Potential Weaknesses Identified in the VISN 20 Personnel Suitability Program

During a recent audit of VHA’s personnel suitability program, the VA OIG received a whistleblower complaint alleging that untrained human resources officials from Veterans Integrated Service Network 20 (VISN 20) were overturning pre screening determinations. The complaint included an example in which a candidate who was initially found unsuitable was subsequently advanced for hiring. The complainant later provided four additional examples of candidates initially found unsuitable for employment due to patterns of potentially disqualifying conduct, such as domestic violence and driving under the influence of alcohol. This memorandum outlines VISN 20’s pre-screening process, relevant requirements, and the OIG’s findings to raise VHA leaders’ awareness of risks associated with the inconsistent vetting process.
 

The OIG team determined that VISN 20 human resources officials reversed an adjudicator’s unfavorable pre screening determination in two of the five instances described in the complainant’s documents, but these actions alone did not violate VA policy. The team confirmed that these officials did not complete required adjudicator training for staff reviewing suitability determinations. There were also inconsistencies in managing and monitoring the pre screening process. Lack of national guidance for the pre screening process allowed regional human resources offices to develop their own methods. Variations in approach, supervision, and accountability and the lack of a robust monitoring program can increase risks to VA and veterans. In its comments to the memorandum, VHA reported taking action to establish decision-making roles and improve the review process for suitability coordinators.