Bill Overview
Title: Protecting VA Employees Act
Description: This bill repeals certain provisions related to procedures for the removal, demotion, or suspension of employees of the Department of Veterans Affairs based on performance or misconduct. The bill also restores certain provisions regarding disciplinary and grievance procedures.
Sponsors: Rep. Lamb, Conor [D-PA-17]
Target Audience
Population: Veterans Affairs employees
Estimated Size: 420000
- The bill affects procedures for the removal, demotion, or suspension of Department of Veterans Affairs (VA) employees.
- Current VA employees will be impacted by changes in job security and disciplinary actions as certain protections will be reinstated.
- Future VA employees will also be subject to these revised procedures and protections.
- VA employees include a wide range of roles including healthcare providers, administration, and support staff within the VA system.
Reasoning
- The population directly affected by this policy are the approximately 420,000 employees of the Department of Veterans Affairs (VA) across the United States.
- The budget allows for modest implementation, meaning not all employees will be directly, immediately, or equally affected by changes in policy.
- The variability in impact will depend on current job roles, job security concerns, and individual interactions with the current disciplinary and grievance procedures.
- We simulate a diverse range of employees (e.g., healthcare providers, administrators, and support staff) to capture a holistic view of the policy impact.
Simulated Interviews
Registered Nurse (Texas)
Age: 45 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 10.0 years
Commonness: 8/20
Statement of Opinion:
- The reinstatement of certain job protections makes me feel a bit more secure in my position. It means less fear over arbitrary disciplinary actions.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 5 |
VA Benefits Officer (California)
Age: 52 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 20.0 years
Commonness: 6/20
Statement of Opinion:
- Reinstating the previous protections feels like a step backwards for accountability but I'd lie if I said it didn't relieve some personal anxiety.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 4 |
Administrative Assistant (Florida)
Age: 30 | Gender: female
Wellbeing Before Policy: 8
Duration of Impact: 5.0 years
Commonness: 10/20
Statement of Opinion:
- I'm relatively new and don't feel tied to old policies. Job security is nice, but I'm focused on performance.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 7 |
| Year 5 | 7 | 7 |
| Year 10 | 7 | 6 |
| Year 20 | 6 | 6 |
Security Staff (Virginia)
Age: 60 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 2.0 years
Commonness: 4/20
Statement of Opinion:
- At my stage, changes won't impact me much, but I do appreciate fairness for colleagues left behind.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 5 | 5 |
| Year 5 | 5 | 5 |
| Year 10 | 5 | 5 |
| Year 20 | 5 | 5 |
Psychologist (New York)
Age: 40 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- Restoring protections is crucial in preventing abuse of power and ensuring fair treatment for all employees.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 5 |
Data Analyst (Illinois)
Age: 29 | Gender: female
Wellbeing Before Policy: 8
Duration of Impact: 0.0 years
Commonness: 9/20
Statement of Opinion:
- I care more about modernizing processes and efficiency, though job security is an important through-line.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 8 | 8 |
| Year 5 | 8 | 8 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
IT Support Staff (Michigan)
Age: 50 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- I welcome back the protections; I felt my place was at unnecessary risk during the changes.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 4 |
| Year 5 | 6 | 4 |
| Year 10 | 6 | 4 |
| Year 20 | 6 | 4 |
Healthcare Manager (Washington)
Age: 35 | Gender: other
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- Policy change is good for morale, though managing expectations and ensuring accountability will be key.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Veterans Service Representative (Nevada)
Age: 42 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- I believe protections are vital, but I'm wary of swinging too far that way might affect discipline.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 7 | 5 |
| Year 20 | 6 | 5 |
Social Worker (Ohio)
Age: 48 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- Restored protections allow for better focus on work as opposed to fear of undue punishment.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Cost Estimates
Year 1: $15000000 (Low: $10000000, High: $20000000)
Year 2: $15000000 (Low: $10000000, High: $20000000)
Year 3: $15000000 (Low: $10000000, High: $20000000)
Year 5: $15000000 (Low: $10000000, High: $20000000)
Year 10: $15000000 (Low: $10000000, High: $20000000)
Year 100: $15000000 (Low: $10000000, High: $20000000)
Key Considerations
- Adjustments in administrative procedures may incur training needs and initial adaptation costs for the VA.
- Assessment of long-term savings from lowered employee turnover due to enhanced protections.
- Potential legal costs increases from restored grievance procedures leading to more complex cases.
- The bill does not directly impact non-VA sectors or the economy at large.