Bill · S. 4400· Senate(119-S-4400)
Optimizing the VA Workforce for Veterans Act of 2026
- Introduced
- 4/27/2026
- Last activity
- 4/29/2026 — Committee on Veterans' Affairs. Hearings held.
- Sponsored by
- Jerry Moran
- Cosponsors
- - 0 - 0
- Introduced
- In Committee
What this bill would do
This bill requires the Secretary of Veterans Affairs to create a five-year strategic human capital plan to support the Department's mission. The plan must include workforce gap analyses, recruitment goals, and strategies to improve productivity and hiring speed. The Secretary is also required to provide specific notice to Congress and employees at least 60 days before carrying out any reduction in force. Additionally, the bill mandates detailed reporting and risk mitigation plans regarding the reorganization of offices. These measures aim to ensure the Department can effectively deliver health care and benefits to veterans.
Yes· 3 of 7
Would veterans be better off under this, taking everything together?+6
The bill focuses on optimizing the workforce to ensure timely delivery of essential healthcare and benefits.
Does this increase the pay, pensions or support veterans receive?+6
The bill improves the delivery of healthcare and benefits through strategic workforce management and faster hiring.
Does this make health care easier to get in general?+5
The bill requires a workforce gap analysis to ensure staffing levels support high quality and accessible care.
The opposite
No question was scored the opposite.
Who it would affect, and how
Potential Positive Impacts for People
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Improved Service Delivery: The bill requires a workforce gap analysis to ensure staffing levels are sufficient to deliver "high quality, accessible, and timely health care, benefits, and other services" (Section 2(c)(1)(A)).
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Targeted Recruitment: The plan must include specific strategies for recruiting and retaining veterans, spouses of veterans, family members of veterans, and caregivers as employees (Section 2(c)(2)(C)).
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Faster Hiring Processes: The Secretary must develop goals to "reduce the time to hire and onboard employees" (Section 2(c)(2)(D)).
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Job Security Protections: For employees facing a reduction in force, the Secretary must provide notice at least 60 days in advance; failure to do so allows the Merit Systems Protection Board to stay or set aside the action (Section 3(a) and 3(e)).
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Increased Oversight: The Comptroller General of the United States will conduct biennial reviews of the human capital plan to ensure it is adequate to fulfill the Department's mission (Section 2(e)).
Potential Negative Impacts for People
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Workforce Reductions: The bill acknowledges that "reduction in force" actions may occur, which involves the elimination of employee positions (Section 3(f)(2)).
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Reorganization Risks: The requirement for a "risk mitigation plan" during office reorganizations implies that such reorganizations carry "identified possible risk[s]" (Section 4(1)(B)).
Groups and Interests Ranking
Every group the model scored this bill for, from -10 to +10. Hover a score for the reason it gave.
- Demographic And Interest Groups
- Good For Veterans+6Good For Union Workers+4Good For Business Owners+2
- National Security And Foreign Policy
- Improves Veterans Benefits+6
- Healthcare
- Improves Healthcare Access+5
- Economy And Finance
- Increases Job Creation+3
- Social Issues And Justice
- Improves Social Security+2
- 4/29/2026
- Committee on Veterans' Affairs. Hearings held.
- 4/27/2026
- Read twice and referred to the Committee on Veterans' Affairs.
- 1 Cosponsor added.
- Introduced in Senate
2 bills Congress.gov lists as related to this one — companions in the other chamber, earlier versions, and bills this one absorbed or was folded into.
Angus KingIndependent · Maine