Title: Better Workforce for Veterans Act of 2017
Policy area: Armed Forces and National Security

Summary:
Better Workforce for Veterans Act of 2017
This bill authorizes the Department of Veterans Affairs to appoint qualified graduates and post-secondary students to competitive service positions without regard to certain federal civil service employment and retention provisions.
The VA shall allow for excepted service appointments of qualifying students and recent graduates leading to career or career conditional employment.
The VA may appoint: (1) highly qualified candidates without regard to competitive service provisions if the Office of Personnel Management (OPM) determines that the VA has a severe shortage of highly qualified candidates, and (2) former highly qualified federal employees to high-demand VA positions without regard to such provisions.
The VA shall: (1) develop a resume-based application method for senior executive appointments comparable to the OPM resume-based application method; (2) establish a single database that lists each vacant position that is critical to the VA's mission, difficult to fill, or both; (3) measure and collect specified information on hiring effectiveness; (4) develop a standardized VA exit survey; (5) publish information on VA nurse staffing levels; (6) develop a tool for Veterans Health Administration (VHA) human resources employees to assess their knowledge relating to how certain VA health care providers are treated differently than other VA employees; (7) include mental health professionals and marriage and family therapists in the VA education and training program; and (8) provide VHA human resources professionals with employee recruitment and retention training.
The VA and the Surgeon General shall enter into a memorandum of understanding for the assignment of at least 500 commissioned officers of the Regular Corps of the Public Health Service to the VA.
The bill revises provisions regarding: (1) pay for medical center and veterans integrated service network directors, (2) the hiring preference service requirement, and (3) VA reductions in force.


[Congressional Bills 115th Congress]
[From the U.S. Government Publishing Office]
[S. 1325 Introduced in Senate (IS)]

<DOC>






115th CONGRESS
  1st Session
                                S. 1325

 To amend title 38, United States Code, to improve the authorities of 
the Secretary of Veterans Affairs to hire, recruit, and train employees 
     of the Department of Veterans Affairs, and for other purposes.


_______________________________________________________________________


                   IN THE SENATE OF THE UNITED STATES

                              June 8, 2017

  Mr. Tester (for himself, Mr. Moran, Mrs. McCaskill, Mr. Kaine, Ms. 
 Hassan, and Mr. Crapo) introduced the following bill; which was read 
        twice and referred to the Committee on Veterans' Affairs

_______________________________________________________________________

                                 A BILL


 
 To amend title 38, United States Code, to improve the authorities of 
the Secretary of Veterans Affairs to hire, recruit, and train employees 
     of the Department of Veterans Affairs, and for other purposes.

    Be it enacted by the Senate and House of Representatives of the 
United States of America in Congress assembled,

SECTION 1. SHORT TITLE; TABLE OF CONTENTS.

    (a) Short Title.--This Act may be cited as the ``Better Workforce 
for Veterans Act of 2017''.
    (b) Table of Contents.--The table of contents for this Act is as 
follows:

Sec. 1. Short title; table of contents.
                TITLE I--RECRUITMENT AND HIRING MATTERS

Sec. 101. Improved authorities for hiring of students and recent 
                            graduates by Department of Veterans 
                            Affairs.
Sec. 102. Expansion of direct-hiring authority for Department of 
                            Veterans Affairs in case of shortage of 
                            highly qualified candidates.
Sec. 103. Authority for Secretary of Veterans Affairs on hiring of 
                            former Federal employees for high-demand 
                            positions.
Sec. 104. Use by Department of Veterans Affairs of resume-based 
                            application method for hiring of senior 
                            executives.
Sec. 105. Requirement for establishment of Department of Veterans 
                            Affairs recruiting database.
Sec. 106. Requirement that Secretary of Veterans Affairs collect 
                            information on hiring effectiveness.
Sec. 107. Requirement that Secretary of Veterans Affairs carry out 
                            standardized exit surveys.
Sec. 108. Service requirements for hiring preference.
Sec. 109. Exception on limitation on awards and bonuses for 
                            recruitment, relocation, and retention.
Sec. 110. Modification of qualifications for Chief Officer of the 
                            Readjustment Counseling Service of the 
                            Veterans Health Administration.
Sec. 111. Report on workforce vacancies within the Veterans Health 
                            Administration.
   TITLE II--ACCOUNTABILITY, OVERSIGHT, TRANSPARENCY, AND PERSONNEL 
                                MATTERS

Sec. 201. Accountability in reductions in force by Department of 
                            Veterans Affairs.
Sec. 202. Authority for Department of Veterans Affairs public-private 
                            talent exchange.
Sec. 203. Treatment of Medical Center Directors and Directors of 
                            Veterans Integrated Service Networks.
Sec. 204. Pay for Medical Center Directors and Directors of Veterans 
                            Integrated Service Networks.
Sec. 205. Requirement for establishment of human resources academy in 
                            Veterans Health Administration.
Sec. 206. Inclusion of mental health professionals in education and 
                            training program for health personnel of 
                            the Department of Veterans Affairs.
Sec. 207. Assignment to Department of Veterans Affairs of commissioned 
                            officers of the Regular Corps of the Public 
                            Health Service.
Sec. 208. Holding Department of Veterans Affairs leaders accountable 
                            for addressing systemic human capital 
                            challenges at the Veterans Health 
                            Administration.
Sec. 209. Report on effects of hiring freeze ordered by the President 
                            on January 23, 2017.
Sec. 210. Report on plan of the Secretary of Veterans Affairs to carry 
                            out a reduction in force at the Department 
                            of Veterans Affairs through attrition.
Sec. 211. Transparency regarding staffing levels of nurses employed by 
                            the Department of Veterans Affairs and 
                            report on pay for such nurses.
Sec. 212. Employment of police officers and firefighters by Department 
                            of Veterans Affairs.
Sec. 213. Study on communications within the management of the Veterans 
                            Health Administration.

                TITLE I--RECRUITMENT AND HIRING MATTERS

SEC. 101. IMPROVED AUTHORITIES FOR HIRING OF STUDENTS AND RECENT 
              GRADUATES BY DEPARTMENT OF VETERANS AFFAIRS.

    (a) Direct Hiring Into Competitive Service.--
            (1) In general.--Subchapter I of chapter 7 of title 38, 
        United States Code, is amended by adding at the end the 
        following new section:
``Sec. 718. Student and recent graduate direct hiring into competitive 
              service
    ``(a) Hiring Authority.--Without regard to sections 3309 through 
3318, 3327, and 3330 of title 5, the Secretary may recruit and appoint 
qualified recent graduates and current post-secondary students to 
competitive service positions within the Department.
    ``(b) Limitation on Appointments.--Subject to subsection (c)(2), 
the total number of employees appointed by the Secretary under 
subsection (a) during a fiscal year may not exceed the number equal to 
15 percent of the number of hires made into professional and 
administrative occupations of the Department at the GS-11 level and 
below (or equivalent) under competitive examining procedures during the 
previous fiscal year.
    ``(c) Regulations.--(1) The Secretary shall administer this section 
in accordance with regulations prescribed by the Secretary for purposes 
of this section.
    ``(2) The regulations may establish a lower limit on the number of 
individuals appointable under subsection (a) during a fiscal year than 
is otherwise provided for under subsection (b), based on such factors 
as the Secretary considers appropriate.
    ``(3) To the extent practical, as determined by the Secretary, the 
Secretary shall publicly advertise positions available under this 
section. In carrying out the preceding sentence, the Secretary shall--
            ``(A) take into account merit system principles, mission 
        requirements, costs, and organizational benefits of any 
        advertising of positions; and
            ``(B) advertise such positions in the manner the Secretary 
        determines is most likely to provide diverse and qualified 
        candidates and ensure potential applicants have appropriate 
        information relevant to the positions available.
    ``(d) Definitions.--In this section:
            ``(1) The term `current post-secondary student' means a 
        person who--
                    ``(A) is currently enrolled in, and in good 
                academic standing at, a full-time program at an 
                institution of higher education;
                    ``(B) is making satisfactory progress toward 
                receipt of a baccalaureate or graduate degree; and
                    ``(C) has completed at least one year of the 
                program.
            ``(2) The term `institution of higher education' has the 
        meaning given the term in section 101 of the Higher Education 
        Act of 1965 (20 U.S.C. 1001).
            ``(3) The term `recent graduate', with respect to 
        appointment of a person under this section, means a person who 
        was awarded a degree by an institution of higher education not 
        more than two years before the date of the appointment of such 
        person, except that in the case of a person who has completed a 
        period of obligated service in a uniformed service of more than 
        four years, such term means a person who was awarded a degree 
        by an institution of higher education not more than four years 
        before the date of the appointment of such person.''.
            (2) Clerical amendment.--The table of sections at the 
        beginning of chapter 7 of such title is amended by inserting 
        after the item relating to section 711 the following new item:

``718. Student and recent graduate direct hiring into competitive 
                            service.''.
    (b) Hiring Into Excepted Service.--
            (1) In general.--Subchapter I of chapter 7 of title 38, 
        United States Code, as amended by subsection (a), is further 
        amended by adding at the end the following new section:
``Sec. 719. Student and recent graduate hiring into excepted service
    ``(a) In General.--The Secretary shall prescribe regulations to 
allow for excepted service appointments of students and recent 
graduates leading to conversion to career or career conditional 
employment of a student or recent graduate of a qualifying educational 
institution, as defined by the Secretary.
    ``(b) Applicability.--The conversion authority described 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 of Veterans Affairs;
            ``(2) are employed in the Department in a volunteer 
        capacity and performing substantive duties comparable to those 
        of individuals in internship or fellowship programs and meet 
        the required number of hours for conversion; or
            ``(3) are employed in the Department under a contract or 
        agreement with an external nonprofit organization and 
        performing substantive duties comparable to those of 
        individuals in internship or fellowship programs.
    ``(c) Uniformity.--For the purposes of paragraphs (2) and (3) of 
subsection (b), hours of work performed by an individual employed shall 
be considered equal to those performed by an individual employed in a 
qualifying internship or fellowship program by the Department.''.
            (2) Clerical amendment.--The table of sections at the 
        beginning of chapter 7 of such title, as amended by subsection 
        (a), is further amended by inserting after the item relating to 
        section 718 the following new item:

``719. Student and recent graduate hiring into excepted service.''.

SEC. 102. EXPANSION OF DIRECT-HIRING AUTHORITY FOR DEPARTMENT OF 
              VETERANS AFFAIRS IN CASE OF SHORTAGE OF HIGHLY QUALIFIED 
              CANDIDATES.

    Section 3304(a)(3)(B) of title 5, United States Code, is amended by 
inserting ``(or, with respect to the Department of Veterans Affairs, 
that there exists a severe shortage of highly qualified candidates)'' 
after ``severe shortage of candidates''.

SEC. 103. AUTHORITY FOR SECRETARY OF VETERANS AFFAIRS ON HIRING OF 
              FORMER FEDERAL EMPLOYEES FOR HIGH-DEMAND POSITIONS.

    (a) In General.--Subchapter I of chapter 7 of title 38, United 
States Code, is amended by inserting after section 711 the following 
new section:
``Sec. 712. Hiring authority for former Federal employees for high-
              demand positions
    ``(a) Authority.--(1) The Secretary may appoint a former Federal 
employee to a high-demand position within the Department (as determined 
by the Secretary) for which the former Federal employee is highly 
qualified without regard to the provisions of chapter 33 of title 5 
governing appointments in the competitive service.
    ``(2) The Secretary may appoint a former Federal employee under 
paragraph (1) to a position at a higher grade or with more promotion 
potential than the position previously held by the former Federal 
employee without regard to section 335.103(c)(1)(vi) of title 5, Code 
of Federal Regulations (relating to requirements for competitive 
procedures), or any successor thereto.
    ``(b) Definition.--In this section, the term `former Federal 
employee' means an individual who--
            ``(1) before the date on which the individual is appointed 
        to a position under subsection (a)(1), performed service as an 
        employee, as defined in section 2105 of title 5, under a career 
        or career-conditional appointment; and
            ``(2) on date on which the individual applies for the 
        position to which the individual is appointed under subsection 
        (a)(1), is not performing service as an employee.''.
    (b) Audit.--Not later than 18 months after the date of the 
enactment of this Act, the Inspector General of the Department of 
Veterans Affairs shall conduct an audit of, and submit to the Committee 
on Veterans' Affairs of the Senate and the Committee on Veterans' 
Affairs of the House of Representatives a report on the use by the 
Secretary of Veterans Affairs of the authority under section 712 of 
such title, as added by subsection (a).
    (c) Clerical Amendment.--The table of sections at the beginning of 
chapter 7 of such title is amended by inserting after the item relating 
to section 711 the following new item:

``712. Hiring authority for former Federal employees for high-demand 
                            positions.''.

SEC. 104. USE BY DEPARTMENT OF VETERANS AFFAIRS OF RESUME-BASED 
              APPLICATION METHOD FOR HIRING OF SENIOR EXECUTIVES.

    (a) In General.--Subchapter I of chapter 7 of title 38, United 
States Code, as amended by section 101, is further amended by adding at 
the end the following new section:
``Sec. 720. Senior executive hiring
    ``(a) Resume-Based Application Method.--(1) The Secretary shall 
develop and implement a resume-based application method for 
applications for appointment to a position as a senior executive in the 
Department.
    ``(2) The resume-based application method developed under 
subsection (a)--
            ``(A) to the extent practicable, shall be comparable to the 
        resume-based application method for the Senior Executive 
        Service developed by the Office of Personnel Management 
        pursuant to Executive Order 13714 (80 Fed. Reg. 79225 (December 
        15, 2015)); and
            ``(B) shall be used by the Department for initial 
        applications for a position as a senior executive to the extent 
        such use will be more efficient and effective and less 
        burdensome for all participants.
    ``(b) Certification of Executive and Managerial Qualifications.--
Notwithstanding section 317.502 of title 5, Code of Federal Regulations 
(relating to certification by a Qualifications Review Board of the 
Office of Personnel Management), or any successor thereto, the 
Secretary may make an initial career appointment of an individual to a 
position as a senior executive if a review board convened by the 
Department certifies the executive and managerial qualifications of the 
individual.
    ``(c) Position as a Senior Executive Defined.--In this section, the 
term `position as a senior executive' means--
            ``(1) a position as a career appointee in a Senior 
        Executive position (as such terms are defined in section 3132 
        of title 5);
            ``(2) an administrative or executive position to which an 
        individual is appointed under section 7306(a) or section 
        7401(1) of this title; or
            ``(3) another senior-level position that is classified 
        above level 15 of the General Schedule.''.
    (b) Clerical Amendment.--The table of sections at the beginning of 
chapter 7 of such title, as amended by section 101, is further amended 
by inserting after the item relating to section 719 the following new 
item:

``720. Senior executive hiring.''.

SEC. 105. REQUIREMENT FOR ESTABLISHMENT OF DEPARTMENT OF VETERANS 
              AFFAIRS RECRUITING DATABASE.

    (a) In General.--Subchapter I of chapter 7 of title 38, United 
States Code, as amended by section 104 is further amended by adding at 
the end the following new section:
``Sec. 721. Recruitment database
    ``(a) Establishment Required.--The Secretary shall establish and 
periodically review a single database that lists each vacant position 
in the Department of Veterans Affairs that the Secretary determines is 
critical to the mission of the Department, difficult to fill, or both.
    ``(b) Qualified Applicant.--If the Secretary determines that an 
applicant for a vacant position listed in the database established 
under subsection (a) is qualified for such position but does not select 
the applicant for such position, the Secretary, at the election of the 
applicant, shall consider the applicant for other similar vacant 
positions listed in the database for which the applicant is qualified.
    ``(c) Prolonged Vacancies.--If the Secretary does not fill a vacant 
position listed in the database established under subsection (a) after 
a period determined appropriate by the Secretary, the Secretary--
            ``(1) shall ensure that applicants described in subsection 
        (b) are considered for such position; and
            ``(2) shall use the database established under subsection 
        (a) to assist in filling such position.''.
    (b) Report.--Not later than one year after the date of the 
enactment of this Act, the Secretary shall submit to Congress a report 
on the use and efficacy of the database established under section 
723(a) of title 38, United States Code, as added by subsection (a).
    (c) Clerical Amendment.--The table of sections at the beginning of 
chapter 7 of such title, as amended by section 104, is further amended 
by inserting after the item relating to section 720 the following new 
item:

``721. Recruitment database.''.

SEC. 106. REQUIREMENT THAT SECRETARY OF VETERANS AFFAIRS COLLECT 
              INFORMATION ON HIRING EFFECTIVENESS.

    (a) In General.--Subchapter I of chapter 7 of title 38, United 
States Code, as amended by section 105, is further amended by adding at 
the end the following new sections:
``Sec. 722. Information on hiring effectiveness
    ``(a) In General.--The Secretary shall measure and collect 
information on indicators of hiring effectiveness as follows:
            ``(1) With respect to recruiting and hiring--
                    ``(A) the ability to reach and recruit well-
                qualified talent from diverse talent pools, including 
                sources of candidates for mission-critical occupations;
                    ``(B) the use and impact of special hiring 
                authorities and flexibilities to recruit most qualified 
                applicants, including the use of student internships as 
                a talent pool for permanent hires;
                    ``(C) the use and impact of special hiring 
                authorities and flexibilities to recruit diverse 
                candidates, including veteran, minority and disabled 
                candidates;
                    ``(D) the use and impact of special hiring 
                authorities and flexibilities to recruit candidates for 
                mission-critical occupations and occupations with 
                shortages;
                    ``(E) the age, educational level, and source of 
                applicants;
                    ``(F) the length of time between the date on which 
                a position is first identified as vacant and the date 
                on which a first offer of employment for the position 
                is made;
                    ``(G) whether the Secretary considers a vacant 
                position critical, a staffing shortage, or difficult to 
                fill;
                    ``(H) the length of time between the date on which 
                a first offer of employment for a position is made and 
                the date on which a new hire starts in that position 
                and the number of offers of employment made for the 
                position before the position is filled;
                    ``(I) the number of internal and external 
                applicants for positions;
                    ``(J) the ways in which vacant positions are 
                advertised; and
                    ``(K) the number of offers accepted compared to the 
                number of offers made for permanent positions.
            ``(2) With respect to the hiring authority--
                    ``(A) the satisfaction of the hiring authority 
                with--
                            ``(i) the quality of new hires;
                            ``(ii) the match between the skills of 
                        newly hired individuals and the needs of the 
                        Department;
                            ``(iii) the hiring process and hiring 
                        outcomes after the first year of the employment 
                        of a new hire; and
                            ``(iv) the length of time that elapses to 
                        fill a position and for a new hire to begin 
                        working in a new position; and
                    ``(B) mission-critical deficiencies filled by new 
                hires and the connection between mission-critical 
                deficiencies and annual agency performance.
            ``(3) Satisfaction of employees with authority to hire and 
        new employees throughout the Department with human resources 
        offices of the Department, which shall be obtained by asking 
        their views of the information and support they received from 
        their human resources offices.
            ``(4) Satisfaction of employment applicants who were 
        interviewed with the hiring process, including with respect to 
        the clarity of job announcement, reasons for withdrawal of 
        applications, user-friendliness of the application process, 
        communication regarding status of application, and timeliness 
        of hiring decision.
            ``(5) With respect to a newly hired employee--
                    ``(A) the satisfaction of the employee with the 
                hiring process as described in paragraph (4);
                    ``(B) the satisfaction with the process of joining 
                and becoming oriented with the Department, including 
                with respect to the timeliness of such process after 
                the hiring decision, the orientation process, and being 
                provided with timely and useful new employee 
                information and assistance after the hire is made but 
                before the new hire starts in that position and after 
                the new hire has begun;
                    ``(C) attrition and reasons for leaving;
                    ``(D) investment in training and development for 
                the employee during the first year of employment; and
                    ``(E) significant barriers to the effective 
                recruitment, selection, joining and becoming oriented 
                with the Department, and retention of employees.
    ``(b) Disaggregation of Data.--To the extent practicable and in a 
manner which protects personally identifiable information of applicants 
and employees, the Secretary shall--
            ``(1) collect and report data collected under subsection 
        (a) disaggregated by facility and Veterans Integrated Service 
        Network; and
            ``(2) ensure that data collected under subsection (a) is 
        collected from human resources offices throughout the 
        Department.
    ``(c) Annual Reports.--(1) Not less frequently than once each year, 
the Secretary shall submit to the Committee on Veterans' Affairs of the 
Senate and the Committee on Veterans' Affairs of the House of 
Representatives a report of the information collected under subsection 
(a).
    ``(2) Not less frequently than once each year, the Secretary shall 
make publicly available the information collected under subsection (a) 
in a consistent and machine-readable format to allow for a comparison 
of hiring effectiveness and experience by Veterans Integrated Service 
Network or comparable public or private sector organization.''.
    (b) Clerical Amendment.--The table of sections at the beginning of 
chapter 7 of such title, as amended by section 105, is further amended 
by inserting after the item relating to section 721 the following new 
item:

``722. Information on hiring effectiveness.''.

SEC. 107. REQUIREMENT THAT SECRETARY OF VETERANS AFFAIRS CARRY OUT 
              STANDARDIZED EXIT SURVEYS.

    (a) In General.--Subchapter I of chapter 7 of title 38, United 
States Code, as amended by section 106, is further amended by adding at 
the end the following new sections:
``Sec. 723. Exit surveys
    ``(a) In General.--(1) The Secretary shall develop and carry out a 
standardized exit survey to be voluntarily completed by career and 
noncareer employees and executives of the Department who voluntarily 
separate from the Department.
    ``(2) The exit survey required by paragraph (1) shall be developed 
in consultation with an appropriate non-Department entity with 
experience developing such surveys.
    ``(b) Survey Content.--The survey required by subsection (a)(1) 
shall include, at a minimum--
            ``(1) reasons for leaving the Department;
            ``(2) efforts made by the supervisor of the employee to 
        retain the individual;
            ``(3) the extent of job satisfaction and engagement during 
        the employment;
            ``(4) the intent of employee to either remain employed 
        within the Federal Government or to leave employment with the 
        Federal Government; and
            ``(5) such other matters as the Secretary determines 
        appropriate.
    ``(c) Anonymity of Survey Content.--The Secretary shall ensure 
that, to the extent possible, data collected under subsection (a) is 
anonymized and personally identifiable information is removed.
    ``(d) Sharing of Survey Data.--The Secretary shall ensure that the 
results of the survey required by subsection (a) are shared on an 
annual basis with directors and managers of facilities of the 
Department and the Veterans Integrated Service Networks.
    ``(e) Annual Report.--(1) Not later than one year after the date of 
the enactment of the Better Workforce for Veterans Act of 2017 and not 
less frequently than once each year thereafter, the Secretary shall 
submit to the Committee on Veterans' Affairs of the Senate and the 
Committee on Veterans' Affairs of the House of Representatives a report 
containing the aggregate results of the exit survey under subsection 
(a) covering the year prior to the report.
    ``(2) Each report submitted under paragraph (1) shall include, for 
the period covered by the report--
            ``(A) an analysis of the most common reasons employees 
        choose to leave the Department;
            ``(B) steps the Secretary is taking to improve retention, 
        particularly for mission-critical occupations;
            ``(C) the demographic characteristics of employees choosing 
        to leave the Department;
            ``(D) any legislative barriers to improving employee 
        retention; and
            ``(E) the number of employees who took the exit survey 
        under subsection (a).''.
    (b) Clerical Amendment.--The table of sections at the beginning of 
chapter 7 of such title, as amended by section 106, is further amended 
by inserting after the item relating to section 722 the following new 
item:

``723. Exit surveys.''.

SEC. 108. SERVICE REQUIREMENTS FOR HIRING PREFERENCE.

    (a) In General.--Section 2108(1) of title 5, United States Code, is 
amended by striking ``for a period of more than 180 consecutive days'' 
each place it appears and inserting ``for a total of more than 180 
days''.
    (b) Applicability.--The amendment made by subsection (a) shall 
apply to any certificate of eligibles furnished to a nominating or 
appointing authority under section 3317 of title 5, United States Code, 
after the date of enactment of this Act.

SEC. 109. EXCEPTION ON LIMITATION ON AWARDS AND BONUSES FOR 
              RECRUITMENT, RELOCATION, AND RETENTION.

    Section 705(a) of the Veterans Access, Choice, and Accountability 
Act of 2014 (Public Law 113-146; 38 U.S.C. 703 note) is amended, in the 
matter preceding paragraph (1), by inserting ``other than recruitment, 
relocation, or retention incentives,'' after ``title 38, United States 
Code,''.

SEC. 110. MODIFICATION OF QUALIFICATIONS FOR CHIEF OFFICER OF THE 
              READJUSTMENT COUNSELING SERVICE OF THE VETERANS HEALTH 
              ADMINISTRATION.

    Section 7309(b)(2) of title 38, United States Code, is amended--
            (1) by striking subparagraphs (B) and (C); and
            (2) by redesignating subparagraphs (D) and (E) as 
        subparagraphs (B) and (C), respectively.

SEC. 111. REPORT ON WORKFORCE VACANCIES WITHIN THE VETERANS HEALTH 
              ADMINISTRATION.

    (a) In General.--Not later than 120 days after the date of the 
enactment of this Act, the Secretary of Veterans Affairs shall submit 
to the Committee on Veterans' Affairs of the Senate and the Committee 
on Veterans' Affairs of the House of Representatives a report on 
vacancies within the Veterans Health Administration.
    (b) Elements.--The report required by subsection (a) shall include 
the following:
            (1) With respect to vacancies of personnel appointed under 
        section 7401 of title 38, United States Code--
                    (A) the total number of such vacancies;
                    (B) the number of such vacancies disaggregated by 
                occupation, State, Veterans Integrated Service Network, 
                medical facility, and the central office of the 
                Department of Veterans Affairs; and
                    (C) a description of the plans of the Secretary to 
                fill such vacancies, including a timeline for filling 
                such vacancies, and an assessment of whether the 
                Secretary requires additional hiring authorities to 
                expedite the hiring process.
            (2) With respect to vacancies of human resource specialists 
        of the Veterans Health Administration--
                    (A) the total number of such vacancies;
                    (B) the number of such vacancies disaggregated by 
                State and medical facility; and
                    (C) a description of the plans of the Secretary to 
                fill such vacancies, including a timeline for filling 
                such vacancies, and an assessment of whether the 
                Secretary requires additional hiring authorities to 
                expedite the hiring process.
            (3) A description of any impediments to filling the 
        vacancies described in paragraphs (1) and (2) and any actions 
        the Secretary intends to take to address such impediments.
            (4) An update on the implementation by the Secretary of--
                    (A) the Veterans Health Administration Workforce 
                and Succession Strategic Plan for 2016;
                    (B) the recommendation by the Office of the 
                Inspector General of the Department that the Under 
                Secretary for Health develop staffing models for 
                critical need occupations of the Veterans Health 
                Administration, as determined by the Secretary; and
                    (C) the recommendation by the Office of the 
                Inspector General that the Under Secretary for Health 
                establish milestones and timetables for further 
                development, piloting, and implementation of staffing 
                models for critical need occupations of the Veterans 
                Health Administration, as determined by the Secretary.

   TITLE II--ACCOUNTABILITY, OVERSIGHT, TRANSPARENCY, AND PERSONNEL 
                                MATTERS

SEC. 201. ACCOUNTABILITY IN REDUCTIONS IN FORCE BY DEPARTMENT OF 
              VETERANS AFFAIRS.

    (a) In General.--Subchapter I of chapter 7 of title 38, United 
States Code, as amended by section 107, is further amended by adding at 
the end the following new section:
``Sec. 724. Reduction in force based on performance
    ``Notwithstanding section 3502 of title 5, for any reduction in 
force by the Department, competing employees shall be released with due 
effect given to the following, in the following order of priority:
            ``(1) Tenure of employment.
            ``(2) Military preference, subject to section 3501(a)(3) of 
        title 5.
            ``(3) Efficiency or performance ratings.
            ``(4) Length of service.''.
    (b) Clerical Amendment.--The table of sections at the beginning of 
chapter 7 of such title, as amended by section 107, is further amended 
by inserting after the item relating to section 723 the following new 
item:

``724. Reduction in force based on performance.''.

SEC. 202. AUTHORITY FOR DEPARTMENT OF VETERANS AFFAIRS PUBLIC-PRIVATE 
              TALENT EXCHANGE.

    (a) Authority.--Subchapter I of chapter 7 of title 38, United 
States Code, as amended by section 201, is further amended by adding at 
the end the following new section:
``Sec. 725. Public-private talent exchange
    ``(a) Assignment Authority.--Under regulations prescribed by the 
Secretary, the Secretary may, with the agreement of a private-sector 
organization and the consent of an employee of the Department and an 
employee of the private-sector organization, arrange for the temporary 
assignment under this section of--
            ``(1) the employee of the Department to such private-sector 
        organization to occupy the position previously held by the 
        employee of such private-sector organization; and
            ``(2) the employee of such private-sector organization 
        whose position is being temporarily occupied by the employee of 
        the Department under paragraph (1) to temporarily occupy the 
        position at the Department of the employee of the Department 
        who is being temporarily assigned under paragraph (1).
    ``(b) Agreements.--(1) The Secretary shall provide for a written 
agreement among the Department, the private-sector organization, and 
the employees concerned regarding the terms and conditions of the 
employees' assignment under this section. The agreement--
            ``(A) shall require that the employee of the Department, 
        upon completion of the assignment, will serve in the 
        Department;
            ``(B) shall provide that if the employee of the Department 
        or of the private-sector organization (as the case may be) 
        fails to carry out the agreement, such employee shall be liable 
        to the United States for payment of all expenses of the 
        assignment, unless that failure was for good and sufficient 
        reason, as determined by the Secretary; and
            ``(C) shall contain language ensuring that such employee of 
        the Department does not improperly use pre-decisional or draft 
        deliberative information that such employee may be privy to or 
        aware of related to Department programing, budgeting, 
        resourcing, acquisition, or procurement for the benefit or 
        advantage of the private-sector organization.
    ``(2) An amount for which an employee is liable under paragraph (1) 
shall be treated as a debt due the United States.
    ``(3) The Secretary may waive, in whole or in part, collection of a 
debt described in paragraph (2) based on a determination that the 
collection would be against equity and good conscience and not in the 
best interests of the United States, after taking into account any 
indication of fraud, misrepresentation, fault, or lack of good faith on 
the part of the employee.
    ``(c) Termination.--An assignment under this section may, at any 
time and for any reason, be terminated by the Department or the 
private-sector organization concerned.
    ``(d) Duration.--(1) An assignment under this section shall be for 
a period of not less than three months and not more than two years, 
renewable up to a total of four years. No employee of the Department 
may be assigned under this section for more than a total of four years 
inclusive of all such assignments.
    ``(2) An assignment under this section may be for a period in 
excess of two years, but not more than four years, if the Secretary 
determines that such assignment is necessary to meet critical mission 
or program requirements.
    ``(e) Status of Federal Employees Assigned to Private-Sector 
Organizations.--(1) An employee of the Department who is assigned to a 
private-sector organization under this section shall be considered, 
during the period of assignment, to be on detail to a regular work 
assignment in the Department for all purposes. The written agreement 
established under subsection (b)(1) shall address the specific terms 
and conditions related to the employee's continued status as a Federal 
employee.
    ``(2) In establishing a temporary assignment of an employee of the 
Department to a private-sector organization, the Secretary shall--
            ``(A) ensure that the normal duties and functions of such 
        employee can be reasonably performed by other employees of the 
        Department without the transfer or reassignment of other 
        personnel of the Department;
            ``(B) ensure that the normal duties and functions of such 
        employees are not, as a result of and during the course of such 
        temporary assignment, performed or augmented by a contractor; 
        and
            ``(C) certify that the temporary assignment of such 
        employee shall not have an adverse or negative impact on the 
        provision of benefits or services to veterans.
    ``(f) Terms and Conditions for Private-Sector Employees.--An 
employee of a private-sector organization who is assigned to the 
Department under this section--
            ``(1) shall continue to receive pay and benefits from the 
        private-sector organization from which such employee is 
        assigned and shall not receive pay or benefits from the 
        Department, except as provided in paragraph (2);
            ``(2) is deemed to be an employee of the Department for the 
        purposes of--
                    ``(A) chapters 73 and 81 of title 5;
                    ``(B) sections 201, 203, 205, 207, 208, 209, 603, 
                606, 607, 643, 654, 1905, and 1913 of title 18;
                    ``(C) sections 1343, 1344, and 1349(b) of title 31;
                    ``(D) the Federal Tort Claims Act and any other 
                Federal tort liability statute;
                    ``(E) the Ethics in Government Act of 1978; and
                    ``(F) chapter 21 of title 41;
            ``(3) shall not have access to any trade secrets or to any 
        other nonpublic information which is of commercial value to the 
        private-sector organization from which such employee is 
        assigned;
            ``(4) may perform work that is considered inherently 
        governmental in nature only when requested in writing by the 
        Secretary; and
            ``(5) may not be used to circumvent any limitation or 
        restriction on the size of the Department's workforce.
    ``(g) Prohibition Against Charging Certain Costs to the Federal 
Government.--A private-sector organization may not charge the 
Department or any other agency of the Federal Government, as direct or 
indirect costs under a Federal contract, the costs of pay or benefits 
paid by the organization to an employee assigned to the Department 
under this section for the period of the assignment.
    ``(h) Considerations.--In carrying out this section, the 
Secretary--
            ``(1) shall ensure that, of the assignments made under this 
        section each year, at least 20 percent are from small business 
        concerns (as defined by section 3703(e)(2)(A) of title 5);
            ``(2) shall take into consideration the question of how 
        assignments under this section might best be used to help meet 
        the needs of the Department with respect to the training of 
        employees; and
            ``(3) shall take into consideration, where applicable, 
        areas of particular private sector expertise, such as 
        information technology, cybersecurity, human resources, health 
        care management, contracting, acquisition, and finance.''.
    (b) Table of Sections Amendment.--The table of sections at the 
beginning of such chapter, as amended by section 201, is further 
amended by inserting after the item relating to section 724 the 
following new item:

``725. Public-private talent exchange.''.

SEC. 203. TREATMENT OF MEDICAL CENTER DIRECTORS AND DIRECTORS OF 
              VETERANS INTEGRATED SERVICE NETWORKS.

    (a) Establishment of VISN Directors in Office of Under Secretary 
for Health.--Subsection (a)(4) of section 7306 of title 38, United 
States Code, is amended--
            (1) by striking ``Such Medical Directors'' and inserting 
        ``Such Medical Center Directors and Directors of Veterans 
        Integrated Service Networks''; and
            (2) by striking ``, who shall be either a qualified doctor 
        of medicine or a qualified doctor of dental surgery or dental 
        medicine''.
    (b) Qualifications.--Such section is amended by adding at the end 
the following new subsection:
    ``(g) Notwithstanding any provision of law that requires the Office 
of Personnel Management to determine qualifications or certify a 
candidate for appointment under this section, Medical Center Directors 
and Directors of Veterans Integrated Service Networks may be appointed 
under subsection (a)(4) in accordance with qualifications established 
by the Secretary for purposes of this section.''.
    (c) Ability To Transfer.--
            (1) In general.--Subject to such regulations as the 
        Director of the Office of Personnel Management may prescribe, 
        the Secretary of Veterans Affairs and the Director shall enter 
        into an agreement that permits employees appointed under 
        section 7306(a)(4) of title 38, United States Code, as amended 
        by subsection (a), to transfer to Senior Executive Service 
        positions in other Federal agencies and to be deemed career 
        appointees who are not subject to competition or certification 
        by a qualifications review board under section 3393 of title 5, 
        United States Code.
            (2) Definitions.--In this subsection, the terms ``Senior 
        Executive Service position'' and ``career appointee'' have the 
        meanings given those terms in section 3132(a) of title 5, 
        United States Code.

SEC. 204. PAY FOR MEDICAL CENTER DIRECTORS AND DIRECTORS OF VETERANS 
              INTEGRATED SERVICE NETWORKS.

    (a) In General.--Chapter 74 of title 38, United States Code, is 
amended by adding at the end the following new subchapter:

  ``Subchapter VII--Pay for Medical Center Directors and Directors of 
                  Veterans Integrated Service Networks

``Sec. 7481. Pay for Medical Center Directors and Directors of Veterans 
              Integrated Service Networks
    ``(a) Elements of Pay.--Pay for a Medical Center Director or 
Director of a Veterans Integrated Service Network appointed under 
section 7306(a)(4) of this title (in this section referred to as a 
`Director') shall consist of basic pay set forth under section 7404(a) 
of this title and market pay determined under subsection (b).
    ``(b) Market Pay.--(1) Each Director is eligible for market pay 
determined under this subsection.
    ``(2) The amount of market pay payable to a Director under this 
section shall be determined by the Secretary on a case-by-case basis 
and shall consist of pay intended to reflect needs of the Department 
with respect to the recruitment and retention (as determined by the 
Secretary) of such Director.
    ``(3) In determining the amount of market pay payable to a Director 
under this section, the Secretary shall--
            ``(A) consult not fewer than two national surveys on pay 
        for hospital directors, medical facility directors, or other 
        similar positions, whether prepared by private, public, or 
        quasi-public entities, to make a general assessment of the 
        range of potential pay for the Director; and
            ``(B) take into account--
                    ``(i) the experience of the Director in managing 
                facilities or program offices of the Department, 
                including the complexity of such facilities or offices;
                    ``(ii) the complexity of the facility or facilities 
                to be managed by the Director;
                    ``(iii) the labor market, in such geographic area 
                as the Secretary considers relevant, for hospital 
                directors, medical facility directors, and other 
                similar positions;
                    ``(iv) the experience of the Director in managing 
                medical facilities for other Federal agencies, private 
                entities, or nonprofit entities; and
                    ``(v) such other considerations as the Secretary 
                considers appropriate.
    ``(4)(A) The Secretary shall evaluate the amount of market pay 
payable to a Director under this section not less frequently than once 
every two years and may adjust the market pay payable to such Director 
as a result of such evaluation.
    ``(B) A Director whose market pay is evaluated under subparagraph 
(A) shall receive written notice of the results of such evaluation.
    ``(c) Requirements and Limitations on Total Pay.--(1) Not less 
frequently than once every two years, the Secretary shall set forth a 
departmentwide minimum and maximum amount for total annual pay under 
subsection (a) that may be paid to a Director and shall publish each 
such amount in the Federal Register.
    ``(2) The minimum and maximum amounts set forth under paragraph (1) 
shall take effect not earlier than the date that is 60 days after the 
publication of such amounts under such paragraph.
    ``(3) The sum of the basic pay set forth under section 7404(a) of 
this title and market pay determined under subsection (b) for a 
Director for a calendar year--
            ``(A) may not be less than the most recent minimum amount 
        set forth under paragraph (1) before the beginning of such 
        calendar year; and
            ``(B) may not be more than the most recent maximum amount 
        set forth under such paragraph before the beginning of such 
        calendar year.
    ``(4) The total amount of compensation paid to a Director under 
this title in any calendar year may not exceed the amount of annual 
compensation (excluding expenses) of the President under section 102 of 
title 3.
    ``(5) The Secretary may not delegate to an officer or employee of 
the Department the requirement of the Secretary to set forth a 
departmentwide minimum and maximum amount under paragraph (1).
    ``(d) Treatment of Pay.--Pay under this section shall be considered 
pay for all purposes, including retirement benefits under chapters 83 
and 84 of title 5 and other benefits.
    ``(e) Ancillary Effects of Decreases in Pay.--(1) A decrease in pay 
of a Director resulting from an adjustment in the amount of market pay 
of the Director under subsection (b) shall not be treated as an adverse 
action.
    ``(2) A decrease in the amount of pay of a Director resulting from 
an involuntary reassignment in connection with a disciplinary action 
taken against the Director is not subject to appeal or judicial review.
    ``(f) OPM Review and Reports.--(1) The Director of the Office of 
Personnel Management shall undertake periodic reviews of the 
determinations pursuant to subsection (b) of amounts of market pay 
payable pursuant to this section.
    ``(2)(A) The Director shall certify to the Committees on Veterans' 
Affairs of the Senate and the House of Representatives each year 
whether or not the amounts of market pay determined pursuant to 
subsection (b) for the preceding year were determined in accordance 
with the requirements of that subsection.
    ``(B) If the Director determines pursuant to paragraph (1) that one 
or more amounts of market pay determined for a year were not determined 
in accordance with the requirements of subsection (b), the Director 
shall submit to the Committees on Veterans' Affairs of the Senate and 
the House of Representatives a report on such determination of the 
Director as soon as practicable after such determination.''.
    (b) Clerical Amendment.--The table of sections at the beginning of 
chapter 74 of such title is amended by adding at the end the following:

  ``subchapter vii. pay for medical center directors and directors of 
                  veterans integrated service networks

``7481. Pay for Medical Center Directors and Directors of Veterans 
                            Integrated Service Networks.''.
    (c) Effective Date.--The amendments made by this section shall take 
effect on the date that is one year after the date of the enactment of 
this Act.

SEC. 205. REQUIREMENT FOR ESTABLISHMENT OF HUMAN RESOURCES ACADEMY IN 
              VETERANS HEALTH ADMINISTRATION.

    (a) In General.--Subchapter I of chapter 74 of title 38, United 
States Code, is amended by adding at the end the following new section:
``Sec. 7413. Human resources academy
    ``(a) In General.--(1) The Secretary shall provide to human 
resources professionals of the Veterans Health Administration training 
on how to best recruit and retain employees of the Veterans Health 
Administration, including with respect to any recruitment and retention 
matters that are unique to the Veterans Health Administration pursuant 
to this chapter or other provisions of law.
    ``(2) The Secretary shall provide such training in a manner that 
the Secretary determines appropriate in light of budget, travel, and 
other constraints.
    ``(b) Amount of Training.--The Secretary shall ensure that each 
human resources professional of the Veterans Health Administration 
receives the training described in subsection (a)--
            ``(1) as soon as practicable after being hired by the 
        Secretary as a human resource professional; and
            ``(2) annually thereafter.
    ``(c) Certification.--The Secretary shall ensure that, upon the 
completion by a human resources professional of the training described 
in subsection (a), the director of a Department medical center, the 
director of a Veterans Integrated Service Network, or a senior officer 
at the central office of the Veterans Health Administration certifies 
whether the human resources professional received the training and 
understands the information provided by the training.
    ``(d) Annual Report.--Not less frequently than once each year, the 
Secretary shall submit to the Committee on Veterans' Affairs of the 
Senate and the Committee on Veterans' Affairs of the House of 
Representatives a report on the training described in subsection (a), 
including the cost of providing such training and the number of human 
resources professionals who received such training during the year 
covered by the report.''.
    (b) Clerical Amendment.--The table of sections at the beginning of 
chapter 74 of such title is amended by inserting after the item 
relating to section 7412 the following new item:

``7413. Human resources academy.''.

SEC. 206. INCLUSION OF MENTAL HEALTH PROFESSIONALS IN EDUCATION AND 
              TRAINING PROGRAM FOR HEALTH PERSONNEL OF THE DEPARTMENT 
              OF VETERANS AFFAIRS.

    (a) In General.--In carrying out the education and training program 
required under section 7302(a)(1) of title 38, United States Code, the 
Secretary of Veterans Affairs shall include education and training of 
marriage and family therapists and licensed professional mental health 
counselors.
    (b) Parity in Licensing and Credentialing Standards.--In carrying 
out the education and training program described in subsection (a), the 
Secretary shall, to the degree practicable, ensure that the licensing 
and credentialing standards of therapists and counselors described in 
subsection (a) for eligibility to participate in the program are the 
same as the licensing and credentialing standards for eligibility of 
other participants in the program.
    (c) Apportionment of Funding.--The Secretary shall apportion 
funding for the education and training program described in subsection 
(a) equally among the professions included in the program.

SEC. 207. ASSIGNMENT TO DEPARTMENT OF VETERANS AFFAIRS OF COMMISSIONED 
              OFFICERS OF THE REGULAR CORPS OF THE PUBLIC HEALTH 
              SERVICE.

    (a) In General.--Not later than 180 days after the date of the 
enactment of this Act, the Secretary of Veterans Affairs and the 
Surgeon General shall enter into a memorandum of understanding for the 
assignment of not fewer than 500 commissioned officers of the Regular 
Corps of the Public Health Service to the Department of Veterans 
Affairs. Such assignments shall be made in the same manner in which 
assignments are made to other departments and agencies in the Federal 
Government.
    (b) Reimbursement.--The Secretary shall reimburse the Surgeon 
General for such expenses as the Surgeon General may incur in assigning 
commissioned officers pursuant to a memorandum of understanding entered 
into under subsection (a).
    (c) Report.--
            (1) In general.--Not later than one year after the date of 
        the enactment of this Act, the Secretary and the Surgeon 
        General shall each submit to the Committee on Veterans' Affairs 
        of the Senate and the Committee on Veterans' Affairs of the 
        House of Representatives a report on the memorandum of 
        understanding entered into under subsection (a) and the 
        commissioned officers assigned pursuant to such memorandum of 
        understanding.
            (2) Contents.--The report required by paragraph (1) shall 
        include the following:
                    (A) The numbers, grades, and specialties of 
                commissioned officers assigned pursuant to the 
                memorandum of understanding.
                    (B) A description of any problems encountered in 
                such assignment.

SEC. 208. HOLDING DEPARTMENT OF VETERANS AFFAIRS LEADERS ACCOUNTABLE 
              FOR ADDRESSING SYSTEMIC HUMAN CAPITAL CHALLENGES AT THE 
              VETERANS HEALTH ADMINISTRATION.

    (a) Comprehensive Competency Assessment Tool.--
            (1) In general.--Not later than one year after the date of 
        the enactment of this Act, the Secretary of Veterans Affairs, 
        acting through the Under Secretary for Health, shall develop a 
        comprehensive competency assessment tool for human resources 
        employees of the Veterans Health Administration that can be 
        used to assess the knowledge of such employees on matters 
        relating to how section 7401(1) employees are treated 
        differently than other employees of the Department of Veterans 
        Affairs under titles 5 and 38, United States Code.
            (2) Certification relating to use of comprehensive 
        competency assessment tool.--Not later than two years after the 
        date of the enactment of this Act, and not less frequently than 
        once every two years thereafter, the Secretary shall submit to 
        the Committee on Veterans' Affairs of the Senate and the 
        Committee on Veterans' Affairs of the House of Representatives 
        a certification as to--
                    (A) whether an assessment of all human resources 
                employees of the Veterans Health Administration has 
                been conducted through the use of the comprehensive 
                competency assessment tool developed under paragraph 
                (1); and
                    (B) whether such employees use the results of such 
                assessment to identify and address competency gaps 
                within human resources offices of the Veterans Health 
                Administration.
    (b) Evaluation of Training Strategies.--Not later than 18 months 
after the date of the enactment of this Act, the Under Secretary for 
Health shall evaluate the extent to which training strategies of the 
Under Secretary are effective at improving the skills and competencies 
of human resources employees of the Veterans Health Administration.
    (c) Establishment and Clarification of Lines of Authority Within 
Veterans Health Administration.--
            (1) Lines of authority for assistant deputy under secretary 
        for health for workforce services.--Not later than one year 
        after the date of the enactment of this Act, the Secretary, 
        acting through the Under Secretary for Health, shall establish 
        clear lines of authority that provide the Assistant Deputy 
        Under Secretary for Health for Workforce Services the ability--
                    (A) to oversee and hold the heads of the human 
                resources offices of medical centers of the Department 
                of Veterans Affairs accountable--
                            (i) for implementing initiatives to improve 
                        human resource processes within such offices; 
                        and
                            (ii) for ensuring that employees of such 
                        offices undertake an assessment using the 
                        comprehensive competency assessment tool 
                        developed under subsection (a); and
                    (B) to monitor and report on the results of 
                initiatives described in subparagraph (A)(i).
            (2) Clarification of lines of authority relating to 
        oversight of visns and medical centers.--Not later than one 
        year after the date of the enactment of this Act, the Secretary 
        shall clarify the lines of authority and processes for the 
        Under Secretary for Health and the Assistant Secretary for 
        Human Resources and Administration with respect to overseeing 
        and holding the heads of the Veterans Integrated Service 
        Networks and the heads of the medical facilities of the 
        Veterans Health Administration accountable for the consistent 
        application of Federal classification policies.
    (d) Oversight of Corrective Actions at Human Resource Offices of 
Medical Centers.--The Secretary shall ensure that the Under Secretary 
for Health and the Assistant Secretary for Human Resources and 
Administration are responsible for monitoring the status of corrective 
actions taken at human resources offices of medical centers of the 
Department and ensuring that such actions are implemented.
    (e) Employee Performance Ratings.--The Secretary shall ensure that 
meaningful distinctions are made in performance ratings of employees of 
the Veterans Health Administration by--
            (1) developing and implementing standardized, comprehensive 
        performance management training for supervisors of section 
        7401(1) employees and supervisors of other employees of the 
        Administration;
            (2) ensuring that the training developed and implemented 
        under paragraph (1) is based on best practices;
            (3) ensuring procedures are in place to support effective 
        performance conversations between supervisors and employees;
            (4) reviewing and revising performance management policies 
        for section 7401(1) employees and other employees of the 
        Administration in a manner consistent with best practices in 
        the private sector; and
            (5) developing and implementing a process to standardize 
        performance plan elements, standards, and metrics for common 
        positions across the Administration.
    (f) Plan for Implementation of Information Technology System To 
Support Employee Performance Management Processes.--Not later than one 
year after the date of the enactment of this Act, the Secretary, acting 
through the Under Secretary for Health and the Assistant Secretary for 
Human Resources and Administration, shall develop a plan to implement a 
modern information technology system to support employee performance 
management processes. Such plan shall include an indication of how and 
when the Secretary will implement the plan.
    (g) Engagement of Employees of Veterans Health Administration.--
            (1) In general.--Not later than one year after the date of 
        the enactment of this Act, the Secretary, acting through the 
        Under Secretary for Health, shall establish clear lines of 
        authority and accountability for developing, implementing, and 
        monitoring strategies for improving employee engagement across 
        the Veterans Health Administration.
            (2) Report.--Not later than one year after the date of the 
        enactment of this Act, the Secretary, acting through the Under 
        Secretary for Health, shall submit to the Committee on 
        Veterans' Affairs of the Senate and the Committee on Veterans' 
        Affairs of the House of Representatives a report on whether the 
        Veterans Health Administration should establish an employee 
        engagement office at the headquarters level with appropriate 
        oversight of employee engagement initiatives of the Veterans 
        Integrated Service Network and medical centers of the 
        Department.
    (h) Comptroller General of the United States Examination of Human 
Resource Functions.--
            (1) Examination.--Not later than one year after the date of 
        the enactment of this Act, the Comptroller General of the 
        United States shall complete an examination of the following:
                    (A) Overlapping functions of the human resource 
                structures of the Veterans Health Administration and 
                the office of the Assistant Secretary of Human 
                Resources.
                    (B) Whether there are opportunities to centralize 
                offices and tasks of the Administration and such 
                offices that are duplicative.
                    (C) Whether the use of multiple hiring structures 
                in the Department of Veterans Affairs has had an effect 
                on the speed with which the Department hires new 
                employees.
            (2) Report.--Not later than one year after the date of the 
        enactment of this Act, the Comptroller General shall submit to 
        the Committee on Veterans' Affairs of the Senate and the 
        Committee on Veterans' Affairs of the House of Representatives 
        a report on the findings of the Comptroller General with 
        respect to the examination completed under paragraph (1).
    (i) Definitions.--In this section:
            (1) Section 7401(1) employee.--The term ``section 7401(1) 
        employee'' has the meaning given such term in section 7461(c) 
        of title 38, United States Code.
            (2) Supervisor.--The term ``supervisor'' has the meaning 
        given that term in section 7103(a) of title 5, United States 
        Code.

SEC. 209. REPORT ON EFFECTS OF HIRING FREEZE ORDERED BY THE PRESIDENT 
              ON JANUARY 23, 2017.

    (a) In General.--Not later than 120 days after the date of the 
enactment of this Act, the Secretary of Veterans Affairs shall submit 
to the Committee on Veterans' Affairs of the Senate and the Committee 
on Veterans' Affairs of the House of Representatives a report on the 
effect of the freeze on the hiring of Federal civilian employees 
ordered by the President of January 23, 2017, has had on the ability of 
the Department of Veterans Affairs to provide care and services to 
veterans.
    (b) Elements.--The report required by subsection (a) shall include 
the following:
            (1) A discussion on whether the hiring freeze has disrupted 
        the operations of the Department.
            (2) A discussion on whether the hiring freeze has increased 
        the operating costs of the Department.
            (3) The effect of the hiring freeze on the ability of the 
        Department to provide veterans with access to health care.
            (4) The effect of the hiring freeze on the ability of the 
        Department to schedule appointments for veterans.
            (5) The effect of the hiring freeze on the ability of the 
        Department to process payments for medical care, including 
        payments to third-party providers.
            (6) The effect of the hiring freeze on the ability of the 
        Department to adjudicate claims for benefits, pensions, and 
        compensation.
            (7) The effect of the hiring freeze on the ability of the 
        Department to resolve appeals for benefits, pensions, and 
        compensation.
            (8) A discussion of whether the hiring freeze created an 
        incentive for supervisors to use alternative sources of labor, 
        such as increased use of overtime, contracting with private 
        firms, or using other than full-time permanent employees.
            (9) A discussion of whether improved workforce planning, 
        rather than a hiring freeze, is a more effective way to insure 
        that the level of the personnel resources of the Department are 
        consistent with requirements.

SEC. 210. REPORT ON PLAN OF THE SECRETARY OF VETERANS AFFAIRS TO CARRY 
              OUT A REDUCTION IN FORCE AT THE DEPARTMENT OF VETERANS 
              AFFAIRS THROUGH ATTRITION.

    (a) Report Required.--Not later than 180 days after the date of the 
enactment of this Act, the Secretary of Veterans Affairs shall submit 
to the Committee on Veterans' Affairs of the Senate and the Committee 
on Veterans' Affairs of the House of Representatives a report on how 
the Secretary plans to implement the portions of the plan of the 
Director of the Office of Personnel Management to reduce the size of 
the workforce of Federal Government through attrition that pertain to 
the Department of Veterans Affairs.
    (b) Succession and Recruitment Plan Required.--The report shall 
include the Secretary's succession and recruitment plan to replace 
employees of the Department that are eligible to retire as of the day 
of the enactment of this Act and eligible to retire within five years 
of such date.
    (c) Consultation.--The Secretary shall consult with the labor 
organization that represents employees of the Department on matters 
relating to the plans described in subsections (a) and (b).

SEC. 211. TRANSPARENCY REGARDING STAFFING LEVELS OF NURSES EMPLOYED BY 
              THE DEPARTMENT OF VETERANS AFFAIRS AND REPORT ON PAY FOR 
              SUCH NURSES.

    (a) Publication of Information.--
            (1) Initial publication.--Not later than 180 days after the 
        date of the enactment of this Act, the Secretary of Veterans 
        Affairs shall publish on a publicly available Internet website 
        of each medical facility of the Department of Veterans Affairs 
        information on staffing levels for nurses at such medical 
        facility.
            (2) Update of information.--The head of each medical 
        facility of the Department shall update the information 
        published under paragraph (1) as changes to the staffing level 
        of nurses at such medical facility occur.
            (3) Consultation with cms.--In developing the information 
        required by paragraph (1) and updated under paragraph (2), the 
        Secretary shall consult with the Centers for Medicare & 
        Medicaid Services.
    (b) Report.--Not later than 180 days after the date of the 
enactment of this Act, the Secretary shall submit to the Committee on 
Veterans' Affairs of the Senate and the Committee on Veterans' Affairs 
of the House of Representatives a report that includes discussion and 
assessment of the following:
            (1) The use by directors of medical centers of the 
        Department of authorities to provide nurses pay that reflects 
        market conditions.
            (2) The development by the Department of a period reporting 
        process to monitor medical center compliance with the policies 
        and procedures for each of the key recruitment and retention 
        initiatives of the Veterans Health Administration.
            (3) The adequacy of training resources provided to all 
        nurse recruiters at medical centers of the Department.
            (4) The key recruitment and retention initiatives of the 
        Veterans Health Administration for nurses, the overall 
        effectiveness of the initiatives, and the improvements that may 
        be needed.

SEC. 212. EMPLOYMENT OF POLICE OFFICERS AND FIREFIGHTERS BY DEPARTMENT 
              OF VETERANS AFFAIRS.

    (a) Classification of Positions.--Not later than one year after the 
date of the enactment of this Act, the Secretary of Veterans Affairs, 
in consultation with the Director of the Office of Personnel 
Management, shall ensure that the job description, position 
classification, and grade for each position as a police officer or 
firefighter in the Department of Veterans Affairs are in accordance 
with the standards for the classification of such positions prepared by 
the Office of Personnel Management under section 5105 of title 5, 
United States Code.
    (b) Staffing Model.--The Secretary shall develop a staffing model 
for positions of police officers and firefighters in the Department.
    (c) Audit of Recruitment and Retention Efforts.--
            (1) In general.--The Inspector General of the Department of 
        Veterans Affairs shall conduct an audit of the efforts of the 
        Department to recruit and retain police officers and 
        firefighters.
            (2) Report.--Not later than one year after the date of the 
        enactment of this Act, the Inspector General shall submit to 
        the Secretary of Veterans Affairs, the Committee on Veterans' 
        Affairs of the Senate, and the Committee on Veterans' Affairs 
        of the House of Representatives a report on the audit conducted 
        under paragraph (1).
    (d) Report on Recruitment and Retention of Police Officers.--Not 
later than one year after the date of the enactment of this Act, the 
Secretary of Veterans Affairs shall submit to the Committee on 
Veterans' Affairs of the Senate and the Committee on Veterans' Affairs 
of the House of Representatives a report on--
            (1) the use by directors of medical centers of the 
        Department of Veterans Affairs of special pay incentives to 
        recruit and retain trained and qualified police officers; and
            (2) the steps that the Secretary plans to take to address 
        the critical shortage of police officers throughout the 
        Department.

SEC. 213. STUDY ON COMMUNICATIONS WITHIN THE MANAGEMENT OF THE VETERANS 
              HEALTH ADMINISTRATION.

    Not later than one year after the date of the enactment of this 
Act, the Inspector General of the Department of Veterans Affairs shall 
complete a study on--
            (1) how the Veterans Health Administration communicates the 
        directives, policies, and handbook of the Administration to the 
        field, including an evaluation of compliance with such 
        directives, policies, and handbook to determine whether such 
        communication is effective; and
            (2) the effectiveness of each Veterans Integrated Service 
        Network in disseminating information to employees within such 
        Network and veterans served by such Network.
                                 <all>