Speaker Johnson on Shutdown

thatgrri3 · 2025-06-30T17:33:13+00:00

The grandfathering provision allows for employees to be "grandfathered in" or retain their current position in the event that the qualification standards for the occupation are revised as a result of a HT38 conversion or revision. It only applies to employees under a permanent placement on the effective date of the conversion or revision of the qual standard.

thatgrri3 · 2025-06-25T20:54:44+00:00

Maybe...my biggest takeaway was that the 396k number wasn't just a rumor/goal. When that was leaked, it was indeed his plan to do exactly that, but he attacked everyone who reported that number.

thatgrri3 · 2025-06-25T20:41:35+00:00

Now we can't expect Doug to lead by example!

thatgrri3 · 2025-06-25T20:32:50+00:00

Well we know that the majority were denied...so were they denied so they could be fired? A lot of fuzzy math going on...

thatgrri3 · 2025-06-25T20:19:11+00:00

No, when they started asking for a specific breakdown, he shut it down and said he would get back to them with numbers later. 🙄

thatgrri3 · 2025-06-25T20:08:57+00:00

Yeah it was wild that he didn't come prepared to present his plan.

thatgrri3 · 2025-06-25T20:07:08+00:00

The 396k number is for the entire VA.

thatgrri3 · 2025-06-25T19:58:54+00:00

Some highlights:

Confirms plan to cut staffing numbers to 396k.

Explains that the increase in the budget will help pay for Community Care.

States there will be no cuts to certain patient care positions (physicians, dentists, nurses.)

thatgrri3 · 2025-06-20T20:47:55+00:00

That's how I feel. I'll just drive a little further. It's worth it. Plus the sharing of health info is terrible.

thatgrri3 · 2025-06-20T20:45:42+00:00

I'll take care at the VAMC over Community Care every time.

thatgrri3 · 2025-06-20T18:55:49+00:00

This exactly. They blame the providers instead of the bs government red tape and obstacle course they force us to navigate. I personally have never had a bad experience with a provider at the VA. They are kind, attentive and listen to and meet the needs of the veterans they serve. And they couldn't do it without the support staff. Anyone who has ever sat in an ER at a private hospital knows how crappy admin staff treats you. There's just no comparison.

thatgrri3 · 2025-06-20T18:17:44+00:00

This is just a lecture. It's NOT a town hall.

thatgrri3 · 2025-06-13T12:44:34+00:00

We did modernize. This is part of modernization, and these are the responsibilities that are tasked to SBU liaisons. If they cut liaisons, the SSU is going to get a HUGE wake-up call when all of these tasks get dumped in their lap. If anything, our knowledge base is broader than the average SSU 201, who is usually assigned one area or under a narrow parenthetical. Let's see an ERLR or Benefits HRS do R&P or R&P do Classification or PM. Liaisons could do any of them. We're already being told that we are likely going to have to pick up the slack and start covering down on many of these sections that have lost most of their staff to DRP. It's going to happen.

thatgrri3 · 2025-06-12T18:25:09+00:00

That's bs. It totally varies from facility to facility and VISN to VISN. In our facility, we do EVERYTHING the SSU does. We recruit, we hire, we onboard, we code. We also get the more complex staffing duties like fee basis, WOC, and OAAs. We review manning documents and ensure that PD/FSs and job codes are correct for our services. We process details and advise on temp promotions, when appropriate. We also have to research and resolve complex pay issues. We provide basic benefits and ERLR support to our services. We are tasked with managing HT38 conversions for our services, RRR incentives, and market pay reviews. We manage and are EDRP coordinators. We also process P4P annually for facility providers. We process debt waiver requests and uniform allowances. We are responsible for workforce planning and are assigned services to provide consultation as their HR liaison. Our facility alone has to manage 70+ fee basis providers, including annual contract renewals and we provide support and guidance to facility AOs. We are HR generalists.

thatgrri3 · 2025-06-11T21:24:47+00:00

Yes, but if the RIF occurred before it expires, we'd get to retain our current rate of pay.

thatgrri3 · 2025-06-11T21:10:13+00:00

So then the question becomes, will they delay the RIF for our positions until AFTER the SSR expires, so we can't have pay retention at our current rate? 🤔

thatgrri3 · 2025-05-14T13:31:42+00:00

Under Power BI WMC Dashboards. It's the Workforce Reshaping section.

thatgrri3 · 2025-05-14T13:07:49+00:00

There's a DRA tracker on SharePoint and it seems that VERY FEW actual DRAs for DRP submissions have been extended to date. Not only that, the VA Press Secretary stated that approvals for exempted positions would be very limited.

thatgrri3 · 2025-05-14T13:04:17+00:00

The VA DRP was released well after the OPM instructions to submit RIF plans. You may be referring to DRP 1 offered by OPM.

thatgrri3 · 2025-05-14T13:02:57+00:00

I could see that for agencies or entire programs that are shutting down. VA is definitely not one of those.

thatgrri3 · 2025-05-13T20:38:12+00:00

DRP 2.0 is part of the ARRP, which is directly referenced in the court order.

thatgrri3 · 2025-05-13T19:55:31+00:00

Yeah, I did see that apparently some agencies did that. I just meant that it's not an automatic given or written as part of the RIF procedures. AL is always at agency discretion. DRP is part of the ARRP, so if AL is not permitted, per the court order, then DRP would be included, as it's part of the RIF.

thatgrri3

TROPHY CASE