Do my job. Listen to staff. Walk through the facility. Don’t allow relationships on units like 63 in Augusta. Investigate. Investigate. Investigate.
Investigate unit 63
Investigate unit 63. Take complaints seriously. If people keep quitting or getting fired on a unit then it’s the unit not the people.
Quit being arrogant
Caring more about the Veterans needs. I always get harrassed when I spend more than 5 minutes helping a Veteran.
Fill vacancies ASAP when people leave. Do not hire supervisors without experience doing the job of subordinates. Supervisors should be required to do work other than just “middle management.” Treat non medical staff with the same level of respect as medical staff. Ensure facilities follow opm and labor laws. Do not allow sub contracting to the army corp of engineers, it is a waste of money. Allow true open bids, sdvob’s are not bad however open it, so that the government is not paying a 40-200 premium for someone to submit an invoice. Actually verify that a vet made a product, used veteran employees, and the sdvob isn’t just subcontracting duties. Example gsa advantage has multiple vendors and 90% of boxes that come in are from granger. I have seen government pay $900 for a $300 part that could have been ordered directly from the manufacturer.
Make the CA a duty station for active duty or IRR service members. I love going to my military treatment center on camp Pendleton as a Veteran. The pride, quality sense of duty to excellence is lost at the VA. Or make it a transition for active duty who only serve 4 years. I've worked DOD and VA, I've never seen so many nonmilitary affiliates people who ultimately care about numbers, money, bonuses, and job security and have little devotion to those who have served. And I've work6behind the scenes and heard leadership conversations. For example: Too many no shows. So to look better and have for a headline VA DECREASES NO SHOWS, they cancel appts implement walkins/unscheduled, meanwhile jipping the Veteran out of roundtrip travel pay which is based on SCHEDULED appts. Versus solving the underlying issues of the Veteran not making the appt.
Invest more in employees.
Shut it down and turn it into a homeless shelter for vets to work, educate, and get treatment. Stop using the VA for job security in exchange for foreign aid. We're housing traitors and crooks. It's like 30% American staff.
Hire independent contractors to evaluate working conditions by talking specifically to non management, non supervisors, non team leads for the truth. Evalute turn over history, grievances, and EEOC complaints for the past 3 years. Eradicate the punitive mentality among all levels of management. (If the employees are constantly having difficulty performing their duties and filing complaints/grievances then the issues are more than likely management and/or training based. Ensure management staff possess the required education, experience, and current training to perform the duties & functions of the positions that they hold. Update training methods. Implement a different and new employee evaluation method; the "point system" method is not an accurate indicator of actual work completed, it prevents the true goal of certain positions from getting accomplished instead diverting all energy and thought to reaching point requirements, and it wastes the skills of employees who are truly educated, talented, and/or experienced in their positions. (Claims Dept. Employees). Reevaluate all upper management for skills, education, and people skills. All reviews and evaluations must be completed by independent contractors, not other VA employees with the same tainted view and mentality.
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