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Live Chat 6 PM to 9 PM EST ONE VOICE Chat Community Discussion Forum For VA Employees Want to know why your claim takes so long and has so many errors?Page 1 2
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I work for the VA in San Diego and there is rampant nepotism that is going on which is leading to actual quality errors while statistically on paper the office is meeting and exceeding their goals.
THIS IS NATION WIDE Corruption... it doesn't just happen in San Diego but at other offices as well. I have sent the information I have discovered to Congress and the Media. As of yet no one has any interest in the matter. Diane Feinstein thought I was inquiring about some Tax policy. Barbara Boxer did actually respond but to proceed I need to list my true identity and risk reprisal. I have a family to support and cannot afford to do that at this time. Heres my reply to Boxer. Dear Honorable Boxer, Unfortunately at this time, I do not wish to expose myself and therefore lose my employment at the Department of Veterans Affairs. I still have a family to support. However if you wish to receive support of many Veterans this would be a prime opportunity. Especially considering how Management takes no measure to hide the Nepotism and favoritism shown to their hired sons and daughters. Incompetence is protected and hidden to advance the careers of their family. It is quite shocking that no one is interested in just coming out and investigating. But I guess that is how politics work in the USA. Do as much corruption and abuse of public funds so long as you do well enough on paper and don't create a huge media stir. Since I'm sending this to others. I'll include the original email..... Dear Sir or Madame, I’m going to fight all the corruption at the San Diego VA and will fill you in on what is going on. I am a current employee of the Veterans Administration. Many of the regional offices especially the San Diego Regional Office base promotion and hiring based on Nepotism not merit. An investigation should be conducted of all the people they have hired and promoted in the last 10 years or so. When unqualified people are promoted, you will receive substandard quality of service and longer processing times for claims. For every error made because someone “forgot” to do something or did something wrong increases the processing time of the claim. For instance, a Veterans Service Representative (VSR) sends a Duty To Assist (DTA) letter and waits 60 days for a response. If that letter was not done properly then a new letter is sent out with another 60 day wait period. THIS IS A HUGE DISSERVICE TO OUR DESERVING VETERANS. The system they have in place is for a random quality review where 5 claims are picked (supposedly at random but I highly doubt it is random) and reviewed for errors. Each VSR’s performance reviews is suppose to take into account their quality and be above 85% or higher to be successful. I personally know that many of the VSRs constantly do failing work, skipping several key items; however they pass quality review. The reason for this is simply nepotism and favoritism. The family members and friends of management are protected and will always pass quality review, worse yet they are placed on special projects so that they can bolster their resume and be groomed for management. Also they are promoted to assistant management or as trainers of new hires with very little or no experience. For instance, Maria Barajas was with the VA for 1 year as a VSR. She had plans on transferring to the Reno office because of all the nepotism and inability to advance. Suddenly, they create a new job position of Training Coordinator just for Maria. She also wins an award and is now training new hires on how to process claims. She goes from new hire to teacher in less than 2 years. Having followed up on her cases, I know she does poor work, often missing required development. There is also a Rating Specialist, Donna Franklin, who was just hired about 1 year ago but is allegedly friends with Dana Sullivan the Rating Coach (Supervisor for the Rating Department). She has been selected to be the new trainer for Rating Veterans Service Representatives (RVSR) even though she does not know how to process all the different claims nor has she passed her certification period as a RVSR – but she will be training new RVSRs on how to do their job. Here's some of the facts: Service Center Manager: Mark Daniels Support Services Director: Barbara Daniels (wife of Mark Daniels) Rating Specialist: Jeff Meyers - Son of Barbara and Step Son of Mark. Rating Specialist: Kristina Schuster – Alleged God Daughter of Mark. Decision Review Officer: Thom Reck Veteran Service Representative (VSR): Elyce Reck (daughter of Thom) Rating Team Coach (Supervisor/First line Management): Dana Sullivan Veteran Service Representative: John Sullivan (son of Dana) Mark, Barbara, Jeff and Kristina's Story. Mark is always telling us that we are to "Play well in the Sand box", obtain the technical expertise and we will be promoted. In other words play well with all the favored children. Barbara was Mark's assistant manager whom he became romantically involved with and married. He then promoted her to Support Services Director. He hired his step son as a Veterans Service Representative and within 3 weeks promoted him up to Rating Specialist. While others are told they must wait for at least several months before being able to compete for that position. Kristina and Jeff are very good friends and just about every break or lunch period they are seen together. Recently she was selected to be assistant Coach (assistant management position) of the Rating Board after only 2 years being on the Rating Board and a total of 3 years with the VA. This is also her first job out of college with no previous management experience. The Recks. Thom Reck and Mark go way back. Reck is a Decision Review Officer (highest position that is not management). His daughter Elyce was hired and groomed. She has been given just about every special project. Even though her work is very poor, on paper she looks outstanding. For any type of special training like the LEAD Program the first thing they ask is "What special projects have you done" The Sullivans Supposedly John did not qualify for the VSR position because he did not have a Bachelor degree. But a phone call from his mother, the Rating Board Coach and he was hired. In less than 1 year he's been given special projects so that he could be groomed and promoted. He has also been recently appointed as the Operation Enduring Freedom / Operation Iraqi Freedom Project Manager although he has not done this work prior and when others have actual experience in the special processing of these claims. There's other things going on and this is only the tip of the iceberg. Bottom line... people are not being promoted because they merit the promotion but through nepotism. For some reason nothing has been done about this for decades. Maybe because they hire Veterans and Veterans are used to the Military's pecking order and nepotism found there (the military is exempt from accusation of nepotism - I think). The amount of corruption at my work is so bad. It is not good for the Veterans since the favored really do piss poor work. I truly believe that's why it takes so long because a lot of it has to be redone. One girl named Bridget Bertino (I don't know her connection other than she's good friends with Elyce) was given special projects to qualify her for the Rating Board position. A good Rater is one who knows Pre-Determination procedures and processes. She's a joke on the Rating Board because she never learned how to do the Pre-Determination job. When she was on the Pre-Determination (Pre-D) team she was absolutely horrible. I would dread having to do any follow up work on a case she touched. She literally would do about 1/2 of the initial work and receive initial development points, while I take the subsequent follow-up points that are half of less of the initial development points. Management sets-up the office procedures this way so that the last person to touch the file takes the error on their quality review. It doesn't matter if Bridget or the others totally screwed up the first stage of the work... if you didn't correct their errors then it becomes yours. So if they make 5 errors and you catch and correct 4 errors but not the last one... then you take the full hit. This is partly how all the favored employees make quality reviews because they are not accountable for their initial work. ----- Original Message ---- From: "senator@boxer.senate.gov" <senator@boxer.senate.gov> To: gi.jane93@yahoo.com Sent: Wednesday, November 21, 2007 11:04:16 AM Subject: Responding to your message Dear Ms. Jane: Thank you for your recent request for assistance with a federal agency. Please be assured that your matter will receive serious attention, and that I will ma ke every effort, consistent with federal law and ethics standards, to assist you. However, I will need to have your written consent on file before I can open a formal inquiry into your case. In most cases, such consent is required by federal law or regul ation. Therefore, please send your written and signed request for assistance to: U.S. Senator Barbara Boxer 1700 Montgomery St., Suite 240 San Francisco , CA 94111 In your statement, please include your name, your address, your phone number, any releva nt identification numbers (such as your Social Security or alien registration number), a brief description of your case, and your signature. If this is an emergency, please call my San Francisco office at (415) 403-0100, and a member of my staff will assist you. Once again, thank you for writing. Barbara Boxer United States Senator Please visit my website at http://boxer.senate.gov This message has been edited. Last edited by: GiJane, |
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REPLY TO GIJANE:
First let me thank you and extend our salutes to you for having the courage to come forward with this important crucial information. What you have said is consistent with what I have personally argued in Washington for the past 2 years now. You have added an important element to this story on VA Raters that up until now, was missing in our facts because we couldn't get anyone to investigate the matter properly. I have used Cut-And-Paste to move your entry around not only to Veterans on my national email lists but also into the face of Congress. It has been a long standing RUMOR floated by Republicans, that the entire VA Rater crisis was due to poor training. We have argued that into a Rathole saying it wasn't true and we knew this from our very own testing of those circumstances out of New York City. I have also told them that the whole "training" excuse was fabricated to facilitate the cover up of a whole other story, not yet defined, to divert attention from the REAL story. This seems to be what you have indicated. This is an exercise in how we can all help each other by people coming forward with information. I had to wait for the holiday recess to pass before I could move your info into high places, and that will be done this week. Good luck in your pursuits, and thanks to you from all of us for taking the HIGH ROAD and protecting our interests. Sue Frasier, VEV 1970 Army Signal Corps national activist/protester staff Blogger, VFJ |
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Thank you for your assistance in this. Nepotism is against federal regulations and policy since it doesn't allow talent to naturally rise. In the private sector you have the bottom line to worry about. If you put someone not qualified in a position of leadership then the company will fail - the bottom line is the private sectors check and balance. In the Public sector there is no bottom line. The agency will still receive funding from public funds. In Federal Agencies where Nepotism is allowed to flourish without reprisal, you have management gaining more and more power as they place their team players in position.
Once management has the human resource specialist, assistant management, and the directors above on their side then they can move to choke the union's power. What you end up having is a work force where any questioning of promotion practices and unfairness is met with reprisal. Management won't hesitate to use all the tools at their disposal against the "trouble maker." With only token union representation the employee will not have any protection. At San Diego, the union rep says nothing to protect the employee. Many people have experienced reprisal where the Union Rep would just sit there and do nothing. So people don't speak up but they do get up and leave for greener pastures where opportunity is available to them. One issue is what to be done with those who received favored treatment and favored advancement? Sure take down management but how do you strip someones accomplishments and experience that was obtained unfairly? I don't know if much can be done. With Management, one thing is to have forced rotation of Service Center Managers and maybe even Human Resource Specialists like they do with the Director's position. This way they cannot build their power base and their performance is based more on their skills as managers and not as power mongers. Also by rotation the managers would need to follow more standardized procedures. To allow merit to flourish the quality review system needs to be revamped so that management absolutely cannot manipulate the results by cherry picking for or against the employee. The Office of Special Counsel who handles complaints of Nepotism should allow a certain amount of anonymous whistle blowing during the initial investigation. I'm not sure but I think they check to see if the complaint comes from an actually employee (if true names and addresses are given) before they will give it any credibility. Since filing a complaint with OSC, I have never heard from them after the initial form letter. I do not want to disclose my identity since I have a family to support and do not want reprisals. Anyone can email the VA: Email the VA . Maybe enough inquires will start an official investigation and shed some public light on what goes on. Gigi Jane |
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REPLY TO GI JANE:
I don't need IRIS because I have a direct line into the BVA Chairman and the VBA UnderSecretary. They all have your information along with supplemental arguments from me to add to the pile. This was done in a way they cannot ignore it, so I would expect something to come out of it but I don't know how fast. December is not a month for action by anyone in Washington. But it has been submitted and is in the cue for action at some point. I agree with you totally on the philosophy side. The agency preaches one story, and then they themselves are the very breach to that story. So we know all about it as we've seen it before. Let's see how well they all like it coming from the direction of the Veterans now where the union reps have no say. thanks, good luck Sue Frasier, VEV 1970 Army Signal Corps national activist/protester staff Blogger, VFJ |
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GI Jane,
Thank you for your informative post. I am an honorably discharged veteran. I am also a service connected disabled veteran. Furthermore, I am also working for the VA as a Veteran Service Representative. I can add some details to your post as to why claims take so long to process. The main database that the VA uses to process claims is known as VETSNET. It is composed of several applications including MAPD, SHARE, Covers, BDN Shell, AWARDS, and several other intertwined applications. All of the components are extremely old ports of even older DOS programs. In other words, they are archaic legacy software that have been patched so much to make them work within the Windows operating system that they are almost useless. There are commands and buttons that are so old that they apply to very old laws that have been changed but have never been incorporated into VETSNET. There are also numerous commands and buttons that are never used because nobody knows what they are for. In other words, VETSNET slows down claims processing to a major degree. I will post more later. I have to go for right now. |
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To continue my story about VETSNET, a few months ago we had the Number Three man in the VA Benefits program (I'm sorry, I can't remember his name, something like McLellon or something) came to our VA Regional Office and had a "Town Hall" meeting with all of us VA employees. One of the questions that was brought up was VETSNET and the fact that is almost worthless, and it was recommended that a totally new web-based integrated application be developed from ground up. His response staggered everyone in attendance at the Town Hall meeting. He said (paraphrased), "We have been making numerous changes to VETSNET. Just recently we made a fix to a spelling error. My wife, who is the Director in charge of VETSNET, assures me that VETSNET is the correct application for the job."
HIS WIFE IS the #1 person in charge of VETSNET and he is one of the head people in the VA Benefits program. Either he or his wife should have stepped down when they got married. So, YES! YES!, I can absolutely verify that there IS indeed nepotism in the VA from the top down. It is a matter of public record. This message has been edited. Last edited by: Fun GI, |
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Hello Fun GI,
Sorry but I couldn't resist... the person you are referring to whose wife is in charge of Vetsnet is not Admiral Cooper but Wachlich (spelling is off and I tried to do a search for the VA Chain of Command but couldn't find it). He is just above the Regional Directors for the Benefits arm of the VA. More development with the San Diego Regional Office. Management has decided to assign brand new Raters to the Appeals team with Elyce Reck as the Team Leader. I believe the reason for this is that DROs (decision review officers) write their decision totally different than the Rating Board. Mostly because they are writing for the Courts and should be more legal lingo and legal rationale. Here's the problem with this... in appeals the Rater must not only know the current law and procedure but also the laws at the time any decision was made. They are held responsible for any mistake made by anyone at any time in a claim. Now this decision by management doesn't take rocket science to figure out that it is a bad one. Only seasoned and highly experienced Raters should be on the Rating board not a bunch of newbies!! An Appeal Team Rater must review the work of other past Raters and VSRs how can a new-off-the-street Rater do so? But this decision will allow Elyce to further shine and she will be well groomed to step up to a GS 13 position in no time. Remember it's a number games... management would rather keep the highly experienced raters on the Rating Board where they can crank out more work then to put them in the Appeals Team grind (it's no fun to review a 12+ Volume case De Novo). Let's say an experienced Rater can do 7 or more Ratings a day on the Rating board... but only 1-2 Ratings on the Appeals team because of the complexity. It benefits management to keep the experienced Raters on the Rating board to crank out the cases even though it means an inexperienced Rater can only do half a rating a day. Now I heard that Mark Daniels is back East for meetings so hopefully it is to call him to the carpet for his actions... but knowing how the VA works it's probably focused on Damage Control or not even an issue and they are just going with business as usual. Gigi Jane |
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REPLY TO FUN GI AND GIJANE: I have hand delivered your disguised statements to VA Secretary Dr. James Peake during my meeting in Washington last week. This was part of our Vets for Justice advocacy to obtain a new Judicial Misconduct process at the BVA and VARO's. You can likely expect something from the top to come down on your well-described issues of Nepotism and the like. Sue Frasier, VEV 1970 Army Signal Corps national activist/protester staff Blogger, VFJ |
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REPLY TO FED UP: GI Jane has given us specifics that we were interested in hearing about and has matched up with other stories we have heard along this line. As you can see for yourself, a second person came in behind her and verified what she had to say. We want people like them to come forward, and to do so without the standalone backlashes that you apparently have to offer. Sue Frasier, VEV 1970 Army Signal Corps national activist/protester staff Blogger, VFJ |
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REPLY TO FED UP: Look, she is entitled to talk here without somebody being up in her face with adversary confrontations. You are entitled to make your very own posts separate from hers and make your own discussions on your own topics. This is a big place and there is room for all. But we don't want people like her intimidated into a rathole where they never come here and talk at all. This is all I am asking from you. Leave it be, with her, and let's move on and you can make your own discussions. Sue Frasier, VEV 1970 Army Signal Corps national activist/protester staff Blogger, VFJ |
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I support Gi Jane and Fun GI. I agree with everything GI Jane said in her claim. These facts are current and verifiable. The government needs to restore trust from the public. Please have a serious investigation done at this office and take immediate necessary actions to correct it. By the way, the guy at the Town Hall meeting named Michael Walcoff, Director of Compensation and Pension. His wife is the author of VETSNET. The VA really needs to clean up this kind of family business at the San Diego office. Mark Daniels, Manager, had an affair with Barbara,his Assistant Manager. She went home and divorced the husband. The date that her divorce finalized is the date they went to Balboa Park and got married. Mark Daniels hired Jeff, Barbara's son, as a part time Rating Specialist while this boy was still in college. After he married Barbara and Jeff graduated from college, Jeff got converted to be a full time rating specialist. Mark Daniels also takes good care of his buddy, Tom Reck. He hired Elyce Reck, Tom's daughter, as a VSR for a short time. This girl doesn't even know a complete job as a VSR but she got promoted to a rating specialist in a very short time. It's like a game in this office. People try to guess and bet to see who gets the job every time there is a job announcement. Who should we call for help here? They all cover up from top to bottom. God! Please help!!!!
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The San Diego RO has started their investigation into the matter. We received notice from the Director that posting on this website is in violation of employee policies and conduct and is libelous. Anyone caught posting to the website will face official action. I did not forward or print the notice but that is the basics of it. The funny thing is that... when all of us were hired on we took this oath:
"I, [name], do solemnly swear (or affirm) that I will support and defend the Constitution of the United States against all enemies, foreign and domestic; that I will bear true faith and allegiance to the same; that I take this obligation freely, without any mental reservation or purpose of evasion; and that I will well and faithfully discharge the duties of the office on which I am about to enter. So help me God." As Federal civil servants, we take an oath of office by which we swear to support and defend the Constitution of the United States of America. The Constitution not only establishes our system of government, it actually defines the work role for Federal employees - "to establish Justice, insure domestic tranquility, provide for the common defense, promote the general welfare, and secure the blessings of liberty." - OPM Website So by posting and exposing nepotism and cronyism... would that not be in support of the oath I swore to uphold? This is not for my personal gain but for the benefit of the Veterans I serve. They have earned the right to have the best possible public servants on their side. They have earned the right to have public servants that are promoted meritiously based on their true quality of work. Over the years many good people have left the San Diego RO when they realized that there is no chance for advancement because they do not have the right friends or the right contact. Now management will bring in a team of computer auditors to see who has visited this site from work. They are very eager to find out who has exposed the corruption and cover-up and to have them face full reprisal. In fact human resources have advised everyone of the Weingarten Rights when they are investigated by the Office of Inspector General. So instead of congratulations for having the courage to uphold my oath of office to defend the Constitution of the United States against all enemies, foreign and domestic... They are looking to find me and prosecute me. Had I gone through official channels then they would have known who I am and they could have chased me done a rathole. If I am found out... I hope others will come to my defense as I did this action for the betterment of the Agency in serving the interests of the Veterans and the employees. I did not take this information to Mark to cut any deals for promotion or advancement. GiGi Jane |
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Hi GI Jane,
This blog has been making some circulation and I commend you for it. I am a former employee of the VA Regional Office in San Diego. I also currently have an EEO complaint against Mark Daniels. If any one wants to talk to me, they are more than welcome to. I have no problem giving names, dates, places, etc. Go for it. It's about time someone cleans up, and cleans out! |
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I am so glad to see that people are speaking up. This is a PUBLIC forum, and we are entitled to express ourselves any way we choose. For Lily Fetzer to send out an email to us, saying that doing so is libel, is ridiculous. Especially when the managers at the San Diego office are notorious for talking about employees' private lives with no regard to confidentiality. I personally know that they do this during their meetings. Talk about the pot calling the kettle black! The VA does not OWN us, and cannot control what we do outside of work. But since management knows no other way than to micromanage, I can see why they are scurrying to try to strip us of our first amendment rights. Again, I commend those of you who have spoken up, and hope others will join us. I too have a family to support, so I cannot at this time disclose my identity.
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You're right, Pat. I hope more people from the office will join us. I know a lot of people unhappy with this management but they're afraid to speak up. I surely understand this. Don't let them intimidate you. We're free on this Internet world. Believe me, they're afraid of you when you speak up here, not other way around. So, speak your mind, let the world know how you feel. People need to know how corrupt this local management is. Now, we speak up, we bring this matter to Washington's attention. Let's see how long it takes for the government to clean this mess.
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I'm not sure I'm as hopeful as you, gigi, that anything will change at the San Diego office. Management gets away with so much, it's unbelievable! And that has a lot to do with us not getting any real representation from the union. As we all know, several years ago, a few individuals were busted for taking monetary bribes from veterans to expedite their claims. One person was fired and escorted out of the building by security, while another person merely got a slap on the hand and was just demoted. Well, that person is now doing her old job and continues to be a union rep. But because she is indebted to the service center manager, she does nothing to defend us. The other union rep doesn't do anything either because she doesn't want to ruffle any feathers. It's pointless to have union representation. So if no one will do anything to end the corruption at the office, at least we can vent openly here.
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What kills me is the hypocricy at the San Diego office. We are supposed to be serving our veterans, so why then does the service center manager tell us to produce "VW's" versus "cadillacs?" As long as the production numbers are up, who cares about quality. That's not service to our veterans!!!!!!
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please read my reply to Rogus,I would like to state I am not the veteran, my husband Is I am his POA Iplan to go to va, with my husband, when I get back to new jersey,I will make copies of the report of contact, to every veteran, at va , I will give them a copy, the va will call the police,the police will come , but so will the newspapers. I will reach veterans , once veterans,know the reason, va called, the police, veterans, will support me,we will have many veterans,respond,just think how do you know,there Is no report of contact on you, we need clear evidence and I do have all the evidence, THE ORIGINAL FILES TO PROVE,INSIDE THE REAL VA,HAVE ALL NAMES, LRTTERS WANT TO CHECK ME OUT? call Joe at 973-297-3234,the call is less then a 1.00.you will hear him say leave me a message,this is the phone number he used on false report of contact Betty Priam |
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Hi Giat377, There's 2 issues here. The first being that there is a huge volume of claims that need to get done. In any government agency there is a need to balance quantity and quality. If the focus is 100% on quality then the backlog of claims grows. This is just a fact of life that there will always be a trade off between how good of a job can be done and how much of a job can be done. The other issue is how the VA looks at this issue. They focus on getting the numbers down at all cost because management's bonus is dependent on those numbers. So all that management cares about it getting the numbers down not really serving the Veterans. What's really wrong with the San Diego VARO is that Mark and his crew use the system to purposely boost or ruin people's careers. Also that he has absolutely no concern for other people that is not under his wing. He will not lift a finger for anyone that is not related to him by blood or by deed. I would really like to hear from the former employees that he has screwed with. I heard that he is notorious at dragging his heels when someone wants to leave the agency or transfer to another office. I've also heard that he will purposely not clear someone from the agency and make them quit to go to another agency. This last one I cannot confirm but the people who encountered this need to step forward. GiGi Jane |
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The only way to reach as many people as possible is to print this entire dialogue and circulate it through our numerous veteran communities. I'm sure they'd be very interested to read what really goes on at the San Diego office. And it would kill two birds with one stone, because then more people would come forward.
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I printed out these ten pages or so and sent them to the Los Angeles Regional Office for EEO complaints and also to the office in Washington DC. There is no effective union in San Diego which is why I never belonged. Keep up the good work!
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GI Jane,
I am one of the people that left the RO after 16 years of service because of Mark. And Karen Como, as she does whatever Mark tells her to as all of his coaches. While we're on coaches, ever wonder why the majority were female? Because he felt the need to manipulate and they are pretty easy to manipulate even though they have power issues. In December of 2006, all the employees got a $300 Bonus. Some may have gotten more but the VSRs and RSVRs did. The director got over 20 grand. Nice isn't it? Keep up your good work. I hope that Mr. Daniels is asked to resign. I wonder how he'll feel about that. When he goes, I hope he takes the majority of management with him! Including his family. |
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I sent this to all the people on my email list (60+) and asked them to forward it to the people on their lists. It's time Mark and his gang own up to their actions. Maybe now they'll start treating us with respect. I would like to know this: if veterans are supposed to be our priority, why does Mark and his gang disrespect the ones who work at the VA? It's obvious he thinks he has a sense of humor. People at our meetings give only a courtesy laugh. But the fact is he crosses the line and his behavior is inappropriate. Heaven forbid we talk to him the way he talks to us! Mark Daniels has a godlike complex and it's time someone puts him in check.
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I resigned from the VA a year ago after 14 years of service, because I was tired of the mistreatment by management. It's good to see that people are speaking up. Hopefully the responsible parties will finally be held accountable for their actions.
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Thanks SandNative for your insight. And thanks to aGIalso. This should put a smile on your face but maybe not Dana Sullivan's. The "plan of the day" is to get old management out and new management in. I just had to throw out that "plan of the day" BS that we made fun of everyday. Even though it's no longer an issue to those of us who left, I feel bad for those still opening up their morning email to that crap! The plan of the day should be to service veterans. Read the mission statement and follow it. Now... there is a novel idea and definitely "the plan of the day"!!!!
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What she doesn't realize is that her team opens her email and instantly deletes. And that's because she keeps track of whether her messages are read and how long it takes people to respond. And when the princess doesn't get her way she runs to Mark's office to complain. Funny thing is they don't think we know all this. Has anyone else noticed that the number of views of this topic has doubled in a month and has now surpassed the intervertebral disc training guide? So much for Lily intimidating us!
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Dana is a total control freak. She's referred to as "MM" (mini Mark). No wonder she stopped teaching elementary school. Probably traumatized all her students and they are all now either in counseling or in prison. Which is probably where she SHOULD be working. She would make a great prison warden. She is rude, unprofessional, inconsiderate and she thinks she's superior to anyone she comes in contact with.
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Dana Sullivan thinks she is professional? Maybe she thinks the nototious RETIRED Colonel she is married to carried over. ha ha. I like the MM thing though. Maybe that applies to Bab Meyers too. Mrs. MM. Oh... I so love not working for this dept any longer. I only think of the veterans they do not serve and feel saddened. I wonder how many people on Camp Pendleton know that they changed the procedures around without notifying the Commanding CG of a new MOU. Probably not. New itinery for me is to let the commanding generals know that the VA is no longer assisting the active duty personnel like they originally were told. I wonder if this is a hot " plan of the day" topic.
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Dana's POD should be called PITA after its author. But I actually feel sorry for Bab Meyers. That woman has got to have seriously low self esteem to end up with someone like Mark. Usually people have either looks or charm but he has neither. What does a 95 lb woman with a body shaped like a 12 year old see in a conniving, manipulating, tyrannical 450 lb man? Maybe it's his pull since he gets away with murder.
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I'm very glad there are more people coming out to join this movement. There are serious problems with how the agency is ran. It is because of the corruption that Veterans are not receiving the service they deserve. For us to be successful in making changes to the system we need to keep our focus on how Management abuses the system for personal gain rather than personal defects of management. I hope that posts are modified to keep the movement focused and on track and hopefully get some serious consideration by the media for some sweeping changes.
So how does Dana's Plan of the Day affects the service to Veterans. Does it some how affect promotion selection or the quality of work that is done on Veterans claims. I do agree that Management doesn't respect their own employees nor Veterans. It occurred to me that all the named children/favored in my original posts are NOT VETERANS except for John Sullivan. So what happened to the Slogan "Your Best Bet Hire a Vet." See I didn't mention some of the other more favorable treatment the VA has given to veteran employees. You go to Iraq/Afghanistan, you risk your life for me and my freedom... I'm ok with some favorable treatment or some preference given. However, Elyce, Bridgette, Maria, Jeff are not Veterans. So that is even more of an insult. I would also like to hear from other Regional Offices about their corruption. I've heard from people at other offices but I can't vouch for what I hear since I am not a witness to it. I would also like to see Veterans printing out this blog and taking a copy with them to the VAMC waiting rooms... the cafeterias.. snack bars etc... As you read it there perhaps you might forget to take it with you. The more people we can get to come out and speak up about all this the better the chance to affect a change. Does anyone remember the day that a disgruntle veteran posted fliers on all the car windows? Because of this I would like help with moderation of the blog to ensure that personal attacks are minimized, modified or deleted so the discussion keeps focused on how abuses of management affect Veterans claims. I would also like to hear from the AFGE Union Headquarters because the local representative does no representation. She's been there for years and did absolutely nothing to fight management about the nepotism. She never challenges management on improper promotion issues. How does she win election year after year even when others ran against her. I know I voted for a different person to be our union rep. Gigi Jane |
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GI Jane, I absolutely agree that we need to stay focused on VA corruption for personal gain. My opinion about the people I mentioned in my last post was not intended as a personal attack. It was my way of expressing myself since management is under the impression that we are robots. We can't even look at management with a raised eyebrow without being reprimanded or black balled. Their desire to control everything we do is out of control, enough to make them instruct Maria Barajas to give us a 15 minute lesson on proper etiquette at meetings. She stood up there before a training session telling us, all grown adults, how to properly behave. She went on and on about how having incorrect body language depicts boredom, which is rude, and so forth. Again, we are all adults. But that goes to show how management wants to control every single thing that we do. They are quick to make sure we take the exact amount of time for our breaks and lunches, but when it comes to the favored children they look the other way. But yes, GI Jane, let's keep spreading the word so that there will be nationwide knowledge of the corruption at the San Diego office. And hopefully people from other offices will join us.
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Thanks GIat377
 I don't know if they still implement the video taping of the training sessions supposedly so others can watch it if they miss the actual training but the instructors/seniors were constantly warning us not misbehave because management reviews the tapes. The real purpose is to silence... don't ask too many questions if you don't understand... don't present scenarios that will challenge the knowledge of the trainer... etc...I know the management definitely has control issues that hampers the service we provide to our veterans. They have a zero tolerance to complaints. If you complain then you must be silenced which usually means that your coach/senior/second signer will start scrutinizing all your work and cherry picking against you. Your ability to shut up, look the other way, and have a smile on your face is more important than how well you perform you job. Whatever you do, don't suggest or make any changes to improve the system unless Mark is first apprised of it and puts his seal on it. The coaches will even tell you that you should wait till you are in a position where you can make a change, e.g., you have been accepted into the fold. Gigi Jane |
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And that's the bottom line....the service that we provide our veterans is compromised as a result of all the corruption. They do have a zero tolerance for complaints. What ever happened to a team leader/coach/supervisor being the employee's advocate? As has been said, if you complain or even question something, or your body language slightly suggests that you are troubled by something, suddenly your work is being scrutinized and you start getting dog cases. We are expected to just deal with it and let things "blow over." Management needs to be very careful because with the current technology anything that comes out of their mouths just requires the push of one button on someone's cell phone and bingo, it's on Utube. Oh that's right, we are prohibited from using our cell phones even during our breaks/lunch and even in the hallway because Lily might see us. Well if Lily knew anything about the majority of the people (except management) who work for her she would know that we are conscientious workers with a passion for helping veterans. But even if she knew it wouldn't make a difference. All she cares abouut is making herself look good as director. Although given the enormous amount of discontent among her employees, her position should be nothing to brag about. And the sad thing is she does nothing about it.
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GI Jane,
You don't think being a rating specialist and reading "the plan of the day" affects how rating specialits feel about working for the VA? You might want to reevaluate that thought. There are rating specialists who get their cases to work and then are dumped with extra cases that need to be done asap because management is not dealing with them correctly. I believe this is a definite way that management is not servicing veterans correctly. Trying to get something done asap because it was not done correctly the "first time" is a distinct disservice to our veterans. Obviously, the "plan of the day" is NOT working and yes, it is non productive BS measure. |
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Hello usnwife,
Thank you for your posting. I do agree that the POD is a lot of extra crap.... I just wanted to facilitate discussion about it and the mechanics of how all this abuse of power, control issues, etc... affect the claims processing. Many people who come here don't know the effects of such things and how it impacts them. They are not sitting in our seats and know that at any time management can screw us over and fail us for the most ridiculous things when it should be based on a merit system according to the quality of our work and how we serve the Veteran. The way it is now... you can have the most knowledgable, efficient, quality conscious person working for the VA but they will use their tricks/tools to fail that person purely because management doesn't like them. As all this goes on the union does nothing about it. So have you ever seen the POD used to put someone on the shitlist? If Management ever found out who I am... you can bet your retirement that they will can me... if they can't because I'm posting here they will with the Quality review tool simple as that. All the investigation I've seen at work is trying to find out our identity and not to actually do anything about it. I guess that won't happen until the media gets involved. I overheard the other day about someone talking about organizing a picketing of the office by Veterans to bring media attention to the situation. Gigi Jane |
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GI Jane,
Management knows who I am and I do not care. They've all gotten emails from my private email list in the past. Giving up my retirement? I've already done that. The Plan of The Day is a worthless tool in the fact that the rating specialists take time to simply "read it". They could be working on a claim in the time it takes to read mindless matter. Anyone who questions management is "on a shit list". I had been told numerous times not to question anything and not to ask for additional tools to help aid claims processing. You get what you have. And for heaven's sake, don't ever send an email in capital letters as it appears you are yelling at someone. Not the fact you are too busy to turn off your caps button. By the way, I can remember when the notorious Dawn Provost was the secretary for the person in charge of Veterans Benefits Counselors and she chose to wear "Mickey Mouse" t shirts to work. Professional? Still the same BS, except about 16 years later........ |
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Bridget Bertino and Elyce Reck have been selected for Supervisory VSR (Assistant Coach). Maria Barajas and Kristina Schuster have been selected for Supervisory VSR (Coach). Anyone surprised?!?!?
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I would very much like to see the regime taken down and some people going to prison for all the corruption. The only investigation going on is to find out who we all are. In there attempts to find us they are targeting and harassing many good people. This is management's fear tactic to show how they can silence through reprisals.
My heart really goes out to them. By the way... Most of the favored children have been promoted to management. The "Merit" promotion announced that Kristina Schuster and Maria Barajas are promoted to Coach. Neither one has any managerial experience and people that have been with the VA and achieved GS-12 position were turned down. The Assistant Coaches they promoted are Briget Bertino, Elyce Reck and Donna Franklin. Briget and Elyce ... I think this was their first job out of College and Donna Franklin has been there for about a year or so. It looks like Mark is flexing his muscles to show that nothing can stop him and to get his people in place. Personally I can't imagine any of these people leading and advising on claim processing. Or that their decisions will overrule the current seniors (many of which have trained them). The whole VARO (except for the favored ones) are in total shock that these people have been pushed up to Management when others are much more experienced and qualified. Many people who have the time in grade... that have experience in all things VA are passed over. Who would you rather have managing the processing of your claims... some young inexperienced individuals with less combined time than many of the senior people who applied or those who knows claim processing expertily. How come the union isn't getting involved and investing management's illegal activities and violation of the Merit Promotion policies? Oh that's right they are on team management not on team bargaining unit (employees). Oh that's right the union rep at the VARO has been in support of management's decision all along the way. All Non-employee Veterans out there should be contacting your congressmen... the media... You deserve to have quality people in charge of your claims. You served your country with your blood, your courage, and your lives. When it come for your country to serve you... they allow a system that supports Nepotism and Cronyism for personal gain of a few individuals. In Unity, GiGi Jane |
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GIat377 and GI Jane,
I heard about the selections and some things do not change. It's probably a sad, sad day and morale is probably lower than sea level. If that is possible. |
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I have been looking for this blog and finally I was able to find it. The day management found out about this blog they went ballistic. HR send an email intending to shut people down.
Anyway, widespread nepotism and favoritism are seen in VA San Diego, but there are many hardworking VA employees as well. Unfortunately, the good employees rarely get rewarded for their hard work. For example, Bertino and Barajas got promoted thanks to their closeness to management rather than their own merit, but there are many intelligent and talented employees that have been looked over. There are some talented people, graduates from top schools, that once they see this BS they will be out of the VA in no time. Unfortunately, the big losers of all this are our Veterans, because they will be served by substandard and corrupted employees rather than the best and brightest. For example, I found out about a case in VR&E where an employment coordinator was hired, this position was never publicly announced. Well, the guy who was hired does not, even, have a bachelor's degree nor experience (although the position requires either years of experience or a bachelors). This guy had the "cojones" to tell to one of the employees that he has taken this position because he knew he was not going to do any work. Came out to be that this same guy was offered a VSR position, but he rejected the position because it was too much work and he wanted something more "relax." This guy started working few weeks ago and he is already taking one week of leave. What??? In order to get one week of leave you need to be more than three months in the job (for regular leave). Even if he is using sick and regular leave combined (which he is not supposed to, unless you know somebody) it would take him 3 months to get 1 week. Well, it came out to be that this guy knows Lilly (somehow) and he is getting the special treatment that many others get. Now, allow me to explain the benefits of favoritism at VA San Diego. If you are one of the "special" employees you get, in addition of all the regular VA benefits, the following: * short working hours: you are the last to start work, but the first to leave. * Leave time: whenever you need it. * You can make all the mistakes you want: because those errors will never be reported. * Job Security: not matter how sorry you are you will always have a job and advancement opportunities. This type of special treatment is illegal, but if you dare to say a word, well, you will be taking out (fired or demoted) and the union will not advocate for you. Such behavior from management affects deeply the morale of talented, intelligent and hardworking employees that would leave for more fair and better job opportunities, leaving the VA with a bunch of lazy and corrupted workers that the only thing they do is to collect their paycheck and laugh their way to the bank. I knew that there was some level of preferential treatment in this office, but after seeing and hearing all these different cases it is my belief that VASD has a serious case of corruption. If this behavior continues all VASD's vets and honorable employees will lose greatly. Fight corruption by sending your concerns to your representative and asking the GAO to start a full investigation on many of these corruption allegations. I want to thank you to all of you who are coming out and denouncing all the irregularities in this office. I am committed to post any confirm cases where nepotism and favoritism come afloat at VASD. Specially now that many VSR and RVSR positions have been opened, and it is my feeling that most of these positions will be filled by the friends and cronies of management. |
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If the Government worked the way it should, we would not be here dragging all this out in the public. But since the official channels does nothing then we have no choice but to go this route. If the union actually represented the bargaining unit, then they would have put Management in check. Unions in other Federal agencies actually work in representing their employees.
If Human Resources was doing their part then they would have put Management in check. However Management must be putting pressure on the Human Resource Specialist to approve all the "special hires"... all the "back-door hires".... all the "Awards and Recognitions".... all the "paper achievement records" If OIG actually was doing their part then an investigation would have been done. However a complaint to the OIG then goes to the Director who will decide if the complaint has merit and if the OIG should go forward. If the Director rules that the evidence presented is not sufficient then there will be no OIG investigation. Therefore OIG is on the side of managment. I wonder if anyone actually contacted our OIG office regarding all this corruption. But the distrust is so high I doubt anyone would come forward to them. If the Director was doing her part then she would have an open door policy for anonymous complaints of violations and authorize OIG to investigate. But then she would be risking her job because the Regional Director should be doing her part etc... etc.. If Office of Special Counsel (OSC) was doing their part they wouldn't notify management of the complainer's name. They would do more to investigate allegations without having to fully disclose the identity of complainant. If any investigation will be successful they will need to put an independent company/agency in charge. What about the other VAROs out there? I have heard from many friends from other VAROs that the same thing is going on in their office. People they have trained end up being promoted above them. How does the VA expect to keep qualified people? People with Masters Degrees, Doctorate Degrees, Law Degrees and other advance degrees can't climb the ladder nearly as fast as the chosen ones with far less qualifications. What about the people who have learn the claims processing inside and out because of the sheer number of years of dedicated service to the Agency. Why would anyone of quality remain at the VA when they know that no matter how hard they work... no matter how much their learn about their jobs.... no matter how team oriented they are... they have no future there because Management is totally focused on their special people. In Unity, Gigi Jane |
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GI Jane....
Your thoughts are accurate. I do not believe that anyone in Denver questions how HRM works. I just think the HRM in SD is told how to do the job and that is it. It's sad, it's not moral but it's true. I often wondered how HRM could sleep at night but then figured they were told to. It is apparent that with all "their brains", management has not been able to stop this blog. Keep it going. It's the only thing that will help vets in the future because if they live in the jurisdiction of the RO of San Diego, given who is running the show, they do not have a chance to have a caring individual follow up with their claim. Lily Fetzer was on board a few months and sent a schedule for a captain's call for each division to sit down and talk to her. It NEVER happened. In the years that she has been there, she has never followed up on her goody plan and it shows her lack of leadership ability. She is the Director of SD in name only. She hasn't a clue and did not know the difference between Soldiers and Marines. This is sad considering she is supposed to be in charge of the Camp Pendleton office. |
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So now there's a posting for assistant service center manager. Hmm like we don't already know who's going to get it. Why the one and only Dana Sullivan who thinks she walks on water. The only plus to that will be that she will no longer torment the people on her team and she'll take her ridiculous plan of the day with her. But I'm sure now she'll really get a say in getting rid of Liz Townsend. We all know management has been trying to get rid of Liz because she's actually a decent person who respects the peple on her team. So since she does'nt abuse her people and intimidate them she serves management no purpose. What a shame. And since Dana has made it clear she doesn't like Liz, now that she's going to be assitant she's going to make sure they get rid of her. Dawn Provost used to be a decent supervisor at one point too. Peple wanted to be on her team because she was fair,she fought for the employees,and she made people feel appreciated. Then she joined Mark's team and now she's just like him. What a shame there too. The same people who admired her in the past now are disgusted at who/what she's become. Alot of people who were once interested in becoming team coaches/supervisors no longer have any interest because they do not want to compromise their morals. Apparently that is a prerequisite to becoming a part of management at the San Diego office.
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Why even post the postition? We all know (and dread) that Dana is going to get it. Then her son John will get a coach position before we know it. This is nepotism working its magic again and the biggest group disadvantaged is our veterans. What a terrible terrible way to show our appreciation to our veterans.
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I posted information about Prohibitive Personnel Practice, many of which have been severely violated by management. I posted here to bump this thread to the top.
In Unity, GiGi Jane |
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Hi Everyone,
I really miss the people back at the VARO. But as you all know I left the agency and now working for immigration. For two years I've been looking to leave when I realized that I was not authorized to achieve there. I'll write more later. Most of what the people said here, I can verify, however, I do disagree about some of the things that GiJane has stated but I can respect her courage for speaking up. I, on the other hand, played it safe and kept my mouth shut until I was beyond Mark's whip. Take Care All, John Tucker |
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I have always thought that Dawn Provost was a waste of time in the VA system. I guess in 17 years she figured out how to dress somewhat but I remember her as Pat Shelley's secretary wearing Disney sweatshirts to work. She has no class and no professionalism. She, like Dana, also has a power issue. If I were an active RO employee right now and Dana was going to be Mark's "right hand man" (Barbara used to be before they got "involved", I'd be on line at USA.jobs.gov and fast!
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Okay GIJane i think it is, well okay look a piece of advice your more easily let go if you hide your information. The law protecting you is the Whistle blower act. Rember my minor is HR. Heres your problem if you go about it secretly and they find its you they can let you go, and then you claim it was me blowing the whistle do you think the govt. woll re-instate you, well according to case law not likely. They can't protect you. Also it makes your claim look weak. I mean it like this if if blow the whistle they cant fire you. They at most can put you on paid leave until its resolved. So as long as you dont quit there is nothing they can do. Read the act its legit. So if what you claim is true step forward. Step into the fire. I mean if you can prove it, and more than likely you will get any promotion u were passed over for for someone sub-standared. I'm not lieing this wouldnt be the first time the govt. has been hit with a case like this. I support you, but I seriously mean this if you blow the whistle without coming forward you tend to end up fired with no way to be protected by the act. So I would say its in your best intrest to push it forward with any supervisor you know you can trust or call the upper management out of your office. Look up the act it will tell you all you neeed to know if you want more help reply. I will get you the websites, and contact numbers I know. Best of luck...... Shawn
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"When even one American -- who has done nothing wrong -- is forced by fear to shut his mind and close his mouth, then all Americans are in peril." Harry S. Truman
Hello Shawn, Thank you for your post. The more that speak up the better. I do appreciate your advice on the whistleblower act. On paper it sounds good however there is no real teeth to the protection at this time. The VA knows this and have been violating whistleblower act protection. http://www.vawhistleblower.com/ "In 1999, Terry Everett, R-Alabama, chairman of the House Veterans Affairs Subcommittee on Oversight and Investigations told a congressional panel that “there is without question a good-old-boy network within the VA” that tolerates “favoritism, cronyism, harassment, and reprisal.” He indicated that retaliation against VA whistleblowers was common and goes unpunished.2 Because of the breadth of this problem, Dr. Fudin has engaged other Veterans Affairs whistleblowers by forming a national Veterans Affairs Whistleblower Coalition (VAWBC). The coalition consists of Veterans Affairs employees (past or present) who agree to actively lobby Congress to end government retaliation against those who expose veteran patient harm and/or abuse and/or major ethical flaws. Currently, there is a false sense of security that such protection does exisit through the services of the Office of Special Counsel (OSC). Unfortunately, the OSC is overwhelmed with such cases and is unable to completely investigate and follow-up with every filed complaint." Let me explain the harsh reality. The whistleblower act is suppose to provide sanctions and penalties to an agency that retaliates. To include what you have mentioned, being placed on administrative leave. However if you have corrupt people in charge who have no regard to the law and think they are above the law, then the same people will not hesitate to break another law by retaliating against the whistleblower. Reprisal starts and will probably end up in termination supposedly not for whistleblowing but for being late one day (write up), giving advise to a new hire (write up), quality review errors (write up). Then I would be terminated. To redress this wrong, I would have to file a claim in federal district court which will take about 3 years to get a court date and tens of thousands of dollars in legal fees by the time I get there. During this time, I will be out of work until I can find another. But the new job will probably want to check with the VA for a reference - what kind of reference do you think I will receive? Why do think Mark Daniels and Dawn Provost and Kathy Hurst (yes our union representative have decided to take part as interrogator instead of bargaining unit advocate) have spent so much time and energy to find out who we are? Why do you think they have targeted certain people in the office based on mere suspicion? What proof do they have that those they have targeted are in fact posting here. They do not care about the truth or about justice or about the law. It's all about covering their ass just in case media attention is focused their way and there is an official investigation. I thought and researched the issue carefully. The only way it will stop is through mass media attention. Believe me they are not in the least threaten by the official channels of complaint. Here are some interesting postings on youtube like Rep Cummings advocation for Whistleblower Protection Enhancement Act: http://www.youtube.com/watch?v=5ntHqqjcHGU&feature=Play...5E766B87C158&index=7 Whistleblower Advice from jameshoyer.com - lawyers specializing in whistleblower cases: http://www.youtube.com/watch?v=3yV5wW4sYFg&NR=1 Some others: http://www.youtube.com/watch?v=57MTz2UFU9s&NR=1 http://www.vawhistleblower.com/ http://www.whistlebloweraction.com/ http://www.pogo.org/index.shtml "During times of universal deceit, telling the truth becomes a revolutionary act." - George Orwell - In Unity, GiGi Jane |
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Hey usually the reason there is no teeth is because people usually dont come forward because of the fear of the aftermath. I know its scarey, and yeah it is weak in a good old boy system ,but thats why you go outside your agency there is agencies that just deal with the whistle blower act violations. It does have teeth, but here in the south a specially it hasnt been used. The reason is the good ole boy system. The only way around it is direct violation of the chain of command. So don't report them here, dont even report them, to the federal level in your agency go higher. Theres other venues you may use. First it sounds to me that your dept. head is creating a hostile work enviornment. He has obviously broken several statues, so you could easily when. If you dont think you can find protection under one statue claim it under several of them. Claim a hostile work enviornment and thats a form of sexual harassment and we both know the attention that getss now a days. You know Equal Oppt 2000, and all the other fun classes. You have options. The problem is people dont just use them at once. Dont just blow the whistle on one problem blow the lid off the whole damn system....
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