Bill Overview
Title: VA Workforce Investment and Expansion Act of 2022
Description: This bill addresses workforce and employment matters of the Department of Veterans Affairs (VA). Among other elements, the bill requires the VA to develop and implement a national rural recruitment and hiring plan for the Veterans Health Administration (VHA); authorizes the VA to buy out non-VA service contracts of certain health care professionals in exchange for employment at rural or highly rural VA facilities; requires the VA to establish qualifications for each of its human resources positions and establish standardized performance metrics for such positions; increases the pay cap for certain employees of the VHA; expands employment opportunities for housekeeping aides by removing the requirement that competition for VA housekeeping aide positions is restricted to preference eligibles; modifies the authority of the VA related to hours, conditions and employment, and pay for certain employees of the VHA; authorizes the VA to establish an awards program for certain appointed personnel; authorizes the VA to waive any annual premium or aggregate limitation on pay for an employee of the VHA during the calendar year in which the official duty station of the employee is closed or the office, facility, activity, or organization of the employee is realigned; provides additional authority for the VA to provide recruitment and relocation bonuses, retention bonuses, merit awards, incentives for critical skills, and student loan repayments; and authorizes specified health care professionals to prescribe controlled substances through telemedicine.
Sponsors: Rep. Pappas, Chris [D-NH-1]
Target Audience
Population: Employees and prospective employees of the Department of Veterans Affairs and associated healthcare systems
Estimated Size: 250000
- The bill focuses on workforce and employment within the Department of Veterans Affairs, specifically to improve recruitment and retention efforts in rural areas.
- By developing a rural recruitment plan, the bill aims to attract healthcare professionals to VHA facilities that are located in rural areas.
- The ability to buy out contracts in exchange for employment at rural VA facilities can potentially increase staffing in underserved regions, directly impacting veterans in those areas waiting for services.
- VA employees, including those in human resources and healthcare positions, will be affected by changes to employment conditions, pay structures, and eligibility for bonuses and awards.
- The expansion of employment opportunities for housekeeping aides opens up positions to a broader applicant pool.
- Allowing the prescribing of controlled substances via telemedicine could impact healthcare delivery, particularly in remote areas.
- The legislation is primarily U.S.-focused, as it targets the Department of Veterans Affairs.
Reasoning
- The policy directly impacts VA employees and prospective employees in rural areas by affecting recruitment, retention, and compensation.
- A significant portion of the target population includes healthcare professionals considering employment at rural VA facilities.
- Current VA employees, particularly those in rural areas, are expected to experience enhanced job satisfaction due to improved employment conditions.
- Housekeeping aides will have greater employment opportunities, which could improve their quality of life and economic stability.
- The budget constraints suggest that widespread, high-impact changes may be limited initially, but targeted improvements in underserved areas could have a meaningful effect.
Simulated Interviews
Registered Nurse (South Dakota)
Age: 35 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 5/20
Statement of Opinion:
- I'm really considering the option to move to a rural area if there's a good job opportunity. The idea of having my contract bought out is appealing.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 9 | 6 |
| Year 10 | 9 | 6 |
| Year 20 | 8 | 6 |
VA Doctor (Montana)
Age: 46 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 3/20
Statement of Opinion:
- The pay increase and bonuses are definitely motivational. It might make it easier to fill positions here.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 7 | 7 |
| Year 20 | 7 | 7 |
Housekeeping Aide (Alabama)
Age: 28 | Gender: other
Wellbeing Before Policy: 5
Duration of Impact: 2.0 years
Commonness: 8/20
Statement of Opinion:
- I think it's great that the restrictions are being lifted for housekeeping jobs. More competition could actually bring better workers to the VA.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 5 | 5 |
| Year 10 | 5 | 5 |
| Year 20 | 5 | 5 |
Human Resources Manager (Wyoming)
Age: 39 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 4/20
Statement of Opinion:
- This initiative could ease some of the staffing challenges we've been facing, but it will take time to see real effects.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
Clinical Psychologist (Texas)
Age: 55 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 10.0 years
Commonness: 2/20
Statement of Opinion:
- Telemedicine prescriptions could help many of my patients in remote areas.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 9 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 7 | 7 |
Retired Veteran (New York)
Age: 60 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 1.0 years
Commonness: 15/20
Statement of Opinion:
- I don't think it affects me directly, but better services might be available eventually.
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 | 8 | 8 |
| Year 20 | 8 | 8 |
Veterans' Advocate (Minnesota)
Age: 41 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 3.0 years
Commonness: 7/20
Statement of Opinion:
- Seems like a step in the right direction, but more support for urban veterans is also needed.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 6 | 5 |
| Year 5 | 5 | 5 |
| Year 10 | 5 | 5 |
| Year 20 | 5 | 5 |
Job Seeker (Georgia)
Age: 30 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 5.0 years
Commonness: 6/20
Statement of Opinion:
- I'm considering applying for VA positions. Better pay and incentives are motivating.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 7 | 5 |
| Year 5 | 7 | 5 |
| Year 10 | 6 | 5 |
| Year 20 | 6 | 5 |
Veteran Caregiver (California)
Age: 50 | Gender: other
Wellbeing Before Policy: 6
Duration of Impact: 8.0 years
Commonness: 4/20
Statement of Opinion:
- Any improvements in the VA's ability to hire more doctors will help my situation.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 8 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 7 | 6 |
Telehealth Coordinator (Oregon)
Age: 34 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 6.0 years
Commonness: 5/20
Statement of Opinion:
- Expanding controlled substance prescriptions through telemedicine will require careful monitoring but can improve care.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 7 | 6 |
| Year 5 | 7 | 6 |
| Year 10 | 7 | 6 |
| Year 20 | 6 | 6 |
Cost Estimates
Year 1: $50000000 (Low: $40000000, High: $60000000)
Year 2: $52000000 (Low: $42000000, High: $62000000)
Year 3: $54000000 (Low: $44000000, High: $64000000)
Year 5: $58000000 (Low: $47000000, High: $69000000)
Year 10: $65000000 (Low: $55000000, High: $75000000)
Year 100: $100000000 (Low: $85000000, High: $115000000)
Key Considerations
- Area-specific recruitment efforts will necessitate coordination between various VA facilities and local communities.
- There might be challenges in quickly implementing broad policy changes including new pay scales, performance metrics, and recruitment strategies.
- Telemedicine capabilities will require careful regulatory and technological updates, particularly concerning the prescribing of controlled substances.
- Fiscal impacts will vary significantly based on implementation efficiency and uptake of roles in rural areas.