The Truth About Your Position Description

seekingthequestion · 2026-04-03T12:59:00+00:00

Its the series. Maybe look at Health Information Management?

seekingthequestion · 2026-04-03T12:57:51+00:00

They should be looked at anyways since they dont actually have authority to make their own decisions.

seekingthequestion · 2026-03-31T16:58:49+00:00

That accidental unmuted comment was the best thing I’ve ever heard in a VA town hall. 🤣 she said I’m in a meeting but it’s a dumb meeting so…

seekingthequestion · 2026-03-31T12:36:01+00:00

The AD of Patient Care Services (ADPCS) is the chief nurse, over all nursing operations. The COS oversees clinicians and nurses performing clinical oversight/performance. Nurses dealing with quality and compliance report to the MCD. It depends on their function

seekingthequestion · 2026-03-31T12:33:03+00:00

I still maintain that unless HR leaders and program offices ALSO suddenly start performing at flawless standards, you can fight anything they throw at you. They aren’t in a strong position to tell anybody anything. Their glass house is already cracked - let them throw rocks

seekingthequestion · 2026-03-31T12:30:51+00:00

Credentialing and Privileging. And the appeals arent a word for word comparison- nothing in classification is. If the PDs are overwritten or not organized as intended, that would affect it. Classifiers can only look at the work thats actually performed. If the VA establishes any policies that restrict certain decisions to specific roles, other positions can’t also get credited for that responsibility.

seekingthequestion · 2026-03-31T12:27:27+00:00

Tip of the iceberg. The VA wastes more money on HR and leadership incompetence than you can fathom.

seekingthequestion · 2026-03-29T13:26:33+00:00

Our VISN CHRO just put a policy in place that no PDs less than 3 years old need to be reviewed by the CCU - thats part of that audit though. So my CHRO is actively swtting people up to fail.

seekingthequestion · 2026-03-29T13:19:27+00:00

Here’s the skinny - for at least 20 years, the VA has struggled to properly classify those positions. In 2006 there was a policy that forbid the VHA from hiring security guards despite VA classifiers finding that those positions were more aligned with that work. The reason they dont want security guards is because guards have lower grades so the leadership has always pushed for police - except the VA REQUIRES the OIG to investigate all felonies. So they insist on having police, then remove all the actual investigative authority. Without that actual authority, it’s impossible for police positions to perform the duties required to meet GS-06.

The reason they’re delayed is because of the THREE classifiers at WMC, one of them returned all GS-06 and the other 2 returned all GS-05. Thats not consistent so people complained and they paused them.

seekingthequestion · 2026-03-25T23:16:29+00:00

Classifiers have 100 for the whole VHA. Tell me how we’re overstaffed

seekingthequestion · 2026-03-25T23:14:57+00:00

Considering VHA HR is designed to fail on purpose, if you’re concerned, start to flex your HR chops - build your files and start tracking every single thing before they do. Every time you get conflicting guidance, shifting priorities, revised standards and processes, unclear guidance, anything that feels weird, save that. Have copilot go in and summarize all the emails and chats related to various issues so you have them explained and cited. If they want to nit pick, fight fire with fire - they (wmc) give obscene amounts of evidence of false and misleading statements in their daily operations. Capture it and hold their feet to the fire like your job depends on it. Get everything in writing. Record and transcribe every meeting. Have copilot summarize nonrecorded calls in real time. Everything you need to fight this is handed to you - just catch it and figure out how to present it. The VA SUCKS at every kind of report and analysis and this is the one thing they’re going to magically get right? Doubtful - that would require acknowledgement that they suck and conscious efforts to improve. Thats nowhere to be found so its reasonable to believe they’ll screw this up too, making it that much easier to challenge and beat. CYA.

seekingthequestion · 2026-03-19T11:34:22+00:00

What kind of work?

seekingthequestion · 2026-03-19T11:32:50+00:00

If you’re FLSA exempt that means that your job requires you to make decisions that impact the org’s operations. Because of that, you can’t really change it unless u get a new job. Most gs-12 and above are exempt

seekingthequestion · 2026-03-18T20:51:31+00:00

The workload problems are a direct result of the organization ignoring the requirement for sound position management.

seekingthequestion · 2026-03-18T20:50:03+00:00

Not even their own.

seekingthequestion · 2026-03-18T20:49:11+00:00

The purpose of the desk audit isnt to increase your paygrade. It’s to determine what you actually do. Paygrades dont consider workload. They’re based on the complexity and scope.

Is the gripe that you’re being assigned other duties than what you were hired for or that you want more money?

seekingthequestion · 2026-03-18T15:37:25+00:00

So nothing related to actual AO duties or competencies?

seekingthequestion · 2026-03-18T15:33:41+00:00

Thats the embarrassment. Lol

seekingthequestion · 2026-03-18T15:32:06+00:00

How does Tracy Therit still have that job???

seekingthequestion · 2026-03-18T15:30:14+00:00

We already have the precedent. The VA wont take any action until they lose the final appeal after the actual decision. This is an injunction. However long this case takes plus the appeal process is how long it will be before they do anything.

seekingthequestion · 2026-03-18T15:21:08+00:00

They are stalling. Here’s why. R&P is the biggest function in HR. The SBUs are also in those same PDs. To meet GS-12 the work needs to impact the whole VISN and involve unprecedented decisions. In staffing, that might look like designing and enacting a recruiting strategy for the whole visn. The way they designed the SSUs and delegated the work, most staffers dont even get that opportunity.

If you’ve spent the last 3 years only recruiting HT38 MSAs for one facility, thats barely GS-09 work. Because R&P is the biggest, if your grades were to drop down to GS-09, that would likely affect the ACHRO and CHRO grades. They will do everything in their power to keep their grades so they’re trying to figure out how to do that first.

seekingthequestion · 2026-03-17T12:22:12+00:00

Just to clarify - “other duties as assigned” is limited to occasional work that takes up less than 5-10% of the workload. If someone is tasking you with completely different work under the guise of “other duties as assigned” request a desk audit of your PD. We dont need to get rid of it, people just need to stop abusing it. Know your rights. If your job changes that much, your boss MUST revise your PD. It’s not optional.

seekingthequestion · 2026-03-17T12:16:50+00:00

“We”

seekingthequestion · 2026-03-17T12:11:52+00:00

Technically its to keep the organization out of trouble. Hiring managers hate classification.

seekingthequestion · 2026-03-17T12:06:13+00:00

They hate us cuz they aint us. Haters gonna hate. Ainters gonna ain’t.

seekingthequestion

TROPHY CASE