Personnel Integrity in Veterans Affairs Act of 2025
The Personnel Integrity in Veterans Affairs Act of 2025 would tighten the handling of VA personnel investigations when a covered VA employee resigns, retires, transfers, or otherwise separates from the Department before an eligible investigation is resolved. It requires the completion of the investigation and, within 40 days after completion, a permanent notation of the investigation in the employee’s official personnel record. The bill also lays out due-process protections: the employee must be notified in writing within 5 days of resolution, given at least 30 days to respond with evidence, and receive a written decision with specific reasons. Employees may appeal the notation to the Merit Systems Protection Board or a Disciplinary Appeals Board, and if they prevail on appeal, the notation and any adverse finding can be removed. In addition, the bill adds a new requirement for annual performance plans for political appointees to be submitted to Congress within 30 days after completion of the annual performance. Overall, the bill creates a formal process to document personnel investigations in VA records and strengthens appeal rights, while increasing Congressional oversight of political appointees.
Key Points
- 1Notation in VA personnel records: If a covered VA employee subject to an eligible personnel investigation resigns, retires, transfers, or otherwise separates before the investigation is resolved, the VA Secretary must complete the investigation and place a permanent notation in the employee’s official personnel record within 40 days after completion.
- 2Investigation not to be influenced by resignation: While conducting an eligible personnel investigation, the Secretary cannot consider the employee’s resignation, retirement, transfer, or other separation.
- 3Due process for notation: Before making the permanent notation, the Secretary must notify the employee in writing within 5 days of resolution, provide a copy of the adverse finding and supporting documents, allow at least 30 days to respond with evidence, and issue a written decision with specific reasons.
- 4Appeal rights and notation during appeals: A covered employee may appeal to the Merit Systems Protection Board or a Disciplinary Appeals Board. If an appeal is filed, the Secretary must place a notation indicating the appeal is pending within 2 weeks. If the employee prevails on appeal, the notation must be removed within 2 weeks; if the Secretary prevails, the notation and any adverse finding notation must be removed within 2 weeks.
- 5Definitions: The bill defines “covered employee” (VA competitive service, excepted service, or Senior Executive Service) and “eligible personnel investigation” (including IG investigations, prospective investigations that may lead to adverse actions, internal VA investigations, and investigations by other federal agencies such as OSC or EEOC).
- 6Section 725 amendment on Congress reporting: The bill redesignates subsections and adds a new subsection (c) requiring the Secretary to submit to Congress, within 30 days after the completion of an annual performance, the annual performance plan for VA political appointees.