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119-s-4400119th CongressWALLET

Optimizing the VA Workforce for Veterans Act of 2026

Sponsored By: Senator Moran, Jerry [R-KS]

In Committee

Summary

A five-year strategic human capital plan for the Department of Veterans Affairs would require the VA to map current and future staffing needs and set hiring and retention goals across its health, benefits, and cemetery services. It would also require 60-day notice before reductions in force and stronger reporting and risk‑metrics for reorganizations.

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  • Veterans and families: The plan must document current and projected demand by facility, program, and region and report outcomes tied to service quality and access. This aims to align staffing with veteran-facing services.
  • VA employees: Any planned reduction in force would require at least 60 days' notice to affected employees and Congress, including counts, locations, and justification for how the cuts match projected demand.
  • VA leadership and human resources: Agencies would need workforce gap analyses, time-to-hire reduction goals, and targeted recruitment and retention strategies for veterans and military families.
  • Congress and oversight: The Comptroller General would review the plan within 180 days and every two years, and the VA must send regular implementation and reorganization reports to congressional veterans and appropriations committees.

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Bill Overview

Analyzed Economic Effects

3 provisions identified: 3 benefits, 0 costs, 0 mixed.

Five‑year VA workforce plan

If enacted, the bill would require the Secretary of Veterans Affairs to submit a five‑year strategic human capital plan to Congress by September 30, 2027. The plan would be updated each September 30 starting in 2028 to cover the next five fiscal years. The plan would be broken down by VA component, facility, region, program office, and service type and must include a workforce gap analysis, recruitment and retention goals, targeted hiring for veterans and family members, and time‑to‑hire reduction goals (including draft legislative language if needed). The plan would also require annual progress reports to Congress that show staffing changes, projected demand, and any differences from VA budget materials. The Government Accountability Office would review the plan within 180 days of submission and at least once every two years and would send findings to Congress.

Advance notice for VA layoffs

If enacted, the bill would require VA to give Congress and affected employees the same written notice at least 60 days before any planned reduction in force. The notice would list how many employees and which offices are affected, staff numbers before and after, services affected, budget effects, and why the change aligns with projected demand and the workforce plan. VA could not carry out a RIF for any employee who did not receive the required notice. Failure to comply would be a prohibited personnel action and the Merit Systems Protection Board must stay or set aside the RIF until VA complies. The bill uses the definition of reduction in force in part 351 of 5 C.F.R. as of January 1, 2026.

Stronger rules for VA reorganizations

If enacted, the bill would require VA to explain how any covered administrative reorganization will improve outcomes for veterans, spouses, dependents, and caregivers. The reorganization justification would have to include results‑based performance measures and a risk mitigation plan that lists each risk and how it will be reduced. After completing a covered reorganization, VA would send an assessment to the House and Senate Veterans' Affairs Committees within 180 days and every 180 days for two years using the plan's metrics.

Sponsors & CoSponsors

Sponsor

Moran, Jerry [R-KS]

KS • R

Cosponsors

  • Sen. King, Angus S., Jr. [I-ME]

    ME • I

    Sponsored 4/27/2026

Roll Call Votes

No roll call votes available for this bill.

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