74  4    
7b7 ,clerical amendment ,the table of   
sections at the beginning of chapter #g 
of such title1 as amended by section    
#ajf1 is further amended by inserting   
after the item relating to section #gbb 
the following new item3  #gbc4 ,exit    
surveys4  4  #ajh4 ,service requirements
 for hiring preference  7a7 ,in general 
,section #bajh7a7 of title #e1 ,united  
,states ,code1 is amended by striking   
for a period of more than #ahj          
consecutive days each place it appears  

and inserting for a total of more than  
#ahj days4  7b7 ,applicability ,the     
amendment made by subsection 7a7 shall  
apply to any certificate of eligibles   
furnished to a nominating or appointing 
authority under section #ccag of title  
#e1 ,united ,states ,code1 after the    
date of enactment of this ,act4  #aji4  
,exception on limitation on awards and  
bonuses for recruitment1 relocation1 and
 retention ,section #gje7;a7 of the     
,veterans ,access1 ,choice1 and         
,accountability ,act of #bjad 7,public  
,law #aac-adf2 #ch ,u4,s4,c4 #gjc note7 
is amended1 in the matter preceding     
paragraph 7#a71 by inserting other than 
recruitment1 relocation1 or retention   
incentives1 after title #ch1 ,united    
,states ,code14  #aaj4 ,modification of 
qualifications for ,chief ,officer of   
the ,readjustment ,counseling ,service  
of the ,veterans ,health ,administration
 ,section #gcji7;b77#b7 of title #ch1   
,united ,states ,code1 is amended-- 7#a7
 by striking subparagraphs 7,b7 and     

7,c72 and  7#b7 by redesignating        
subparagraphs 7,d7 and 7,e7 as          
subparagraphs 7,b7 and 7,c71            
respectively4  #aaa4 ,report on         
workforce vacancies within the ,veterans
 ,health ,administration  7a7 ,in       
general ,not later than #abj days after 
the date of the enactment of this ,act1 
the ,secretary of ,veterans ,affairs    
shall submit to the ,committee on       
,veterans' ,affairs of the ,senate and  
the ,committee on ,veterans' ,affairs of
 the ,house of ,representatives a report
 on vacancies within the ,veterans      
,health ,administration4  7b7 ,elements 
,the report required by subsection 7a7  
shall include the following3 7#a7 ,with 
respect to vacancies of personnel       
appointed under section #gdja of title  
#ch1 ,united ,states ,code--  7,a7 the  
total number of such vacancies2  7,b7   
the number of such vacancies            
disaggregated by occupation1 ,state1    
,veterans ,integrated ,service ,network1
 medical facility1 and the central      

office of the ,department of ,veterans  
,affairs2 and  7,c7 a description of the
 plans of the ,secretary to fill such   
vacancies1 including a timeline for     
filling such vacancies1 and an          
assessment of whether the ,secretary    
requires additional hiring authorities  
to expedite the hiring process4  7#b7   
,with respect to vacancies of human     
resource specialists of the ,veterans   
,health ,administration-- 7,a7 the total
 number of such vacancies2  7,b7 the    
number of such vacancies disaggregated  
by ,state and medical facility2 and     
7,c7 a description of the plans of the  
,secretary to fill such vacancies1      
including a timeline for filling such   
vacancies1 and an assessment of whether 
the ,secretary requires additional      
hiring authorities to expedite the      
hiring process4  7#c7 ,a description of 
any impediments to filling the vacancies
 described in paragraphs 7#a7 and 7#b7  
and any actions the ,secretary intends  
to take to address such impediments4    

7#d7 ,an update on the implementation by
 the ,secretary of-- 7,a7 the ,veterans 
,health ,administration ,workforce and  
,succession ,strategic ,plan for #bjaf2 
7,b7 the recommendation by the ,office  
of the ,inspector ,general of the       
,department that the ,under ,secretary  
for ,health develop staffing models for 
critical need occupations of the        
,veterans ,health ,administration1 as   
determined by the ,secretary2 and  7,c7 
the recommendation by the ,office of the
 ,inspector ,general that the ,under    
,secretary for ,health establish        
milestones and timetables for further   
development1 piloting1 and              
implementation of staffing models for   
critical need occupations of the        
,veterans ,health ,administration1 as   
determined by the ,secretary4  ,,ii     
,accountability1 oversight1             
transparency1 and personnel matters     
#bja4 ,accountability in reductions in  
force by ,department of ,veterans       
,affairs  7a7 ,in general ,subchapter ,i

 of chapter #g of title #ch1 ,united    
,states ,code1 as amended by section    
#ajg1 is further amended by adding at   
the end the following new section3      
#gbd4 ,reduction in force based on      
performance ,notwithstanding section    
#cejb of title #e1 for any reduction in 
force by the ,department1 competing     
employees shall be released with due    
effect given to the following1 in the   
following order of priority3  7#a7      
,tenure of employment4  7#b7 ,military  
preference1 subject to section          
#ceja7;a77#c7 of title #e4  7#c7        
,efficiency or performance ratings4     
7#d7 ,length of service4  4  7b7        
,clerical amendment ,the table of       
sections at the beginning of chapter #g 
of such title1 as amended by section    
#ajg1 is further amended by inserting   
after the item relating to section #gbc 
the following new item3  #gbd4          
,reduction in force based on            
performance4  4  #bjb4 ,authority for   
,department of ,veterans ,affairs       

public-private talent exchange  7a7     
,authority ,subchapter ,i of chapter #g 
of title #ch1 ,united ,states ,code1 as 
amended by section #bja1 is further     
amended by adding at the end the        
following new section3  #gbe4           
,public-private talent exchange  7a7    
,assignment authority ,under regulations
 prescribed by the ,secretary1 the      
,secretary may1 with the agreement of a 
private-sector organization and the     
consent of an employee of the           
,department and an employee of the      
private-sector organization1 arrange for
 the temporary assignment under this    
section of--  7#a7 the employee of the  
,department to such private-sector      
organization to occupy the position     
previously held by the employee of such 
private-sector organization2 and  7#b7  
the employee of such private-sector     
organization whose position is being    
temporarily occupied by the employee of 
the ,department under paragraph 7#a7 to 
temporarily occupy the position at the  

,department of the employee of the      
,department who is being temporarily    
assigned under paragraph 7#a74  7b7     
,agreements  7#a7 ,the ,secretary shall 
provide for a written agreement among   
the ,department1 the private-sector     
organization1 and the employees         
concerned regarding the terms and       
conditions of the employees' assignment 
under this section4 ,the agreement--    
7,a7 shall require that the employee of 
the ,department1 upon completion of the 
assignment1 will serve in the           
,department2  7,b7 shall provide that if
 the employee of the ,department or of  
the private-sector organization 7as the 
case may be7 fails to carry out the     
agreement1 such employee shall be liable
 to the ,united ,states for payment of  
all expenses of the assignment1 unless  
that failure was for good and sufficient
 reason1 as determined by the           
,secretary2 and  7,c7 shall contain     
language ensuring that such employee of 
the ,department does not improperly use 

pre-decisional or draft deliberative    
information that such employee may be   
privy to or aware of related to         
,department programing1 budgeting1      
resourcing1 acquisition1 or procurement 
for the benefit or advantage of the     
private-sector organization4  7#b7 ,an  
amount for which an employee is liable  
under paragraph 7#a7 shall be treated as
 a debt due the ,united ,states4  7#c7  
,the ,secretary may waive1 in whole or  
in part1 collection of a debt described 
in paragraph 7#b7 based on a            
determination that the collection would 
be against equity and good conscience   
and not in the best interests of the    
,united ,states1 after taking into      
account any indication of fraud1        
misrepresentation1 fault1 or lack of    
good faith on the part of the employee4 
7c7 ,termination ,an assignment under   
this section may1 at any time and for   
any reason1 be terminated by the        
,department or the private-sector       
organization concerned4  7d7 ,duration  

7#a7 ,an assignment under this section  
shall be for a period of not less than  
three months and not more than two      
years1 renewable up to a total of four  
years4 ,no employee of the ,department  
may be assigned under this section for  
more than a total of four years         
inclusive of all such assignments4  7#b7
 ,an assignment under this section may  
be for a period in excess of two years1 
but not more than four years1 if the    
,secretary determines that such         
assignment is necessary to meet critical
 mission or program requirements4  7e7  
,status of ,federal employees assigned  
to private-,sector organizations  7#a7  
,an employee of the ,department who is  
assigned to a private-sector            
organization under this section shall be
 considered1 during the period of       
assignment1 to be on detail to a regular
 work assignment in the ,department for 
all purposes4 ,the written agreement    
established under subsection 7b77#a7    
shall address the specific terms and    

conditions related to the employee's    
continued status as a ,federal employee4
  7#b7 ,in establishing a temporary     
assignment of an employee of the        
,department to a private-sector         
organization1 the ,secretary shall--    
7,a7 ensure that the normal duties and  
functions of such employee can be       
reasonably performed by other employees 
of the ,department without the transfer 
or reassignment of other personnel of   
the ,department2  7,b7 ensure that the  
normal duties and functions of such     
employees are not1 as a result of and   
during the course of such temporary     
assignment1 performed or augmented by a 
contractor2 and  7,c7 certify that the  
temporary assignment of such employee   
shall not have an adverse or negative   
impact on the provision of benefits or  
services to veterans4  7f7 ,terms and   
conditions for private-,sector employees
 ,an employee of a private-sector       
organization who is assigned to the     
,department under this section-- 7#a7   

shall continue to receive pay and       
benefits from the private-sector        
organization from which such employee is
 assigned and shall not receive pay or  
benefits from the ,department1 except as
 provided in paragraph 7#b72  7#b7 is   
deemed to be an employee of the         
,department for the purposes of-- 7,a7  
chapters #gc and #ha of title #e2  7,b7 
sections #bja1 #bjc1 #bje1 #bjg1 #bjh1  
#bji1 #fjc1 #fjf1 #fjg1 #fdc1 #fed1     
#aije1 and #aiac of title #ah2  7,c7    
sections #acdc1 #acdd1 and #acdi7;b7 of 
title #ca2  7,d7 the ,federal ,tort     
,claims ,act and any other ,federal tort
 liability statute2  7,e7 the ,ethics in
 ,government ,act of #aigh2 and  7,f7   
chapter #ba of title #da2  7#c7 shall   
not have access to any trade secrets or 
to any other nonpublic information which
 is of commercial value to the          
private-sector organization from which  
such employee is assigned2  7#d7 may    
perform work that is considered         
inherently governmental in nature only  

when requested in writing by the        
,secretary2 and  7#e7 may not be used to
 circumvent any limitation or           
restriction on the size of the          
,department's workforce4  7g7           
,prohibition against charging certain   
costs to the ,federal ,government ,a    
private-sector organization may not     
charge the ,department or any other     
agency of the ,federal ,government1 as  
direct or indirect costs under a        
,federal contract1 the costs of pay or  
benefits paid by the organization to an 
employee assigned to the ,department    
under this section for the period of the
 assignment4  7h7 ,considerations ,in   
carrying out this section1 the          
,secretary-- 7#a7 shall ensure that1 of 
the assignments made under this section 
each year1 at least #bj percent are from
 small business concerns 7as defined by 
section #cgjc7;e77#b77;,a7 of title #e72
  7#b7 shall take into consideration the
 question of how assignments under this 
section might best be used to help meet 

the needs of the ,department with       
respect to the training of employees2   
and  7#c7 shall take into consideration1
 where applicable1 areas of particular  
private sector expertise1 such as       
information technology1 cybersecurity1  
human resources1 health care management1
 contracting1 acquisition1 and finance4 
4  7b7 ,table of sections amendment ,the
 table of sections at the beginning of  
such chapter1 as amended by section     
#bja1 is further amended by inserting   
after the item relating to section #gbd 
the following new item3  #gbe4          
,public-private talent exchange4  4     
#bjc4 ,treatment of ,medical ,center    
,directors and ,directors of ,veterans  
,integrated ,service ,networks  7a7     
,establishment of ,,visn ,directors in  
,office of ,under ,secretary for ,health
 ,subsection 7a77#d7 of section #gcjf of
 title #ch1 ,united ,states ,code1 is   
amended-- 7#a7 by striking ,such        
,medical ,directors and inserting ,such 
,medical ,center ,directors and         

,directors of ,veterans ,integrated     
,service ,networks2 and  7#b7 by        
striking 1 who shall be either a        
qualified doctor of medicine or a       
qualified doctor of dental surgery or   
dental medicine4  7b7 ,qualifications   
,such section is amended by adding at   
the end the following new subsection3   
7g7 ,notwithstanding any provision of   
law that requires the ,office of        
,personnel ,management to determine     
qualifications or certify a candidate   
for appointment under this section1     
,medical ,center ,directors and         
,directors of ,veterans ,integrated     
,service ,networks may be appointed     
under subsection 7a77#d7 in accordance  
with qualifications established by the  
,secretary for purposes of this section4
  4  7c7 ,ability ,to transfer  7#a7 ,in
 general ,subject to such regulations as
 the ,director of the ,office of        
,personnel ,management may prescribe1   
the ,secretary of ,veterans ,affairs and
 the ,director shall enter into an      

agreement that permits employees        
appointed under section #gcjf7;a77#d7 of
 title #ch1 ,united ,states ,code1 as   
amended by subsection 7a71 to transfer  
to ,senior ,executive ,service positions
 in other ,federal agencies and to be   
deemed career appointees who are not    
subject to competition or certification 
by a qualifications review board under  
section #ccic of title #e1 ,united      
,states ,code4  7#b7 ,definitions ,in   
this subsection1 the terms ,senior      
,executive ,service position and career 
appointee have the meanings given those 
terms in section #cacb7;a7 of title #e1 
,united ,states ,code4  #bjd4 ,pay for  
,medical ,center ,directors and         
,directors of ,veterans ,integrated     
,service ,networks  7a7 ,in general     
,chapter #gd of title #ch1 ,united      
,states ,code1 is amended by adding at  
the end the following new subchapter3   
,,vii ,pay for ,medical ,center         
,directors and ,directors of ,veterans  
,integrated ,service ,networks  #gdha4  

,pay for ,medical ,center ,directors and
 ,directors of ,veterans ,integrated    
,service ,networks  7a7 ,elements of pay
 ,pay for a ,medical ,center ,director  
or ,director of a ,veterans ,integrated 
,service ,network appointed under       
section #gcjf7;a77#d7 of this title 7in 
this section referred to as a ,director7
 shall consist of basic pay set forth   
under section #gdjd7;a7 of this title   
and market pay determined under         
subsection 7b74  7b7 ,market pay  7#a7  
,each ,director is eligible for market  
pay determined under this subsection4   
7#b7 ,the amount of market pay payable  
to a ,director under this section shall 
be determined by the ,secretary on a    
case-by-case basis and shall consist of 
pay intended to reflect needs of the    
,department with respect to the         
recruitment and retention 7as determined
 by the ,secretary7 of such ,director4  
7#c7 ,in determining the amount of      
market pay payable to a ,director under 
this section1 the ,secretary shall--    

7,a7 consult not fewer than two national
 surveys on pay for hospital directors1 
medical facility directors1 or other    
similar positions1 whether prepared by  
private1 public1 or quasi-public        
entities1 to make a general assessment  
of the range of potential pay for the   
,director2 and  7,b7 take into account--
 7i7 the experience of the ,director in 
managing facilities or program offices  
of the ,department1 including the       
complexity of such facilities or        
offices2  7ii7 the complexity of the    
facility or facilities to be managed by 
the ,director2  7iii7 the labor market1 
in such geographic area as the          
,secretary considers relevant1 for      
hospital directors1 medical facility    
directors1 and other similar positions2 
7iv7 the experience of the ,director in 
managing medical facilities for other   
,federal agencies1 private entities1 or 
nonprofit entities2 and  7v7 such other 
considerations as the ,secretary        
considers appropriate4  7#d7 7,a7 ,the  

,secretary shall evaluate the amount of 
market pay payable to a ,director under 
this section not less frequently than   
once every two years and may adjust the 
market pay payable to such ,director as 
a result of such evaluation4  7,b7 ,a   
,director whose market pay is evaluated 
under subparagraph 7,a7 shall receive   
written notice of the results of such   
evaluation4  7c7 ,requirements and      
limitations on total pay  7#a7 ,not less
 frequently than once every two years1  
the ,secretary shall set forth a        
departmentwide minimum and maximum      
amount for total annual pay under       
subsection 7a7 that may be paid to a    
,director and shall publish each such   
amount in the ,federal ,register4  7#b7 
,the minimum and maximum amounts set    
forth under paragraph 7#a7 shall take   
effect not earlier than the date that is
 #fj days after the publication of such 
amounts under such paragraph4  7#c7 ,the
 sum of the basic pay set forth under   
section #gdjd7;a7 of this title and     

market pay determined under subsection  
7b7 for a ,director for a calendar      
year--  7,a7 may not be less than the   
most recent minimum amount set forth    
under paragraph 7#a7 before the         
beginning of such calendar year2 and    
7,b7 may not be more than the most      
recent maximum amount set forth under   
such paragraph before the beginning of  
such calendar year4  7#d7 ,the total    
amount of compensation paid to a        
,director under this title in any       
calendar year may not exceed the amount 
of annual compensation 7excluding       
expenses7 of the ,president under       
section #ajb of title #c4  7#e7 ,the    
,secretary may not delegate to an       
officer or employee of the ,department  
the requirement of the ,secretary to set
 forth a departmentwide minimum and     
maximum amount under paragraph 7#a74    
7d7 ,treatment of pay ,pay under this   
section shall be considered pay for all 
purposes1 including retirement benefits 
under chapters #hc and #hd of title #e  

and other benefits4  7e7 ,ancillary     
effects of decreases in pay  7#a7 ,a    
decrease in pay of a ,director resulting
 from an adjustment in the amount of    
market pay of the ,director under       
subsection 7b7 shall not be treated as  
an adverse action4  7#b7 ,a decrease in 
the amount of pay of a ,director        
resulting from an involuntary           
reassignment in connection with a       
disciplinary action taken against the   
,director is not subject to appeal or   
judicial review4  7f7 ,,opm review and  
reports  7#a7 ,the ,director of the     
,office of ,personnel ,management shall 
undertake periodic reviews of the       
determinations pursuant to subsection   
7b7 of amounts of market pay payable    
pursuant to this section4  7#b7 7,a7    
,the ,director shall certify to the     
,committees on ,veterans' ,affairs of   
the ,senate and the ,house of           
,representatives each year whether or   
not the amounts of market pay determined
 pursuant to subsection 7b7 for the     

preceding year were determined in       
accordance with the requirements of that
 subsection4  7,b7 ,if the ,director    
determines pursuant to paragraph 7#a7   
that one or more amounts of market pay  
determined for a year were not          
determined in accordance with the       
requirements of subsection 7b71 the     
,director shall submit to the           
,committees on ,veterans' ,affairs of   
the ,senate and the ,house of           
,representatives a report on such       
determination of the ,director as soon  
as practicable after such determination4
  4  7b7 ,clerical amendment ,the table 
of sections at the beginning of chapter 
#gd of such title is amended by adding  
at the end the following3  ,subchapter  
,,vii4 ,pay for ,medical ,center        
,directors and ,directors of ,veterans  
,integrated ,service ,networks#gdha4    
,pay for ,medical ,center ,directors and
 ,directors of ,veterans ,integrated    
,service ,networks4  4  7c7 ,effective  
date ,the amendments made by this       

section shall take effect on the date   
that is one year after the date of the  
enactment of this ,act4  #bje4          
,requirement for establishment of human 
resources academy in ,veterans ,health  
,administration  7a7 ,in general        
,subchapter ,i of chapter #gd of title  
#ch1 ,united ,states ,code1 is amended  
by adding at the end the following new  
section3  #gdac4 ,human resources       
academy  7a7 ,in general  7#a7 ,the     
,secretary shall provide to human       
resources professionals of the ,veterans
 ,health ,administration training on how
 to best recruit and retain employees of
 the ,veterans ,health ,administration1 
including with respect to any           
recruitment and retention matters that  
are unique to the ,veterans ,health     
,administration pursuant to this chapter
 or other provisions of law4  7#b7 ,the 
,secretary shall provide such training  
in a manner that the ,secretary         
determines appropriate in light of      
budget1 travel1 and other constraints4  

7b7 ,amount of training ,the ,secretary 
shall ensure that each human resources  
professional of the ,veterans ,health   
,administration receives the training   
described in subsection 7a7--  7#a7 as  
soon as practicable after being hired by
 the ,secretary as a human resource     
professional2 and  7#b7 annually        
thereafter4  7c7 ,certification ,the    
,secretary shall ensure that1 upon the  
completion by a human resources         
professional of the training described  
in subsection 7a71 the director of a    
,department medical center1 the director
 of a ,veterans ,integrated ,service    
,network1 or a senior officer at the    
central office of the ,veterans ,health 
,administration certifies whether the   
human resources professional received   
the training and understands the        
information provided by the training4   
7d7 ,annual report ,not less frequently 
than once each year1 the ,secretary     
shall submit to the ,committee on       
,veterans' ,affairs of the ,senate and  

the ,committee on ,veterans' ,affairs of
 the ,house of ,representatives a report
 on the training described in subsection
 7a71 including the cost of providing   
such training and the number of human   
resources professionals who received    
such training during the year covered by
 the report4  4  7b7 ,clerical amendment
 ,the table of sections at the beginning
 of chapter #gd of such title is amended
 by inserting after the item relating to
 section #gdab the following new item3  
#gdac4 ,human resources academy4  4     
#bjf4 ,inclusion of mental health       
professionals in education and training 
program for health personnel of the     
,department of ,veterans ,affairs  7a7  
,in general ,in carrying out the        
education and training program required 
under section #gcjb7;a77#a7 of title    
#ch1 ,united ,states ,code1 the         
,secretary of ,veterans ,affairs shall  
include education and training of       
marriage and family therapists and      
licensed professional mental health     

counselors4  7b7 ,parity in licensing   
and credentialing standards ,in carrying
 out the education and training program 
described in subsection 7a71 the        
,secretary shall1 to the degree         
practicable1 ensure that the licensing  
and credentialing standards of          
therapists and counselors described in  
subsection 7a7 for eligibility to       
participate in the program are the same 
as the licensing and credentialing      
standards for eligibility of other      
participants in the program4  7c7       
,apportionment of funding ,the          
,secretary shall apportion funding for  
the education and training program      
described in subsection 7a7 equally     
among the professions included in the   
program4  #bjg4 ,assignment to          
,department of ,veterans ,affairs of    
commissioned officers of the ,regular   
,corps of the ,public ,health ,service  
7a7 ,in general ,not later than #ahj    
days after the date of the enactment of 
this ,act1 the ,secretary of ,veterans  

,affairs and the ,surgeon ,general shall
 enter into a memorandum of             
understanding for the assignment of not 
fewer than #ejj commissioned officers of
 the ,regular ,corps of the ,public     
,health ,service to the ,department of  
,veterans ,affairs4 ,such assignments   
shall be made in the same manner in     
which assignments are made to other     
departments and agencies in the ,federal
 ,government4  7b7 ,reimbursement ,the  
,secretary shall reimburse the ,surgeon 
,general for such expenses as the       
,surgeon ,general may incur in assigning
 commissioned officers pursuant to a    
memorandum of understanding entered into
 under subsection 7a74  7c7 ,report     
7#a7 ,in general ,not later than one    
year after the date of the enactment of 
this ,act1 the ,secretary and the       
,surgeon ,general shall each submit to  
the ,committee on ,veterans' ,affairs of
 the ,senate and the ,committee on      
,veterans' ,affairs of the ,house of    
,representatives a report on the        

memorandum of understanding entered into
 under subsection 7a7 and the           
commissioned officers assigned pursuant 
to such memorandum of understanding4    
7#b7 ,contents ,the report required by  
paragraph 7#a7 shall include the        
following3 7,a7 ,the numbers1 grades1   
and specialties of commissioned officers
 assigned pursuant to the memorandum of 
understanding4  7,b7 ,a description of  
any problems encountered in such        
assignment4  #bjh4 ,holding ,department 
of ,veterans ,affairs leaders           
accountable for addressing systemic     
human capital challenges at the         
,veterans ,health ,administration  7a7  
,comprehensive competency assessment    
tool  7#a7 ,in general ,not later than  
one year after the date of the enactment
 of this ,act1 the ,secretary of        
,veterans ,affairs1 acting through the  
,under ,secretary for ,health1 shall    
develop a comprehensive competency      
assessment tool for human resources     
employees of the ,veterans ,health      

,administration that can be used to     
assess the knowledge of such employees  
on matters relating to how section      
#gdja7a7 employees are treated          
differently than other employees of the 
,department of ,veterans ,affairs under 
titles #e and #ch1 ,united ,states      
,code4  7#b7 ,certification relating to 
use of comprehensive competency         
assessment tool ,not later than two     
years after the date of the enactment of
 this ,act1 and not less frequently than
 once every two years thereafter1 the   
,secretary shall submit to the          
,committee on ,veterans' ,affairs of the
 ,senate and the ,committee on          
,veterans' ,affairs of the ,house of    
,representatives a certification as to--
  7,a7 whether an assessment of all     
human resources employees of the        
,veterans ,health ,administration has   
been conducted through the use of the   
comprehensive competency assessment tool
 developed under paragraph 7#a72 and    
7,b7 whether such employees use the     

results of such assessment to identify  
and address competency gaps within human
 resources offices of the ,veterans     
,health ,administration4  7b7           
,evaluation of training strategies ,not 
later than #ah months after the date of 
the enactment of this ,act1 the ,under  
,secretary for ,health shall evaluate   
the extent to which training strategies 
of the ,under ,secretary are effective  
at improving the skills and competencies
 of human resources employees of the    
,veterans ,health ,administration4  7c7 
,establishment and clarification of     
lines of authority within ,veterans     
,health ,administration  7#a7 ,lines of 
authority for ,assistant ,deputy ,under 
,secretary for ,health for ,workforce   
,services  ,not later than one year     
after the date of the enactment of this 
,act1 the ,secretary1 acting through the
 ,under ,secretary for ,health1 shall   
establish clear lines of authority that 
provide the ,assistant ,deputy ,under   
,secretary for ,health for ,workforce   

,services the ability--  7,a7 to oversee
 and hold the heads of the human        
resources offices of medical centers of 
the ,department of ,veterans ,affairs   
accountable--  7i7 for implementing     
initiatives to improve human resource   
processes within such offices2 and  7ii7
 for ensuring that employees of such    
offices undertake an assessment using   
the comprehensive competency assessment 
tool developed under subsection 7a72 and
  7,b7 to monitor and report on the     
results of initiatives described in     
subparagraph 7,a77i74  7#b7             
,clarification of lines of authority    
relating to oversight of ,v,i,s,ns and  
medical centers ,not later than one year
 after the date of the enactment of this
 ,act1 the ,secretary shall clarify the 
lines of authority and processes for the
 ,under ,secretary for ,health and the  
,assistant ,secretary for ,human        
,resources and ,administration with     
respect to overseeing and holding the   
heads of the ,veterans ,integrated      

,service ,networks and the heads of the 
medical facilities of the ,veterans     
,health ,administration accountable for 
the consistent application of ,federal  
classification policies4  7d7 ,oversight
 of corrective actions at human resource
 offices of medical centers ,the        
,secretary shall ensure that the ,under 
,secretary for ,health and the          
,assistant ,secretary for ,human        
,resources and ,administration are      
responsible for monitoring the status of
 corrective actions taken at human      
resources offices of medical centers of 
the ,department and ensuring that such  
actions are implemented4  7e7 ,employee 
performance ratings ,the ,secretary     
shall ensure that meaningful            
distinctions are made in performance    
ratings of employees of the ,veterans   
,health ,administration by--  7#a7      
developing and implementing             
standardized1 comprehensive performance 
management training for supervisors of  
section #gdja7a7 employees and          

supervisors of other employees of the   
,administration2  7#b7 ensuring that the
 training developed and implemented     
under paragraph 7#a7 is based on best   
practices2  7#c7 ensuring procedures are
 in place to support effective          
performance conversations between       
supervisors and employees2  7#d7        
reviewing and revising performance      
management policies for section #gdja7a7
 employees and other employees of the   
,administration in a manner consistent  
with best practices in the private      
sector2 and  7#e7 developing and        
implementing a process to standardize   
performance plan elements1 standards1   
and metrics for common positions across 
the ,administration4  7f7 ,plan for     
implementation of information technology
 system ,to support employee performance
 management processes ,not later than   
one year after the date of the enactment
 of this ,act1 the ,secretary1 acting   
through the ,under ,secretary for       
,health and the ,assistant ,secretary   

for ,human ,resources and               
,administration1 shall develop a plan to
 implement a modern information         
technology system to support employee   
performance management processes4 ,such 
plan shall include an indication of how 
and when the ,secretary will implement  
the plan4  7g7 ,engagement of employees 
of ,veterans ,health ,administration    
7#a7 ,in general ,not later than one    
year after the date of the enactment of 
this ,act1 the ,secretary1 acting       
through the ,under ,secretary for       
,health1 shall establish clear lines of 
authority and accountability for        
developing1 implementing1 and monitoring
 strategies for improving employee      
engagement across the ,veterans ,health 
,administration4  7#b7 ,report ,not     
later than one year after the date of   
the enactment of this ,act1 the         
,secretary1 acting through the ,under   
,secretary for ,health1 shall submit to 
the ,committee on ,veterans' ,affairs of
 the ,senate and the ,committee on      

,veterans' ,affairs of the ,house of    
,representatives a report on whether the
 ,veterans ,health ,administration      
should establish an employee engagement 
office at the headquarters level with   
appropriate oversight of employee       
engagement initiatives of the ,veterans 
,integrated ,service ,network and       
medical centers of the ,department4  7h7
 ,comptroller ,general of the ,united   
,states examination of human resource   
functions  7#a7 ,examination ,not later 
than one year after the date of the     
enactment of this ,act1 the ,comptroller
 ,general of the ,united ,states shall  
complete an examination of the          
following3  7,a7 ,overlapping functions 
of the human resource structures of the 
,veterans ,health ,administration and   
the office of the ,assistant ,secretary 
of ,human ,resources4  7,b7 ,whether    
there are opportunities to centralize   
offices and tasks of the ,administration
 and such offices that are duplicative4 
7,c7 ,whether the use of multiple hiring

 structures in the ,department of       
,veterans ,affairs has had an effect on 
the speed with which the ,department    
hires new employees4  7#b7 ,report ,not 
later than one year after the date of   
the enactment of this ,act1 the         
,comptroller ,general shall submit to   
the ,committee on ,veterans' ,affairs of
 the ,senate and the ,committee on      
,veterans' ,affairs of the ,house of    
,representatives a report on the        
findings of the ,comptroller ,general   
with respect to the examination         
completed under paragraph 7#a74  7i7    
,definitions ,in this section3 7#a7     
,section #gdja7a7 employee ,the term    
section #gdja7a7 employee has the       
meaning given such term in section      
#gdfa7;c7 of title #ch1 ,united ,states 
,code4  7#b7 ,supervisor ,the term      
supervisor has the meaning given that   
term in section #gajc7;a7 of title #e1  
,united ,states ,code4  #bji4 ,report on
 effects of hiring freeze ordered by the
 ,president on ,january #bc1 #bjag  7a7 

,in general ,not later than #abj days   
after the date of the enactment of this 
,act1 the ,secretary of ,veterans       
,affairs shall submit to the ,committee 
on ,veterans' ,affairs of the ,senate   
and the ,committee on ,veterans'        
,affairs of the ,house of               
,representatives a report on the effect 
of the freeze on the hiring of ,federal 
civilian employees ordered by the       
,president of ,january #bc1 #bjag1 has  
had on the ability of the ,department of
 ,veterans ,affairs to provide care and 
services to veterans4  7b7 ,elements    
,the report required by subsection 7a7  
shall include the following3 7#a7 ,a    
discussion on whether the hiring freeze 
has disrupted the operations of the     
,department4  7#b7 ,a discussion on     
whether the hiring freeze has increased 
the operating costs of the ,department4 
7#c7 ,the effect of the hiring freeze on
 the ability of the ,department to      
provide veterans with access to health  
care4  7#d7 ,the effect of the hiring   

freeze on the ability of the ,department
 to schedule appointments for veterans4 
7#e7 ,the effect of the hiring freeze on
 the ability of the ,department to      
process payments for medical care1      
including payments to third-party       
providers4  7#f7 ,the effect of the     
hiring freeze on the ability of the     
,department to adjudicate claims for    
benefits1 pensions1 and compensation4   
7#g7 ,the effect of the hiring freeze on
 the ability of the ,department to      
resolve appeals for benefits1 pensions1 
and compensation4  7#h7 ,a discussion of
 whether the hiring freeze created an   
incentive for supervisors to use        
alternative sources of labor1 such as   
increased use of overtime1 contracting  
with private firms1 or using other than 
full-time permanent employees4  7#i7 ,a 
discussion of whether improved workforce
 planning1 rather than a hiring freeze1 
is a more effective way to insure that  
the level of the personnel resources of 
the ,department are consistent with     

requirements4  #baj4 ,report on plan of 
the ,secretary of ,veterans ,affairs to 
carry out a reduction in force at the   
,department of ,veterans ,affairs       
through attrition  7a7 ,report required 
,not later than #ahj days after the date
 of the enactment of this ,act1 the     
,secretary of ,veterans ,affairs shall  
submit to the ,committee on ,veterans'  
,affairs of the ,senate and the         
,committee on ,veterans' ,affairs of the
 ,house of ,representatives a report on 
how the ,secretary plans to implement   
the portions of the plan of the         
,director of the ,office of ,personnel  
,management to reduce the size of the   
workforce of ,federal ,government       
through attrition that pertain to the   
,department of ,veterans ,affairs4  7b7 
,succession and recruitment plan        
required ,the report shall include the  
,secretary's succession and recruitment 
plan to replace employees of the        
,department that are eligible to retire 
as of the day of the enactment of this  

,act and eligible to retire within five 
years of such date4  7c7 ,consultation  
,the ,secretary shall consult with the  
labor organization that represents      
employees of the ,department on matters 
relating to the plans described in      
subsections 7a7 and 7b74  #baa4         
,transparency regarding staffing levels 
of nurses employed by the ,department of
 ,veterans ,affairs and report on pay   
for such nurses  7a7 ,publication of    
information  7#a7 ,initial publication  
,not later than #ahj days after the date
 of the enactment of this ,act1 the     
,secretary of ,veterans ,affairs shall  
publish on a publicly available         
,internet website of each medical       
facility of the ,department of ,veterans
 ,affairs information on staffing levels
 for nurses at such medical facility4   
7#b7 ,update of information ,the head of
 each medical facility of the           
,department shall update the information
 published under paragraph 7#a7 as      
changes to the staffing level of nurses 

at such medical facility occur4  7#c7   
,consultation with ,,cms ,in developing 
the information required by paragraph   
7#a7 and updated under paragraph 7#b71  
the ,secretary shall consult with the   
,centers for ,medicare  ,medicaid       
,services4  7b7 ,report ,not later than 
#ahj days after the date of the         
enactment of this ,act1 the ,secretary  
shall submit to the ,committee on       
,veterans' ,affairs of the ,senate and  
the ,committee on ,veterans' ,affairs of
 the ,house of ,representatives a report
 that includes discussion and assessment
 of the following3  7#a7 ,the use by    
directors of medical centers of the     
,department of authorities to provide   
nurses pay that reflects market         
conditions4  7#b7 ,the development by   
the ,department of a period reporting   
process to monitor medical center       
compliance with the policies and        
procedures for each of the key          
recruitment and retention initiatives of
 the ,veterans ,health ,administration4 

7#c7 ,the adequacy of training resources
 provided to all nurse recruiters at    
medical centers of the ,department4     
7#d7 ,the key recruitment and retention 
initiatives of the ,veterans ,health    
,administration for nurses1 the overall 
effectiveness of the initiatives1 and   
the improvements that may be needed4    
#bab4 ,employment of police officers and
 firefighters by ,department of         
,veterans ,affairs  7a7 ,classification 
of positions ,not later than one year   
after the date of the enactment of this 
,act1 the ,secretary of ,veterans       
,affairs1 in consultation with the      
,director of the ,office of ,personnel  
,management1 shall ensure that the job  
description1 position classification1   
and grade for each position as a police 
officer or firefighter in the           
,department of ,veterans ,affairs are in
 accordance with the standards for the  
classification of such positions        
prepared by the ,office of ,personnel   
,management under section #eaje of title

 #e1 ,united ,states ,code4  7b7        
,staffing model ,the ,secretary shall   
develop a staffing model for positions  
of police officers and firefighters in  
the ,department4  7c7 ,audit of         
recruitment and retention efforts  7#a7 
,in general ,the ,inspector ,general of 
the ,department of ,veterans ,affairs   
shall conduct an audit of the efforts of
 the ,department to recruit and retain  
police officers and firefighters4  7#b7 
,report ,not later than one year after  
the date of the enactment of this ,act1 
the ,inspector ,general shall submit to 
the ,secretary of ,veterans ,affairs1   
the ,committee on ,veterans' ,affairs of
 the ,senate1 and the ,committee on     
,veterans' ,affairs of the ,house of    
,representatives a report on the audit  
conducted under paragraph 7#a74  7d7    
,report on recruitment and retention of 
police officers ,not later than one year
 after the date of the enactment of this
 ,act1 the ,secretary of ,veterans      
,affairs shall submit to the ,committee 

on ,veterans' ,affairs of the ,senate   
and the ,committee on ,veterans'        
,affairs of the ,house of               
,representatives a report on--  7#a7 the
 use by directors of medical centers of 
the ,department of ,veterans ,affairs of
 special pay incentives to recruit and  
retain trained and qualified police     
officers2 and  7#b7 the steps that the  
,secretary plans to take to address the 
critical shortage of police officers    
throughout the ,department4  #bac4      
,study on communications within the     
management of the ,veterans ,health     
,administration ,not later than one year
 after the date of the enactment of this
 ,act1 the ,inspector ,general of the   
,department of ,veterans ,affairs shall 
complete a study on--  7#a7 how the     
,veterans ,health ,administration       
communicates the directives1 policies1  
and handbook of the ,administration to  
the field1 including an evaluation of   
compliance with such directives1        
policies1 and handbook to determine     

whether such communication is effective2
 and  7#b7 the effectiveness of each    
,veterans ,integrated ,service ,network 
in disseminating information to         
employees within such ,network and      
veterans served by such ,network4