Optimizing the VA Workforce for Veterans Act of 2026

Key Points

• The bill requires the VA Secretary to create and submit a five-year strategic human capital plan by September 30, 2027, covering the Veterans Health Administration, Veterans Benefits Administration, National Cemetery Administration, and other components. The plan must account for current and future demand for benefits and services.
• Before carrying out any layoffs, the VA must give 60 days' notice to both the affected employees and to Congress. If the VA fails to follow this rule, the Merit Systems Protection Board can block the layoff until the agency complies.
• The staffing plan must include specific strategies for recruiting veterans, military spouses, family members, and caregivers as VA employees. It also requires goals to speed up the hiring process without weakening background checks or safety measures.
• The Government Accountability Office must review the VA's staffing plan within 180 days of its submission and at least every two years after that, checking whether the plan is adequate to fulfill the VA's mission. The findings go directly to Congress.
• Any VA reorganization must now include a risk mitigation plan and results-based performance metrics. The Secretary must report to Congress every 180 days for two years after completing a reorganization, showing whether it actually improved outcomes for veterans.