**Welcome**

[Ken Quantock](mailto:kenneth.quantock@mail.va.gov) - Moderator (202-
273-9753)

-   The handbook that mentioned last month is now being routed
    electronically for concurrence. We are following up with those
    offices that have not concurred to see if we can ease this package
    thru the system with minimal revisions. We\'ll keep you posted on
    it\'s progress.

-   In the minutes from the last call, we responded to a question on
    Suitability Regulations - indicating that they were in concurrence
    process. Apparently the right answer for the wrong question. In
    today\'s agenda there is a definitive response to both the Position
    Sensitivity Issue as well as the Suitability Issue. The right
    answers to the right questions.

-   Buyouts - no change since the last call, the package is within the
    agency awaiting approval. OMB approval of VA\'s plan is required.

-   Thanks for all the positive feedback on the conference call. We have
    received many requests from individuals to be included in the
    distribution list. Unfortunately, our distribution list consists of
    several larger distribution lists. 25 VBA Wide, VHA National HRM
    Specialists; and HRMOField. To be added you should email the owners
    of those distribution lists to make changes. VBA - Khisa Lee - VACO;
    VHA - Kent Wellman, Huntington, and HRMOField - Terry Kahn,
    Indianapolis, Kent Wellman asked to pass along the following:

    -   *In addition to not using the group for vacancy announcements,
        please also mention that it is reserved for Personnel
        Specialists. Others (Personnel Assistants, EEO Managers, OWCP
        Specialists, etc.) may only be entered based on the
        recommendation of the HRMO. Finally, please thank those who have
        been notifying me when people leave HR, be it by taking another
        job or leaving the VA, as a reminder to the rest to do so.
        Thanks!!!*

-   Based on feedback we received after the last call it appears that
    some HR offices had not received agenda, or minutes from past calls.
    Hopefully this has now been rectified. The purpose of the call is to
    share information within VA\'s HR community. Please share the
    information provided in this call with any co-workers who can\'t
    attend the call. Whenever possible, please share phones...the number
    of lines are limited.

-   There are a couple of modifications to the agenda....a presentation
    by Deborah Allen on the Repayment of Student Loans. Elizabeth LaNier
    was not able to be on the call but will provide followup information
    for the minutes. \[Her expanded comments are included in these
    minutes.}

**Opening Remarks -** [Ventris
Gibson](mailto:ventris.gibson@mail.va.gov) - DAS for HRM (202-273-4920)

> Ventris Gibson began with a couple of highlights to share. Beginning
> in May, the monthly Deputy Assistant Secretary Monthly Highlights
> report will contain more substantive issues relevant to those items,
> which are on the priority list for Secretary of Veterans Affairs.
> Currently OHRM is involved in several high level initiatives:
>
> • Administering the One-VA Survey nationwide - Secretary Principi has
> given the approval to administer the survey. The steering committee
> includes VHA, VBA, NCA, staff offices and Unions.
>
> • Second - The workforce planning committee is pulling together a
> One-VA document that contains the initiatives that all of us are
> engaged in as we work towards succession or workforce planning.
>
> • Third - a national telecommuting program. Recent legislation under
> the Department of Transportation Appropriations Act requires agencies
> to implement a telecommuting program. While VA has had a telecommuting
> program since 1997, one of the things we are looking at is how to
> expand and how to capitalize on the successes we have achieved to
> date.
>
> One of the other items she shared has to do with retroactive personnel
> actions. Within the next month, arrangements will be made for a
> special conference call, which will include HRM Officers only and will
> address the current number of retroactive personnel actions within the
> system and share the concerns of OPM on those actions. The second part
> of the conference call will address the PAID OLDE rate of errors and
> the concerns on the impact on OPM\'s CPDF. We\'ll talk about creative
> and flexible philosophies to ensure that the PAID OLDE errors are
> reduced and that our retroactive actions are in compliance with the
> OPM guide to processing personnel actions. The Office of the DAS for
> HRM is actively engaged in the transition to the new administration.
> Tim McClain, the new General Counsel for the Department was confirmed
> last week and sworn in on Monday. Five others are moving through the
> vetting process with the White House. Two other names are expected to
> go forward for confirmation within the next month.
>
> In closing Ms. Gibson indicated that she has received approval to
> reorganize HR. At our next call the organizational structure will be
> shared with you.

**HRLINK\$ Update**

> [Barbara Panther](mailto:barbara.panther@mail.va.gov) - HRLINK\$
> (202-565-7812)

# 

# General

-   HR LINK*\$*^SM^ Steering Committee has been reformed after a break
    of quite a few months. The first meeting of the new Committee was
    held on Monday, March 12 and the second on Monday, April 9, 2001.
    The members of the Steering Committee are:

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-   Principal Deputy Assistant Secretary for Human Resources and
    Administration (Co-Chair \[ex officio\]) -- Bob Schultz (also Acting
    Assistant Secretary for Human Resources and Administration)

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-   Principal Deputy Assistant Secretary for Management (Co-Chair \[ex
    officio\]) -- Bill Campbell (acting)

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-   Deputy Under Secretary for Health -- Dr. Frances Murphy

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-   Deputy Under Secretary for Benefits -- Rick Nappi

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-   Deputy Under Secretary for Management (National Cemetery
    Administration) -- Vince Barile

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-   General Counsel -- Jack Thompson (acting)

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-   Principal Deputy Assistant Secretary for Information and Technology
    -- Guy McMichael (acting)

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-   Deputy Assistant Secretary for Planning and Evaluation -- Gary
    Steinberg

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-   Deputy Assistant Inspector General -- Richard Ehrlichman

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-   Deputy Assistant Secretary for Finance -- Dennis Kordyak (acting)

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-   Deputy Assistant Secretary for Human Resources Management -- Ventris
    Gibson

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-   Associate Deputy Assistant Secretary for Financial Systems (ex
    officio) --Phil Edenfield (acting)

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-   Associate Deputy Assistant Secretary for Human Resources Management
    (ex-officio) -- Helen Bolton

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-   Director, Shared Service Center (ex officio) -- Melissa John, SSC
    Deputy Director, attended on behalf of Bruce Carruthers

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-   At the March Steering Committee meeting, a work group was chartered
    to review the mission and purpose of HR LINK*\$*^SM^. Bob Clayton
    chaired the work group which had representatives from each of the
    three Administrations and several staff offices. Barbra Symonds and
    Phil Edenfield from the Project Office and Cathy Hamel from the
    Shared Service Center (SSC) provided information to the work group
    as requested.

    The work group's first report was presented at the April Steering
    Committee meeting. It included a series of recommendations that are
    under consideration by the Steering Committee.

-   HR LINK*\$*^SM^ is gathering information and documents for the
    Office of Inspector General. OIG is conducting a review of the
    Project. This is the seventh review of the Project by various
    entities during the last 12 months.

    [Position Classification]{.underline}

    Since February when a decision was made that VA would no longer use
    Coho for an automated classification product, the following
    activities have occurred:

-   The SSC set up a position description library that is access via the
    HR LINK*\$*^SM^ Applications Page and now provides expanded manual
    classification services.

-   Delegation for classification authority was reissued to
    Administrations and Staff Offices through their executives by
    memorandum dated February 15, 2001.

-   Field and Headquarters HRMOs reviewed Department of Defense Coredoc
    product for possible use by VA.

-   Project developers have conducted an initial assessment of Coredoc
    and believe that, if selected, it can be web-enabled in about 6
    months time.

-   Project is currently working to finalize Coredoc as the product that
    VA wants (an approval process is required).

-   If selected, one area of Coredoc that will require substantial work
    is expanding the data and adding new and VA-specific content. The
    Project is now recruiting for volunteers to work on content and user
    interface design, in anticipation of Coredoc receiving final
    approval. Any one interested in working on this part of the Project
    should contact your Administration HR LINK*\$*^SM^ Liaisons (VHA --
    Bonnie Kerber, VBA -- Trish Moore, NCA -- Caren Eirkson).

    [Recruitment]{.underline}

-   The Recruitment Team of Administration, Staff Office, Project Office
    and SSC volunteers have been working toward identifying the best
    automated recruitment product for VA.

-   A request for information about commercial-off-the-shelf automated
    recruitment products closed in mid-March. Sixteen vendors responded
    and ten are being invited to provide product demonstrations the week
    of April 23. The Recruitment Team and other Administration
    representatives will identify the products that will be further
    assessed by the Recruitment Team. Those assessments will be held the
    week of May 21, 2001, with a final report and recommendation due in
    June.

-   Recruitment Team members are also working with Department of
    Treasury on their development and testing of the PeopleSoft
    Recruitment module.

-   The Florida National Cemetery has been engaged since late Fall 2000
    in a pilot, receiving direct services from the SSC for end-to-end
    recruitment.

    [Manager Self Service]{.underline}

-   Manager Self Service (MSS) prototypes started and continue as
    follows:

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-   August 2000: VACO Office of Human Resources Management, Office of
    Financial Management, Headquarters National Cemetery Administration
    (NCA), Austin Automation Center, and Financial Services Center.

-   December 2000: Three additional NCA sites, the Delegated Examining
    Unit in Richmond, Virginia, and Veterans Benefits Administration
    (VBA) Seattle Regional Office.

-   May or June 2001: The SSC.

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-   Since the first prototype began, the Project has conducted three
    assessments with the prototype populations.

-   In response to suggestions made in the assessments and through many
    on-going conference calls with the prototype sites, the Project made
    four significant updates to HR LINK*\$*^SM^ . On April 2, 2001,
    Manager Self Service prototype managers had four updates to
    HR LINK*\$*^SM^. Communicated under the subject: **"Because you
    asked...HR LINK*\$*^SM^ Updates"**, the new functions are:

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-   **Email Notifications**: Managers will now be able to register an
    email address with MSS and begin to receive daily email
    notifications for any Advance Notices and/or Worklist items.

-   **Multiple Alternate Managers**: Managers will now be able to assign
    more than one Alternate Manager for overlapping time periods.

-   **Search By Position Number**: Managers will now be able to pinpoint
    position searches when they initiate a Job Requisition by using the
    Position Number.

-   **Position Report**: Managers will now have a complete listing of
    all positions in their span of control. The report includes each
    employee's Position Title, Position Number, Occupation Series, Grade
    and Step, Salary, Service Computation Date, and Birth Date.

> A Web-based "tutorial" was developed for the updates, and a hyperlink
> to the Learning Center Web page was emailed to Managers April 2^nd^.
> The Updates Website includes detailed descriptions, screen shots, and
> procedures, and has become a permanent fixture of the Learning Center
> where product improvements will be featured.

-   In order to gather more formally, input from managers who use
    HR LINK*\$*^SM^ on a regular basis, a manager users group is being
    established. Prototype site executives and managers have expressed
    significant support for such a group and are currently reviewing a
    charter.

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-   The first meeting will be held here in Washington, DC on April 18,
    2001, and will include a GroupWare session to identify and
    prioritize issues.

-   The first focus of the Users Group will be MSS. However, ultimately,
    the Users Group will cover issues from all HR LINK*\$*^SM^ products
    and services.

    [Payroll/Time & Labor]{.underline}

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-   Payroll brings all the HR LINK*\$*^SM^ products and services
    together into an integrated system.

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-   ESS desktop and IVR information will go directly using technology
    into PeopleSoft and the Information Warehouse, instead of requiring
    manual entry.

-   PeopleSoft HR module will feed the Payroll module.

-   A new web-enabled time and attendance entry and timekeeping system
    will be rolled out.

-   Internal and external interfaces (to VA's accounting and payments
    system, to the Decision Support System, to OPM's CPDF, to Department
    of Treasury, etc.) will be included.

-   A reports warehouse for canned reports will be available to managers
    and HR practioners.

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-   Payroll development is progressing with systems test targeted for
    mid-May. A parallel test is scheduled to begin in mid to late summer
    this year (2001). A full prototype test is targeted for January
    2002.

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-   Payroll subject matter experts are needed at the Project Office for
    the week of April 23 and an additional week in May or June.

-   As Payroll is a major activity, we ask that you pass on this
    information to your station's payroll staff. They are certainly
    welcome to attend and participate in any of the meetings that you
    are asked to attend, based on interest and expertise. We need to
    engage the Payroll staffs more fully so that the new services,
    products, and business process are introduced to them early. Please
    share HR LINK*\$*^SM^ information with them.

**Shared Service Center -** Shirley Jackson

> Definitions of Open Season and Election Period:
>
> **Open Season:** The period during which employees covered by FERS or
> CSRS may elect to make contributions to the TSP, change the amount
> they are contributing to the TSP, or terminate their TSP
> contributions. There are two TSP open season each year: November 15
> through January 31 and May 15 through July 31.
>
> **Election Period:** The last calendar month of the open season
> (currently, January or July). It is the earliest period during which a
> contribution election to start or change the amount of contributions
> made during a TSP open season can become effective.
>
> Prior to the upcoming TSP Open Season, regulations at the web site;
> <http://www.tsp.gov/features/tsp2c.html> ; stated:
>
> \"If you are a newly hired FERS employee, you must wait before you
> contribute to the TSP until the second open season after you were
> hired. (Note: If you are hired during an open season but before the
> last month of the open season, that open season is considered the
> first one.) For example, if you were hired during the period from
> January 1 through June 30, you are eligible to sign up to contribute
> to the TSP during the November - January open season. Your agency must
> start the Agency Automatic (1%) Contributions the first full pay
> period of the last calendar month of the open season in which you
> first become eligible.\"
>
> At this same time is when the Agency Matching would begin. In the
> quote above it states the last month of the open season, which is
> referred to as the Election Period in TSP Bulletin 01-4. Example 3a.
> on page 4 states that Mary was appointed on July 2, 2001 (July is an
> Election Period and therefore does not count as the first open season.
> Although Mary may make a TSP contribution election immediately, she is
> not eligible to receive he Agency Matching or Agency Automatic 1%
> until the second open season, which is July 2002.
>
> So as you can see the Agency Matching and Agency Automatic 1% has not
> changed from prior regulations.

**HRMO Activity**

> [Ken Quantock](mailto:kenneth.quantock@mail.va.gov) - Moderator (202-
> 273-9753)
>
> [SELECTION(S) MADE:]{.underline}
>
> Joleen M. Clark has been selected to the position of Human Resources
> Manager at VAMC New Orleans, LA.
>
> Gail P. Powell has been selected to the position of Human Resources
> Manager at VAMC Long Beach, CA.
>
> Sam Evans has been selected for the Human Resources Manager at the
> VAMC Jackson, MS
>
> [CURRENT VACANCIES:]{.underline}
>
> Central Alabama Healthcare System (Montgomery)
>
> Chalmers Wylie Outpatient Clinic (Columbus, OH)
>
> Connecticut Healthcare System
>
> Decatur, GA
>
> Durham, NC (Network HR Manager)
>
> Fayetteville, NC
>
> Northern California Healthcare System (Martinez)
>
> Salisbury, NC
>
> Wilkes-Barre, PA

## San Francisco, CA

> (Note: [Angela Missouri](mailto:angela.missouri@mail.va.gov) is to be
> notified of any selections made for vacant HRMO positions. Ms.
> Missouri can be contacted at 202-273-5937.)

**Items of Interest**

> **Position Sensitivity** -\[Security and Law Enforcement (07C)\]
>
> [Sherri Miller](mailto:sherri.miller@mail.va.gov) - (202-273-5555)
>
> The 0710 Directive and Handbook were signed in November of 2000.
> However, since chapter 731 of 5 CFR was revised in December, the
> Office of General Counsel requested that we not distribute the
> document until we made all of the changes to reflect the recent
> changes to the CFR. With the changes made, the 0710 policy will be
> routed again for concurrence. We are working with OHRM to release a
> HRML to further clarify the position sensitivity process.
> Unfortunately, the HRML is also delayed until VA Directive 0710 is
> completed. Additionally, we were impacted by the VHA/005 upgrade in
> the position sensitivity of all department System Administrator
> employees. All System Administrators are now designated as High Risk.
> Ever since the memo was released it has been raining OPF\'s in the
> Security Office. We are working diligently to get the OPF\'s back to
> the field and send out the necessary investigative forms. Finally, VA
> Form 0235. This form requires the approval of the Secretary prior to a
> 15 appointment or promotion, will be revised soon. About 3 weeks ago
> we had a meeting with Ventris and all of the department HR staff
> offices. It was agreed that the form now penalizes employees that have
> fallen through the gap and not received an investigation. Our office
> is working with Angel Wolfrey and GC on the revision.
>
> **Suitability Determination** - [Elizabeth
> LaNier](mailto:elizabeth.lanier@mail.va.gov) (202-273-9818)
>
> (Presented by Elodie Murray)

-   There was a question on the March call about the regulations on
    suitability issued in the *Federal Register*. \[There have actually
    been 3 related *Federal Register* entries:

> Final Regulations, Vol. 65, No. 250, dated 12/28/00, pgs. 82239-82246;
>
> Extension of Effective Date of Final Regulations, Vol. 66, No. 18,
> dated 1/26/01, p. 7863; and
>
> (2 minor) Correction(s), Vol. 66, No. 35, dated 2/21/01, p. 11100.\]

-   The new suitability regulations have a March 30, 2001 effective
    date. However, OPM has agreed to allow all departments and agencies
    up to one year to modify their existing suitability adjudication
    programs as needed in order to accommodate the increased delegation
    of applicant suitability authority. So, VA has until March 30, 2002,
    to make its suitability program changes.

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-   In the meantime, OPM will continue to accept applicant suitability
    referrals from all departments and agencies as before. OPM has
    further advised that it will provide supplemental guidance and
    suitability training \[for a fee\] to assist departments and
    agencies, and that it is developing a suitability processing
    handbook. We will provide any information on supplemental guidance
    or training as it becomes available.

> **Repayment of Student Loans** - [Deborah
> Allen](mailto:deborah.allen@mail.va.gov) (202-273-9700)
>
> We are developing a Directive and Handbook on the Repayment of Student
> Loans. This will allow you to repay outstanding federally insured
> student loans previously taken out by a candidate to whom an offer of
> employment has been made, or a current employee of our agency in order
> to recruit or retain highly qualified professional, technical, or
> administrative personnel. You may provide up to \$6,000 per employee
> per calendar year and a maximum of \$40,000 per employee. The minimum
> period of employment to be established under a service agreement when
> using this loan, will be three years regardless of the amount of loan
> repayment authorized. Service agreements may be renewed.
>
> There are four frequently asked questions.
>
> [When can we begin repaying loans?]{.underline}
>
> A draft Directive and Handbook should be completed by the end of the
> month. Payroll has to implement a system to accommodate the loan
> repayment. This will take approximately four months. So, we are
> looking at implementing the program late summer.
>
> [Who is eligible?]{.underline}
>
> All GS employees (including hybrids) are eligible.
>
> [Are other employees eligible?]{.underline}
>
> The answer is the same. Only all GS employees (including hybrids are
> eligible). OPM is proposing expanding this to include non-GS
> employees. This would include Title 38 and Wage Grade employees. Also,
> VHA has completed a draft policy that will permit loan repayment for
> VHA employees in health care occupations. This would include Title 5
> and Title 38 employees.
>
> [What are the criteria for the loan repayment?]{.underline}
>
> The loan will be based on a written determination that, in the absence
> of offering loan repayment benefits, the agency would encounter
> difficulty either in filling the position with a highly qualified
> candidate, or retaining a highly qualified employee in that position.
>
> More information can be found on the [OPM
> Website](http://www.opm.gov/studentloan/q&a.htm).
>
> **Federal Career Intern Update** - [Elodie
> Murray](mailto:elodie.murray@mail.va.gov) (202-273-9823)

-   As those know who have read the interim regulations in the Federal
    Register (Vol. 65, No. 241, dated 12/14/00, pages 78077-9), before
    VA can use this new excepted appointing authority, VA must issue
    policy on how VA will administer this program.

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-   Since the Federal Career Intern Program was addressed on the January
    HRM Conference Call, OHRM has consulted with representatives of the
    3 Administrations and interested staff offices. The consensus of the
    VA organizations is that VA's policy needs to allow this program to
    reside at the Administration-level and, for interested Staff
    Offices, at Central Office-level. Under the regulations, VA's only
    other option would have been a Department-wide program.

-   At least initially, VA will not choose that route because
    orchestrating a VA-wide approach would delay making the authority
    available within VA as a staffing tool. Later, if someone comes up
    with a great VA-wide approach, the policy can be adjusted to
    accommodate a Department-wide program. The goal of VA's policy will
    be to allow implementation of this program as quickly as possible
    within the parameters of the regulations.

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-   The other side of this is that this new Title 5 excepted Schedule B
    Federal Career Intern appointment authority cannot be used until the
    VA policy and a related program have been instituted. For the most
    part, that has been true in VA, but there have been a few minor
    instances where PAID output shows the authority has been cited for
    appointments. So those HR offices now have to correct the authority
    codes for those appointments. Thankfully, these were easy
    corrections since the employees all had eligibility for appointment
    under other authorities. While those HR offices are taking
    corrective action, for everyone's benefit, please share with HR
    staff members this caution that VA's Career Intern policy has to be
    issued before the related appointment authority can properly be used
    in VA.

> **Responsiveness to Applicants** - [Elodie
> Murray](mailto:elodie.murray@mail.va.gov) (202-273-9823)

-   VA received a memorandum from OPM recommending that one way a
    department or agency can enhance its image in today's highly
    competitive job market is for its Human Resources offices to
    communicate efficiently with Federal job applicants.

-   People who receive helpful information about the status of their
    applications will have a more favorable impression of the business
    practices of that organization, even when they ultimately do not
    receive a job offer.

-   So, along those lines, facility HR offices might want to review the
    area of how effectively communications with applicants are being
    handled.

-   This is particularly true at this time when VA is faced with some
    real workforce planning challenges and is undertaking initiatives to
    recruit and retain highly qualified people to meet critical VA
    employment needs.

-   In assessing communications with applicants, the first group that
    naturally comes to mind are those who can be considered seriously
    for vacant positions. However, HR shops also need to be helpful to
    those who have no real job prospects with VA at the moment. Such
    applicants might not receive a VA job offer themselves, but might
    know a family member or friend with the qualifications we are
    seeking.

-   HR offices need to use doable procedures to ensure that VA does not
    have an image in the job market as an organization which is
    unappreciative of, or unresponsive to, applicants.

-   The formula that should work for us is the golden rule. Consider
    what anyone would want as an applicant:

> **-**A vacancy announcement that lists both phone and e-mail contact
>
> information for a VA employee who is available to answer questions;
>
> **-**To know that VA has received an application one has submitted;
>
> **-**Prompt receipt of consideration results, so the applicant knows
> whether her/his job search has succeeded or needs to branch out
> further; and
>
> **-**If the process extends over some time, how the applicant can
> easily check the status of that vacancy.

-   Given the demands on current VA HR staffs, we recognize that the
    ideal procedures are easier listed than accomplished. Longer term,
    broad-based automation is needed to help address this issue. In the
    interim, VA HR offices need to use practical procedures now so that
    VA is known for treating applicants in a considerate and
    professional way. This is one way we can enhance VA as an employer
    of choice.

-   VA HR offices that are currently communicating effectively with
    applicants are invited to share approaches which other facilities
    can easily implement. Best practices for applicant communication
    sent us by e-mail or phone would then be shared with the VA-wide HR
    community.

> **OPM standards developments** [Jim
> Halliday](mailto:james.halliday@mail.va.gov) (202-273-4973)
>
> Job family standards for the 600/700 series
>
> New standards for MRTs and computer specialists

-   OPM is starting fact finding on the GS-600 technical and the GS-600
    professional job family standards. These standards will cover 40
    occupations and close to 50,000 VA employees. OPM hopes to complete
    the fact finding at various VA facilities by this fall and issue the
    new standards by early 2002. Hopefully the VA will be able to have a
    substantial input into the new standards.

-   In addition, it is anticipated that OPM will be issuing the new 2200
    job family standard in early May which is planned to cover all the
    IT occupations ( Computer specialists 334, Computer scientists and
    Engineers and many employees in the Telecommunications 391 series).

-   The Job Family Position Classification standard for the 600 clerical
    work is scheduled to be issued by OPM in May and will cover the
    GS-679 and GS-675 series in the VA.

-   These new job family series standards are replacing the individual
    classification series standards that OPM has traditionally
    published. OPM has been very active recently having issued new job
    family classification standards for Professional and Administrative
    Work in the Accounting and Budget Group GS-500, for Administrative
    Work in the Human Resources Management Group GS-200, and for
    Assistance Work in the Human Resources Management Group GS-200.

> **Changes in military leave charge** - [Linda
> Settle](mailto:linda.settle@mail.va.gov) (202-273-9838)
>
> (Excerpt from 051 Flyer)
>
> As a result of the enactment of Public Law 106-554, section 101(a)(3),
> which amends 5 U.S.C, 6323(a), **[the minimum charge to military leave
> is 1 hour]{.underline}**. The law became effective on December 21,
> 2000 and is retroactive to that date.
>
> A. **The following applies to [Title 5 employees and hourly Title
> 38]{.underline} [employees]{.underline} for active or inactive duty in
> the National Guard or as a Reservist of the Armed Forces:**

-   Military leave is credited to a full-time employee on the basis of
    an\
    8-hour day. A full-time employee working a 40-hour workweek will
    accrue 120 hours (15 days x 8 hours) of military leave in a fiscal
    year, or the equivalent of three 40-hour workweeks. Military leave
    under 6323(a) will be prorated for an employee on a part-time
    schedule or an uncommon tour of duty based proportionally on the
    number of hours in the employee\'s regularly scheduled biweekly pay
    period.

-   An employee on a full-time or part-time schedule may be charged
    military leave only for hours they would otherwise have worked and
    received pay. Employees who request military leave for inactive duty
    training (which generally is 2, 4, or 6 hours in length) will now be
    charged only the amount of military leave necessary to cover the
    period of training and necessary travel.

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-   Members of the Reserves or National Guard are no longer charged
    military leave for weekends and holidays that occur within the
    period of military service.

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```
-   An employee\'s civilian pay remains the same for periods of military
    leave under 5 U.S.C. 6323(a) and (c) **[including any premium pay an
    employee would have received if not on military
    leave.]{.underline}** For military leave under 5 U.S.C. 6323(b),
    employee\'s civilian pay is reduced by the amount of military pay
    for the days of military leave. However, an employee may choose not
    to take military leave and instead take annual leave in order to
    retain both civilian and military pay.

> B. **The following applies to [VA employees appointed under authority
> of 38 U.S.C., 7306, 7401(1), or 7405(a)(1)(A):]{.underline}**

-   Full-time employees appointed under authority of 38 U.S.C., 7306,
    7401(1), or 7405(a)(1)(A) not limited to 1 year or less, **will
    continue to accrue 15 days of military leave per fiscal year and
    will be charged military leave on a daily basis. This includes
    physicians, dentists, podiatrists, and optometrists.**

> The Office of Human Resources Management (OHRM) has advised the
> Department of Defense that Title 38 employees on 24/7 schedules will
> continue to be charged military leave on a daily basis until further
> notice. These employees are required to be on duty 24 hours a day,
>
> 7 days a week to meet the needs of VA\'s patients. They receive pay
> based on these schedules. We encourage employees on 24/7 schedules to
> notify their commanding officers of their daily basis charge status.

-   A part-time employee appointed under 38 U.S.C. 7405(a)(1)(A) not
    limited to 1 year or less, will continue to accrue military leave at
    the rate of 15 days (120 hours) annually, which will not be
    prorated. **[These employees will be charged military leave on an
    hourly basis.]{.underline}**

> Further instructions pertaining to the tracking of hours of military
> leave will be provided by Payroll Administration.

[Katie
McCullough-Bradshaw](mailto:katie.mccullough-bradshaw@mail.va.gov):
(202) 273-9838

[Janice Lucas](mailto:janice.lucas@mail.va.gov): (202) 273-9819

> **Employing the Disabled Initiative** - [Dennis
> Curley](mailto:dennis.curley@mail.va.gov) (202-273-9816)
>
> Based on Executive Order 13163, dated July 26, 2000, agencies are
> required to increase opportunities for individuals with disabilities
> to be employed in the Federal Government.
>
> Last fall, VA committed to reach our allocation of 17,700 hires of
> applicants with disabilities over a 5-year period. However, that
> 5-year period has not yet started. As you may remember, there was a
> suspension of hiring by the new administration until newly appointed
> agency heads had a chance to take a look at their organization and
> hiring patterns within their agency.
>
> OPM is chairing meeting with Social Security Administration which will
> insure that we have an across the board federal push.
>
> The subcommittees that are working on materials that will be available
> for all agencies, Dissemination and Education group, Reasonable
> Accommodation group, Resources and Partnerships group, Measurement and
> Accountability group, and a Recruitment and Hiring group. These groups
> will come up with a whole series of tools and approaches that will be
> available to all operating HR offices, so that agencies HR offices
> will not have reinvent the wheel. These materials are scheduled to be
> made available in May and June.
>
> On future calls we will update you on where we stand on this issue. We
> are in the process of insuring that all staff offices and
> administrations are aware of this initiative.
>
> **HR System of Directives and Handbooks (SOG#2)**
>
> [Dennis Curley](mailto:dennis.curley@mail.va.gov) (202-273-9816)
>
> Terry Kahn and I along with field staff, people on CACG staff have
> been working towards the day when the series of Directives and
> Handbooks will replace MP-5, Parts I and II. We are very close to the
> end of that process now. Very shortly, all of the materials should be
> placed in the final concurrence process. They have been annotated to
> reflect Under Secretary and staff office authorities in a One-VA
> system of Directives and Handbooks. Once approved, they will be made
> available on the Va Intranet. Terry Kahn has made arrangements to
> issue a CD for each facility...an initial copy...of this set of
> materials. Dennis will be meeting with GC to kick of concurrence
> process. We have great cooperation from OGC, field activities, and
> VACO Administrations and staff offices.
>
> \[Terry Kahn added that an index and collection of forms will also be
> made available. The issuances will be full of hyperlinks to other
> directives, websites. Terry assured everyone that there will be a good
> selection of sample letters in the documents. We are now awaiting the
> concurrence process whichTerry optimistically thought might be done by
> June. In response to a question, Terry repeated that these materials
> would not be provided in hardcopy...just electronic version.\]
>
> **Comings and Goings** - [Dennis
> Curley](mailto:dennis.curley@mail.va.gov) (202-273-9816)
>
> [051 Staff Changes]{.underline}
>
> **Gary King** has assumed staff assistant duties within Dennis\'
> immediate office.
>
> **Joyce Cornette** has joined our organization in the staffing area.
> Joyce is on our roles and is in the process of moving from VAMC
> Mountain Home.
>
> As some of you may know, **Brian McVeigh** has very recently
> transferred to VHA. His last day with us was last Friday. At the time
> we were in the process of recruiting for a second staffing leader
> position, we were able to make two selections instead of one. I\'m
> pleased to announce that **Elodie Murray** and **Elizabeth LaNier**
> have been selected to fill the two vacant positions.
>
> Title 38 Staffing Issues - [**Elizabeth
> LaNier**](mailto:elizabeth.lanier@mail.va.gov) - (202-273-9818)
>
> [LICENSED PRACTICAL NURSES]{.underline}
>
> As many of you know, there was a pilot program for GS-7 Licensed
> Practical Nurses (LPNs) at the Palo Alto and West Los Angeles VA
> Medical Centers. This pilot has expired. After reviewing an assessment
> of the pilot at these two sites, as well as concerns raised by LPNs
> and other nursing personnel throughout VHA, an LPN Task Force
> Workgroup was appointed by the Chief Consultant, Nursing Strategic
> Healthcare Group. One of the top priorities of this Task Force, which
> met this past February, is to address the grade structure for LPNs.
> The Task Force is currently drafting a revision to the LPN
> qualification standard to support the GS-7 level. We will keep you
> posted as this project progresses.
>
> [Appointment of Associated Health Trainees under
> 38 U.S.C. 7405(a)(1).]{.underline}
>
> We recently received a call concerning the appointment of podiatry
> residents as associated health trainees. VHA Supplement to MP-5, part
> II, chapter 2, paragraph 2.31b, restricts these appointments to one
> year. This corresponded to the statutory restriction in 7405(a)(1)(D)
> that medical support personnel may only be appointed for one year
> (non-renewable).
>
> A recent public law (P.L. 106-419) amended 7405 to allow for the
> temporary appointment of full-time medical support personnel for up to
> 3 years (with extensions for like periods). While the change has been
> made in law, VA must make changes to its policies to implement this
> provision. Changes to MP-5, part II and the VHA Supplement are with
> the Office of General Counsel for concurrence before going forward for
> final approval. We anticipate that these changes will be approved in
> the very near future and we will advise you as soon as they have been
> signed.
>
> However, while changes to VA's policies concerning the appointment of
> medical support personnel are pending concurrence in General Counsel,
> the one year restriction on Associated Health Trainees was not
> included in the proposed policy change because that limitation
> originated in M-8. After speaking with officials from the Office of
> Academic Affiliations here in Headquarters, we understand that they
> will be changing M-8 to allow trainees to be reappointed for
> additional years beyond the first and second year of training.
> Therefore, we will be working with that office to reflect those
> appointment flexibilities in our policies as well. We will keep you
> advised on the status of this policy change.

# [PROFESSIONAL STANDARDS BOARDS]{.underline}

> We also have received an increasing number of calls concerning
> locations of Professional Standards Boards, which ones are
> centralized, etc. We hope to have an item ready for next month's HR
> conference call addressing this issue.

**Preview of May Conference Call** -- [Ken
Quantock](mailto:kenneth.quantock@mail.va.gov) (202-273-9753)

> In addition to any follow up discussion on T38 issues that Elizabeth
> Lanier provided for the minutes of this call, Mel Sess will discuss
> Work Force Planning. Mel indicated that he will \"provide an overview
> of my office, what their goals and priorities are, and an overview of
> Workforce Planning initiatives in which they are currently involved.
> Later in April, he\'ll be chairing a Work Group commissioned by the
> Secretary\'s Executive Steering Committee on WF Planning to develop a
> Departmental plan. He will provide an update on what was accomplished
> at the Work Group meeting. He said he has some very creative
> initiatives that they are working on that he thinks everyone will find
> of interest.

***Next Conference Call is Wednesday, May 9, 2001, 3pm EDT***