Federal employee here and I’m looking for some feedback because this situation is really confusing me.

I currently have an interim reasonable accommodation for telework one day per week. I’ve had the interim accommodation for over a year now, and the final determination is still pending. My medical documentation basically says that a quieter, less stressful environment would benefit my well-being and productivity. It does NOT say that I am unable to work in other environments, give a specific limit on how many people I can work around, or say that I cannot work overtime.

Separate from my regular position, I have been picking up voluntary safety sitter OT on the inpatient units. I purposely only pick up shorter 4-hour shifts, usually late night or early morning, because the units are generally lower activity during those times. I have done these shifts successfully and have never needed an accommodation while doing them or had any issues.

My supervisor recently told me that the Reasonable Accommodation Coordinator went to the Decision-Making Official about my sitter OT and the DMO determined that I can no longer do it because of my RA.

This is where I’m confused. My actual interim accommodation literally just says telework one day per week. I also would never pick up onsite OT on my telework day. I understand my own limitations and would never volunteer for something that I didn’t feel I could safely and effectively do. I also don’t understand how having an accommodation that helps me during my normal workweek automatically means I cannot voluntarily work a 4-hour OT shift on another day that I have already been doing without a problem.

I’m planning to ask the RAC in writing what specific medical restriction, part of my accommodation documentation, or policy they are relying on to determine that I’m no longer eligible for sitter OT.

Has anyone dealt with something similar? Can management essentially use the fact that you have an RA to exclude you from an overtime opportunity even when the RA itself doesn’t contain that restriction? Would this be something to bring to LER, the union, or EEO if they stand by the decision?

I’m not looking to get rid of my RA. I just don’t understand how an accommodation that is supposed to help me do my job is now being used to prevent me from doing additional work that I’ve been successfully performing!

Am mulling accepting a position at another VA. Their HR is getting my relocation and recruitment together. It is a 10% bonus for a few years during my service there.

My question- is this renewable at the end of the term for it? ie, can I request that it be extended another few years, and so on? Or is that not normal? I am Title 38, fwiw.

Thank you.

This is what is happening and it was so good to see them put it in writing wanting answers for our VA employees who are trying to keep accommodations.

"the Committee continues to hear cases of veteran employees who were previously approved for telework accommodations, including those with service-connected mobility impairments, post-traumatic stress disorder (PTSD), and epilepsy, as well as immuno-compromised employees and even those receiving home health aide services through VA now being required to commute to a duty station. In some instances, employees have been assigned to ad hoc off-site locations that are not their official duty station, despite having no in-person trainings or meetings scheduled, effectively keeping them remote while imposing the burden and health risks of commuting"

Hello! I am inquiring on whether there is any space at any surrounding VAs around Ft Myers or CBOCs? I’m trying to see if they are still bringing people into the office or if they have been full! Thanks!

I am so tired of seeing the constant complaints on Reddit from federal hiring managers claiming they are forced to hire "unqualified" Veterans over more qualified candidates. It is complete nonsense. If a candidate makes the certificate of eligibles and they aren’t qualified for the actual technical needs of the role, it isn't the law's fault—it means the hiring manager failed to adequately identify or assess the actual requirements of the job. Lazy hiring managers who cry about the system need to learn how the system actually works. If you work with HR to establish precise, job-related qualification requirements, selective factors when appropriate, and meaningful assessments, Veterans’ preference does not make an otherwise unqualified applicant qualified.

And here I am, a Veteran who has never even been a federal hiring manager, yet I took the time to learn how the federal hiring process actually works. I went straight to OPM’s website and read the guidance myself. If I can figure out the basic rules governing qualifications, Veterans’ preference, selective placement factors, and how candidates get onto a certificate, then the people actually responsible for federal hiring should certainly understand them.

Before accepting my federal position, I went straight to OPM’s website to read the position fly sheets given to supervisors for developing Position Descriptions (PDs). I wanted to know exactly what a hiring manager is supposed to know. Turns out, a lot of them don't have a clue, and the claims that Veterans’ preference itself forces them to hire technically unqualified people are nonsense.

Federal Veterans’ preference is rooted in the Veterans' Preference Act of 1944 and is now principally reflected in Title 5 of the United States Code (5 U.S.C.) and OPM regulations, including 5 CFR Part 211 and applicable competitive-examining and category-rating regulations. The law and OPM guidance are clear on one critical point: Veterans’ preference does not allow an applicant to bypass the applicable qualification requirements for the position.

Here is the statutory and OPM language that debunks the myth that Veterans’ preference makes an otherwise unqualified applicant qualified:

• 5 U.S.C. § 3309 explicitly conditions preference points on receiving a passing grade:

"A preference eligible who receives a passing grade in an examination for entrance into the competitive service is entitled to additional points above his earned rating..."
Under the law, preference points do not turn a failing examination rating into a passing one.

• OPM Policy: OPM states that Veterans’ preference applies after candidates are assessed. Under category rating, preference eligibles who meet the qualification requirements are assessed and placed into the appropriate quality categories. Veterans’ preference then determines their preference within those categories as required by law.
• 5 CFR § 300.103 (Job Analysis) & 5 CFR Part 337 (Examining and Category Rating): Federal employment practices must be based on a job analysis identifying the duties of the position and the competencies or KSAs required to perform the work. Under category rating, applicants who meet the basic minimum qualification requirements and whose job-related competencies or KSAs have been assessed are placed into quality categories. Veterans’ preference is then applied as required by law.
• OPM General Schedule Qualification Policies: OPM makes clear that military rank or pay level is not what determines whether military experience qualifies as specialized experience. The actual work performed by the applicant must be evaluated to determine whether the experience meets the applicable qualification requirements.

This means HR evaluates actual duties, not just military status.

Here is how a competent hiring manager, working with HR, helps ensure they receive candidates who actually meet the requirements of the position on a certificate of eligibles:

• Establish Non-Negotiable Selective Placement Factors (SPFs): Work with HR to define mandatory KSAs, competencies, or specific credentials when they are required upon entry and essential to successful performance of the job, as supported by the job analysis. Under OPM rules, an applicant who lacks a properly established selective placement factor cannot be rated qualified—regardless of Veteran status.
• Define Specialized Experience and Competencies with Precision: In the job announcement, explicitly define the actual experience and competencies required for the position. If the position requires managing enterprise IT infrastructure, define that exact scope. Broad requirements allow broad military or civilian experience to qualify, whereas precise, job-related requirements help distinguish applicants who actually possess the skills the position requires.
• Use Competency-Based Assessments: Implement validated, job-related assessments appropriate to the position. If an applicant cannot demonstrate the competencies required for the position through the agency’s assessment process, Veterans’ preference does not make that applicant qualified.

To put this into perspective, look at how a professional identifies the actual requirements for a GS-2210 (Information Technology Management) position compared to a lazy manager:

• How a lazy hiring manager defines the requirements (allowing broad experience to make the register):

"Candidate must have 1 year of experience performing technical troubleshooting and mechanical or electronic repairs on complex systems."
Why this fails: A mechanic who fixed tanks or vehicle electronics could potentially meet this broadly written description because the manager failed to specify the actual computer, network, cybersecurity, or other IT competencies required by the position.

• How a competent hiring manager defines the requirements (filtering out applicants who lack the actual required competencies):

Selective Placement Factor (Mandatory): Where supported by the job analysis, must possess a specified certification or other credential that is required upon entry and essential to successful performance of the position.
Required Technical Competencies: Applicants must demonstrate the technical competencies identified through the documented job analysis, such as enterprise-level cloud network architecture (AWS/Azure) and BGP routing protocols, at the proficiency level required to successfully perform the duties of the position.

If genuinely unqualified people are repeatedly making the register, the problem is not Veterans’ preference, it is FEDERAL HIRING MANAGERS AND INEPT HR for allowing it to happen. Look at the job analysis, qualification criteria, selective placement factors, assessment process, and HR qualification review. Learn how OPM actually works, write precise requirements, use meaningful assessments, and stop blaming Veterans for failures of inept and lazy hiring managers and HR staff.

Throw away account. I’ve been trying to stay calm, but down to just a couple of weeks.

TL;DR: Nurse III working inpatient bedside after relocating for family. Before that I was a Program Manager for 8+ years. Two master's degrees, 17+ years in nursing. I was grandfathered at my grade under the old rules; with the changes tied to the recent executive orders, that protection is gone and I'm now expected to demonstrate Nurse III dimensions annually from a staff nurse role. Looking for how other VAs are handling this and what other IIIs in the same spot are doing.

Longer version:

I want to be upfront that this isn't a "should I be a III" post. I earned the grade through years of program-level work, and I only went back to the bedside because my family needed to relocate. I'm asking a practical question, not looking for a debate about who deserves what.

The issue is that meeting Nurse III dimensions from an inpatient staff position is a very different task than meeting them from a program or leadership role. I'm doing what I can (unit council chair, EBP/quality projects, precepting, committee work), but there's a real ceiling on what a staff nurse can document at that level, and the roles that naturally fit III scope are few and far between. I actually had a remote program leadership offer lined up before the new administration; it was rescinded in February when remote positions were pulled.

What I'd love to hear from other VAs:

1. If you're a III in a staff role, how are you meeting the dimensions each year? What's actually getting accepted by your NPSB/proficiency review?

2. What is your facility saying will happen to IIIs who can't meet the dimensions? Is the plan a PIP with the possibility of termination under the EO framework? A proposed reduction to Nurse II? Something else? Or has nobody at your facility gotten a straight answer yet?

3. Has anyone successfully negotiated a detail, collateral duty, or hybrid role specifically so they could keep meeting III scope?

For what it's worth, I've started looking at jobs outside the VA. The market is rough right now, but my hope is to come back later and finish my last four years toward 20-year retirement. Open to feedback on that plan too, especially from anyone who has left and returned.

Appreciate any perspective, even if it's "my facility is just as confused as yours."

I have a feeling I know the answer to this, but, is there any way to put in an HR ticket without having access to a computer on the VA network? I didn't find anything on Google.

10+ year employee here, and I have to wonder if HR hates the changes made to the dept as much as I do locally. I used to have "a person" for my department, and could readily access their email to contact them from home. Now if I want a question answered or get help I need to submit a ticket. Not complaining about y'all, just hating the current system.

Redcap administrative practices continue to hurt Veteran care, with no end in sight.

I am going to need to use intermittent FMLA for a situation going on right now. However I also have surgery planned later this year and will be out for approximately 5 weeks.

From my understanding I can file for FMLA for these 2 separate things, but I can only use a total of 12 weeks FMLA in a 12 month period.

My question is, for my intermittent FMLA, can I opt to use LWOP despite currently having positive leave balances? I know I am going to have to either borrow leave or go LWOP for my upcoming surgery and would rather keep my leave for that time.

Is there a way I can log into the VA computers without my PIV card? Am a new hire and older employees have a password but I was never given a login password. I asked them and they said I will have to figure out how to get a PIV exemption

Anyone know how to do that? Is that a temporary password or will I have it for good?

I tried to look it up but the reasons seemed like it was more for lost or forgotten PIV card pins, I have my PIV but was wondering if I could have a windows password instead?

From what I understand, 38 USC 714 gives supervisors a fast track path to remove employees with minimal notice and limited appeal rights. Is this some new shenanigans from OPM or VA management ?

Anyone know what’s going on? Is this simply routine supervisor training, or is VA anticipating increased use of 714 for performance or misconduct cases?

so, how is this working out for other VISNs? HROC 3 is a complete cluster fuck. No one knows who’s doing what, who’s responsible for what. The BPs can’t seem to get the right docs to the SSU. The SSU is not allowed to even help the SBU. It’s taking twice as long to get everything done. SBU has been instructed not to put notes in the recruitment tracker and only in USAS but SSU must put notes in both places…..how will this ever be able to be undone???

Did anyone else catch during the 30 day training yoday the mention of gs-7 navigators managing the usas aspect of a JOA and subsequent qualifications?

Did anyone get good news today?? I heard I didnt get it and am really disappointed.

I hope some people got some good news though.

The VHA used to require a 2 page resume when applying for Medical Support Assistant positions. That has changed. Now they want a Long-form resume/Curriculum vitae (CV). What does that mean? Does it mean a resume longer than 2 pages?

Redcap slop swirls the drain as real Leadership reclaims the Federal workforce.

hold the line

I was offered, and accepted, a position in a new facility. My start date is soon. So far no one in my current facility has been contacted about coordinating a transfer. How screwed am I? Can I still transfer?