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sional received the training and understands the informa-
tion provided by the training. 
(d) ANNUAL REPORT.—The Secretary shall submit 
to the Committees on Veterans’ Affairs of the House of 
Representatives and the Senate an annual report on the 
training described in subsection (a), including the cost of 
providing such training and the number of human re-
sources professionals who received such training during 
the year covered by the report. 
SEC. 9. PROMOTIONAL OPPORTUNITIES FOR TECHNICAL 
EXPERTS. 
Not later than 1 year after the date of the enactment 
of this Act, the Secretary of Veterans Affairs shall estab-
lish a promotional track system for employees of the De-
partment of Veterans Affairs that the Secretary deter-
mines are technical experts pursuant to regulations pre-
scribed by the Secretary for purposes of carrying out this 
section. Such system shall— 
(1) provide any such employee the opportunity 
to advance within the Department without being re-
quired to transition to a management position; and 
(2) for purposes of achieving career advance-
ment— 
(A) provide for the establishment of new 
positions within the Department; and 
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(B) notwithstanding any other provision of 
law, provide for increases in pay for any such 
employee. 
SEC. 10. COMPTROLLER GENERAL STUDY ON SUCCESSION 
PLANNING. 
(a) STUDY.—The Comptroller General of the United 
States shall conduct a study on each of the following: 
(1) The succession planning at each medical fa-
cility of the Department of Veterans Affairs, includ-
ing each medical center, domiciliary facility, out-
patient clinic, community-based outpatient clinic, 
and vet center. 
(2) The succession planning at the Veterans 
Benefits Administration and the National Cemetery 
Administration of the Department. 
(b) ELEMENTS.—The study under subsection (a) 
shall include, for each entity studied under the study, the 
following: 
(1) A determination of the mission-critical posi-
tions within the entity and the vacancy risk of such 
positions. 
(2) An analysis of the future needs for mission- 
critical positions and gaps within the existing talent 
pool of the entity. 
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(3) A description of strategies to close skill 
gaps through the use of training for existing staff, 
targeted recruitment, and hiring. 
(4) A plan to regularly evaluate progress of 
staff and update existing succession plans using 
clear and measurable metrics and benchmarks. 
(5) A demonstration of the capacity of the enti-
ty to execute succession plans with successful succes-
sion management strategies. 
(6) An analysis of succession planning and hir-
ing as it relates to rural areas. 
(7) Any other matters the Comptroller General 
determines appropriate. 
(c) REPORT.—Not later than 2 years after the date 
of the enactment of this Act, the Comptroller General shall 
submit to the Committees on Veterans’ Affairs of the 
House of Representatives and the Senate a report con-
taining each study conducted under subsection (a). 
SEC. 11. EMPLOYMENT OF STUDENTS AND RECENT GRAD-
UATES. 
(a) IN GENERAL.—The Secretary of Veterans Affairs 
shall prescribe regulations to allow for excepted service ap-
pointments of students and recent graduates leading to 
conversion to career or career conditional employment of 
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a student or recent graduate of a qualifying educational 
institution, as defined by the Department. 
(b) APPLICABILITY.—The conversion authority de-
scribed in subsection (a) shall be applicable to individuals 
in good standing who— 
(1) are employed in a qualifying internship or 
fellowship program at the Department; 
(2) are employed in the Department in a volun-
teer capacity and performing substantive duties com-
parable to those of individuals in internship or fel-
lowship programs and meet the required number of 
hours for conversion; 
(3) are employed in the Department under a 
contract or agreement with an external nonprofit or-
ganization and performing substantive duties com-
parable to those of individuals in internship or fel-
lowship programs; 
(4) have received educational assistance under 
chapter 33 of title 38, United States Code; or 
(5) graduated from a qualifying educational in-
stitution, as defined by the Department, and have 
not reached 30 years of age. 
(c) UNIFORMITY.—For the purposes of subsections 
(b)(2) and (b)(3), hours of work performed by an indi-
vidual employed shall be considered equal to those per-
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formed by an individual employed in a qualifying intern-
ship or fellowship program by the Department. 
SEC. 12. EXIT SURVEYS. 
(a) IN GENERAL.—The Secretary of Veterans Affairs 
shall develop and carry out a standardized exit survey to 
be voluntarily completed by career and noncareer employ-
ees and executives of the Department of Veterans Affairs 
who voluntarily separate from the Department. Such exit 
survey shall be developed in consultation with an appro-
priate non-Department entity with experience developing 
such surveys. 
(b) SURVEY CONTENT.—The survey shall include, at 
a minimum— 
(1) reasons for leaving the Department; 
(2) efforts made by the supervisor of the em-
ployee to retain the individual; 
(3) the extent of job satisfaction and engage-
ment during the employment; 
(4) the intent of employee to either remain em-
ployed within the Federal Government or to leave 
employment with the Federal Government; and 
(5) such other matters as the Secretary deter-
mines appropriate. 
(c) ANONYMITY OF SURVEY CONTENT.—The Sec-
retary shall ensure that data collected under subsection 
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