Bill Overview
Title: VA Workforce Improvement, Support, and Expansion (WISE) Act of 2022
Description: This bill modifies various policies and procedures of the Department of Veterans Affairs that are related to (1) the training, recruitment, and retention of VA employees, including in the Veterans Health Administration; (2) personnel matters, such as those related to pay and bonuses; and (3) VA assistance with national emergencies.
Sponsors: Sen. Tester, Jon [D-MT]
Target Audience
Population: Employees of the Department of Veterans Affairs
Estimated Size: 365000
- The bill affects employees within the Department of Veterans Affairs, which includes the Veterans Health Administration.
- The Veterans Health Administration is one of the largest integrated health care systems in the United States and employs over 371,000 people as of early 2023.
- Given the general relevance to hiring and retention, changes could indirectly affect all employees, but particularly those involved with new recruitment or in areas identified for increased support and improvement.
- The bill also includes provisions for national emergencies, potentially widening the scope of affected employees if deployment or reassignment during emergencies is considered.
- VA changes may also affect veterans as a longer-term consequence if workforce improvements lead to improved healthcare services.
- Specific personnel matters like pay and bonuses would directly impact the larger body of VA employees.
Reasoning
- The simulated interviews focus on the employees of the Department of Veterans Affairs, a significant portion of whom work in the Veterans Health Administration.
- The budget and size of the workforce limit the impact to areas where recruitment, retention, or national emergency preparation are prioritized.
- Employees in administrative, clinical, and support roles may experience varied impacts, while some peripheral or less involved roles may have minimal changes.
- Regional disparities, urban Vs. rural challenges, or specific health care needs (mental health, geriatrics, etc.) could also play a role in determining individual impacts.
- There is an attempt to balance represented perspectives, from those with high importance for VA workforce improvements to veterans who might indirectly benefit from improved services.
Simulated Interviews
VA Nurse (San Diego, CA)
Age: 35 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 15/20
Statement of Opinion:
- The new policies should help reduce staff turnover, which is quite high in my ward.
- Incentives like tuition reimbursement will allow me to further my education while working.
- I appreciate the focus on emergency preparedness; it makes our jobs and outcomes more meaningful.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 6 |
| Year 2 | 7 | 6 |
| Year 3 | 8 | 6 |
| Year 5 | 8 | 5 |
| Year 10 | 9 | 5 |
| Year 20 | 9 | 5 |
Veteran Affairs Program Analyst (Houston, TX)
Age: 29 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 10/20
Statement of Opinion:
- Any improvement in pay or career progression opportunities will be welcomed.
- Our team has struggled to keep up with workload, so these changes could really help.
- I hope there's a clear shift towards efficiency rather than bureaucracy.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 9 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 8 | 7 |
VA Psychiatrist (Detroit, MI)
Age: 54 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 20.0 years
Commonness: 12/20
Statement of Opinion:
- Mental health services always seem underfunded; I hope that's addressed.
- Additional support directly to our sector would make a big difference.
- I'm cautiously optimistic about long-term effects but worry about initial resource distribution.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 9 | 5 |
| Year 10 | 9 | 5 |
| Year 20 | 9 | 5 |
VA Policy Advisor (Washington D.C.)
Age: 42 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 10.0 years
Commonness: 7/20
Statement of Opinion:
- It's always a challenge to get all the moving parts aligned for such policy changes.
- If the policies are implemented well, we might really see an uptick in morale and efficiency.
- Being part of the change process is rewarding, but the pressure is immense.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 8 | 8 |
| Year 3 | 9 | 8 |
| Year 5 | 9 | 8 |
| Year 10 | 9 | 8 |
| Year 20 | 8 | 8 |
VA Hospital Administrator (Rural Kansas)
Age: 38 | Gender: male
Wellbeing Before Policy: 5
Duration of Impact: 10.0 years
Commonness: 9/20
Statement of Opinion:
- Addressing recruitment challenges is critical for rural areas like ours.
- If this leads to more stability and predictable incentives, it's a huge win.
- I'm hopeful that policy will prioritize areas most in need, like rural initiatives.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 7 | 5 |
| Year 3 | 8 | 5 |
| Year 5 | 8 | 5 |
| Year 10 | 8 | 4 |
| Year 20 | 7 | 4 |
VA Benefits Officer (New York, NY)
Age: 45 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 20.0 years
Commonness: 11/20
Statement of Opinion:
- I hope any bonus structures will include those of us in high-pressure roles like benefits officers.
- Expanding staff to reduce caseloads is crucial for us.
- For employees and veterans both, improvements in our systems will be beneficial.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 8 | 7 |
| Year 3 | 8 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 9 | 7 |
| Year 20 | 9 | 7 |
VA Facilities Manager (Seattle, WA)
Age: 50 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 15.0 years
Commonness: 8/20
Statement of Opinion:
- Infrastructure needs are growing, and any improvements would be much appreciated.
- I believe national emergency preparedness should be a priority.
- We need specifics on how the workforce improvement translates to my area.
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 | 8 | 6 |
| Year 10 | 8 | 6 |
| Year 20 | 7 | 6 |
Retired VA Nurse (Atlanta, GA)
Age: 61 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 14/20
Statement of Opinion:
- Even in retirement, I'm interested to see how new policies will affect the friends and former colleagues still working.
- I have some consulting work, and streamlined operations based on these changes could make a difference.
- My focus is on whether there are genuine improvements in patient care metrics.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 7 |
| Year 2 | 7 | 7 |
| Year 3 | 7 | 7 |
| Year 5 | 8 | 7 |
| Year 10 | 8 | 7 |
| Year 20 | 7 | 7 |
VA Medical Student Resident (Boston, MA)
Age: 27 | Gender: female
Wellbeing Before Policy: 8
Duration of Impact: 10.0 years
Commonness: 13/20
Statement of Opinion:
- The promised improvements could certainly impact my decision to stay within the VA system after residency.
- The additional support for trainees can be life-altering early in a career.
- I'm hoping for enhanced supervision and mentoring opportunities.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 8 | 8 |
| Year 2 | 9 | 8 |
| Year 3 | 9 | 8 |
| Year 5 | 9 | 8 |
| Year 10 | 9 | 8 |
| Year 20 | 9 | 8 |
VA IT Specialist (Phoenix, AZ)
Age: 48 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 10.0 years
Commonness: 9/20
Statement of Opinion:
- Investments in IT must ensure that our systems remain secure and efficient.
- Workforce expansion means more data, thus requiring robust IT systems.
- A clear policy in favor of IT improvements will help manage our workload effectively.
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 | 8 | 6 |
| Year 20 | 8 | 6 |
Cost Estimates
Year 1: $500000000 (Low: $450000000, High: $550000000)
Year 2: $525000000 (Low: $475000000, High: $575000000)
Year 3: $550000000 (Low: $500000000, High: $600000000)
Year 5: $600000000 (Low: $550000000, High: $650000000)
Year 10: $700000000 (Low: $650000000, High: $750000000)
Year 100: $1500000000 (Low: $1400000000, High: $1600000000)
Key Considerations
- The bill focuses largely on human resource enhancements at the VA, implying significant investment in personnel.
- Any improvements in staff retention and recruitment quality may greatly impact VA operational effectiveness.
- Long-term efficiency gains could offset initial costs over time, mitigating budgetary impact.
- External economic conditions could influence the degree of positive GDP and tax revenue impacts.