Podcasts about veterans affairs va

Today I'm talking to economic historian Judge Glock, Director of Research at the Manhattan Institute. Judge works on a lot of topics: if you enjoy this episode, I'd encourage you to read some of his work on housing markets and the Environmental Protection Agency. But I cornered him today to talk about civil service reform.Since the 1990s, over 20 red and blue states have made radical changes to how they hire and fire government employees — changes that would be completely outside the Overton window at the federal level. A paper by Judge and Renu Mukherjee lists four reforms made by states like Texas, Florida, and Georgia: * At-will employment for state workers* The elimination of collective bargaining agreements* Giving managers much more discretion to hire* Giving managers much more discretion in how they pay employeesJudge finds decent evidence that the reforms have improved the effectiveness of state governments, and little evidence of the politicization that federal reformers fear. Meanwhile, in Washington, managers can't see applicants' resumes, keyword searches determine who gets hired, and firing a bad performer can take years. But almost none of these ideas are on the table in Washington.Thanks to Harry Fletcher-Wood for his judicious transcript edits and fact-checking, and to Katerina Barton for audio edits.Judge, you have a paper out about lessons for civil service reform from the states. Since the ‘90s, red and blue states have made big changes to how they hire and fire people. Walk through those changes for me.I was born and grew up in Washington DC, heard a lot about civil service throughout my childhood, and began to research it as an adult. But I knew almost nothing about the state civil service systems. When I began working in the states — mainly across the Sunbelt, including in Texas, Kansas, Arizona — I was surprised to learn that their civil service systems were reformed to an absolutely radical extent relative to anything proposed at the federal level, let alone implemented.Starting in the 1990s, several states went to complete at-will employment. That means there were no official civil service protections for any state employees. Some managers were authorized to hire people off the street, just like you could in the private sector. A manager meets someone in a coffee shop, they say, "I'm looking for exactly your role. Why don't you come on board?" At the federal level, with its stultified hiring process, it seemed absurd to even suggest something like that.You had states that got rid of any collective bargaining agreements with their public employee unions. You also had states that did a lot more broadbanding [creating wider pay bands] for employee pay: a lot more discretion for managers to reward or penalize their employees depending on their performance.These major reforms in these states were, from the perspective of DC, incredibly radical. Literally nobody at the federal level proposes anything approximating what has been in place for decades in the states. That should be more commonly known, and should infiltrate the debate on civil service reform in DC.Even though the evidence is not absolutely airtight, on the whole these reforms have been positive. A lot of the evidence is surveys asking managers and operators in these states how they think it works. They've generally been positive. We know these states operate pretty well: Places like Texas, Florida, and Arizona rank well on state capacity metrics in terms of cost of government, time for permitting, and other issues.Finally, to me the most surprising thing is the dog that didn't bark. The argument in the federal government against civil service reform is, “If you do this, we will open up the gates of hell and return to the 19th-century patronage system, where spoilsmen come and go depending on elected officials, and the government is overrun with political appointees who don't care about the civil service.” That has simply not happened. We have very few reports of any concrete examples of politicization at the state level. In surveys, state employees and managers can almost never remember any example of political preferences influencing hiring or firing.One of the surveys you cited asked, “Can you think of a time someone said that they thought that the political preferences were a factor in civil service hiring?” and it was something like 5%.It was in that 5-10% range. I don't think you'd find a dissimilar number of people who would say that even in an official civil service system. Politics is not completely excluded even from a formal civil service system.A few weeks ago, you and I talked to our mutual friend, Don Moynihan, who's a scholar of public administration. He's more skeptical about the evidence that civil service reform would be positive at the federal level.One of your points is, “We don't have strong negative evidence from the states. Productivity didn't crater in states that moved to an at-will employment system.” We do have strong evidence that collective bargaining in the public sector is bad for productivity.What I think you and Don would agree on is that we could use more evidence on the hiring and firing side than the surveys that we have. Is that a fair assessment?Yes, I think that's correct. As you mentioned, the evidence on collective bargaining is pretty close to universal: it raises costs, reduces the efficiency of government, and has few to no positive upsides.On hiring and firing, I mentioned a few studies. There's a 2013 study that looks at HR managers in six states and finds very little evidence of politicization, and managers generally prefer the new system. There was a dissertation that surveyed several employees and managers in civil service reform and non-reform states. Across the board, the at-will employment states said they had better hiring retention, productivity, and so forth. And there's a 2002 study that looked specifically at Texas, Florida, and Georgia after their reforms, and found almost universal approbation inside the civil service itself for these reforms.These are not randomized control trials. But I think that generally positive evidence should point us directionally where we should go on civil service reform. If we loosen restrictions on discipline and firing, decentralize hiring and so forth — we probably get some productivity benefits from it. We can also know, with some amount of confidence, that the sky is not going to fall, which I think is a very important baseline assumption. The civil service system will continue on and probably be fairly close to what it is today, in terms of its political influence, if you have decentralized hiring and at-will employment.As you point out, a lot of these reforms that have happened in 20-odd states since the ‘90s would be totally outside the Overton window at the federal level. Why is it so easy for Georgia to make a bipartisan move in the ‘90s to at-will employment, when you couldn't raise the topic at the federal level?It's a good question. I think in the 1990s, a lot of people thought a combination of the 1978 Civil Service Reform Act — which was the Carter-era act that somewhat attempted to do what these states hoped to do in the 1990s — and the Clinton-era Reinventing Government Initiative, would accomplish the same ends. That didn't happen.That was an era when civil service reform was much more bipartisan. In Georgia, it was a Democratic governor, Zell Miller, who pushed it. In a lot of these other states, they got buy-in from both sides. The recent era of state reform took place after the 2010 Republican wave in the states. Since that wave, the reform impetus for civil service has been much more Republican. That has meant it's been a lot harder to get buy-in from both sides at the federal level, which will be necessary to overcome a filibuster.I think people know it has to be very bipartisan. We're just past the point, at least at the moment, where it can be bipartisan at the federal level. But there are areas where there's a fair amount of overlap between the two sides on what needs to happen, at least in the upper reaches of the civil service.It was interesting to me just how bipartisan civil service reform has been at various times. You talked about the Civil Service Reform Act, which passed Congress in 1978. President Carter tells Congress that the civil service system:“Has become a bureaucratic maze which neglects merit, tolerates poor performance, permits abuse of legitimate employee rights, and mires every personnel action in red tape, delay, and confusion.”That's a Democratic president saying that. It's striking to me that the civil service was not the polarized topic that it is today.Absolutely. Carter was a big civil service reformer in Georgia before those even larger 1990s reforms. He campaigned on civil service reform and thought it was essential to the success of his presidency. But I think you are seeing little sprouts of potential bipartisanship today, like the Chance to Compete Act at the end of 2024, and some of the reforms Obama did to the hiring process. There's options for bipartisanship at the federal level, even if it can't approach what the states have done.I want to walk through the federal hiring process. Let's say you're looking to hire in some federal agency — you pick the agency — and I graduated college recently, and I want to go into the civil service. Tell me about trying to hire somebody like me. What's your first step?It's interesting you bring up the college graduate, because that is one recent reform: President Trump put out an executive order trying to counsel agencies to remove the college degree requirement for job postings. This happened in a lot of states first, like Maryland, and that's also been bipartisan. This requirement for a college degree — which was used as a very unfortunate proxy for ability at a lot of these jobs — is now being removed. It's not across the whole federal government. There's still job postings that require higher education degrees, but that's something that's changed.To your question, let's say the Department of Transportation. That's one of the more bipartisan ones, when you look at surveys of federal civil servants. Department of Defense, Veterans Affairs, they tend to be a little more Republican. Health and Human Services and some other agencies tend to be pretty Democrat. Transportation is somewhere in the middle.As a manager, you try to craft a job description and posting to go up on the USA Jobs website, which is where all federal job postings go. When they created it back in 1996, that was supposedly a massive reform to federal hiring: this website where people could submit their resumes. Then, people submit their resumes and answer questions about their qualifications for the job.One of the slightly different aspects from the private sector is that those applications usually go to an HR specialist first. The specialist reviews everything and starts to rank people into different categories, based on a lot of weird things. It's supposed to be “knowledge, skills, and abilities” — your KSAs, or competencies. To some extent, this is a big step up from historical practice. You had, frankly, an absurd civil service exam, where people had to fill out questions about, say, General Grant or about US Code Title 42, or whatever it was, and then submit it. Someone rated the civil service exam, and then the top three test-takers were eligible for the job.We have this newer, better system, where we rank on knowledge, skills, and abilities, and HR puts put people into different categories. One of the awkward ways they do this is by merely scanning the resumes and applications for keywords. If it's a computer job, make sure you say the word “computer” somewhere in your resume. Make sure you say “manager” if it's a managerial job.Just to be clear, this is entirely literal. There's a keyword search, and folks who don't pass that search are dinged.Yes. I've always wondered, how common is this? It's sometimes hard to know what happens in the black box in these federal HR departments. I saw an HR official recently say, "If I'm not allowed to do keyword searches, I'm going to take 15 years to overlook all the applications, so I've got to do keyword searches." If they don't have the keywords, into the circular file it goes, as they used to say: into the garbage can.Then they start ranking people on their abilities into, often, three different categories. That is also very literal. If you put in the little word bubble, "I am an exceptional manager," you get pushed on into the next level of the competition. If you say, "I'm pretty good, but I'm not the best," into the circular file you go.I've gotten jaded about this, but it really is shocking. We ask candidates for a self-assessment, and if they just rank themselves 10/10 on everything, no matter how ludicrous, that improves their odds of being hired.That's going to immensely improve your odds. Similar to the keyword search, there's been pushback on this in recent years, and I'm definitely not going to say it's universal anymore. It's rarer than it used to be. But it's still a very common process.The historical civil service system used to operate on a rule of three. In places like New York, it still operates like that. The top three candidates on the evaluation system get presented to the manager, and the manager has to approve one of them for the position.Thanks partially to reforms by the Obama administration in 2010, they have this category rating system where the best qualified or the very qualified get put into a big bucket together [instead of only including the top three]. Those are the people that the person doing the hiring gets to see, evaluate, and decide who he wants to hire.There are some restrictions on that. If a veteran outranks everybody else, you've got to pick the veteran [typically known as Veterans' Preference]. That was an issue in some of the state civil service reforms, too. The states said, “We're just going to encourage a veterans' preference. We don't need a formalized system to say they get X number of points and have to be in Y category. We're just going to say, ‘Try to hire veterans.'” That's possible without the formal system, despite what some opponents of reform may claim.One of the particular problems here is just the nature of the people doing the hiring. Sometimes you just need good managers to encourage HR departments to look at a broader set of qualifications. But one of the bigger problems is that they keep the HR evaluation system divorced from the manager who is doing the hiring. David Shulkin, who was the head of the Department of Veterans Affairs (VA), wrote a great book, It Shouldn't Be This Hard to Serve Your Country. He was a healthcare exec, and the VA is mainly a healthcare agency. He would tell people, "You should work for me," they would send their applications into the HR void, and he'd never see them again. They would get blocked at some point in this HR evaluation process, and he'd be sent people with no healthcare experience, because for whatever reason they did well in the ranking.One of the very base-level reforms should be, “How can we more clearly integrate the hiring manager with the evaluation process?” To some extent, the bipartisan Chance to Compete Act tries to do this. They said, “You should have subject matter experts who are part of crafting the description of the job, are part of evaluating, and so forth.” But there's still a long road to go.Does that firewall — where the person who wants to hire doesn't get to look at the process until the end — exist originally because of concerns about cronyism?One of the interesting things about the civil service is its raison d'être — its reason for being — was supposedly a single, clear purpose: to prevent politicized hiring and patronage. That goes back to the Pendleton Civil Service Act of 1883. But it's always been a little strange that you have all of these very complex rules about every step of the process — from hiring to firing to promotion, and everything in between — to prevent political influence. We could just focus on preventing political influence, and not regulate every step of the process on the off-chance that without a clear regulation, political influence could creep in. This division [between hiring manager and applicants] is part of that general concern. There are areas where I've heard HR specialists say, "We declare that a manager is a subject matter expert, and we bring them into the process early on, we can do that." But still the division is pretty stark, and it's based on this excessive concern about patronage.One point you flag is that the Office of Personnel Management (OPM), which is the body that thinks about personnel in the federal government, has a 300-page regulatory document for agencies on how you have to hire. There's a remarkable amount of process.Yes, but even that is a big change from the Federal Personnel Manual, which was the 10,000-page document that we shredded in the 1990s. In the ‘90s, OPM gave the agencies what's called “delegated examining authorities.” This says, “You, agency, have power to decide who to hire, we're not going to do the central supervision anymore. But, but, but: here's the 300-page document that dictates exactly how you have to carry out that hiring.”So we have some decentralization, allowing managers more authority to control their own departments. But this two-level oversight — a local HR department that's ultimately being overseen by the OPM — also leads to a lot of slip ‘twixt cup and lip, in terms of how something gets implemented. If you're in the agency and you're concerned about the OPM overseeing your process, you're likely to be much more careful than you would like to be. “Yes, it's delegated to me, but ultimately, I know I have to answer to OPM about this process. I'm just going to color within the lines.”I often cite Texas, which has no central HR office. Each agency decides how it wants to hire. In a lot of these reform states, if there is a central personnel office, it's an information clearinghouse or reservoir of models. “You can use us, the central HR office, as a resource if you want us to help you post the job, evaluate it, or help manage your processes, but you don't have to.” That's the goal we should be striving for in a lot of the federal reforms. Just make OPM a resource for the managers in the individual departments to do their thing or go independent.Let's say I somehow get through the hiring process. You offer me a job at the Department of Transportation. What are you paying me?This is one of the more stultified aspects of the federal civil service system. OPM has another multi-hundred-page handbook called the Handbook of Occupational Groups and Families. Inside that, you've got 49 different “groups and families,” like “Clerical occupations.” Inside those 49 groups are a series of jobs, sometimes dozens, like “Computer Operator.” Inside those, they have independent documents — often themselves dozens of pages long — detailing classes of positions. Then you as a manager have to evaluate these nine factors, which can each give points to each position, which decides how you get slotted into this weird Government Schedule (GS) system [the federal payscale].Again, this is actually an improvement. Before, you used to have the Civil Service Commission, which went around staring very closely at someone over their typewriter and saying, "No, I think you should be a GS-12, not a GS-11, because someone over in the Department of Defense who does your same job is a GS-12." Now this is delegated to agencies, but again, the agencies have to listen to the OPM on how to classify and set their jobs into this 15-stage GS-classification system, each stage of which has 10 steps which determine your pay, and those steps are determined mainly by your seniority. It's a formalized step-by-step system, overwhelmingly based on just how long you've sat at your desk.Let's be optimistic about my performance as a civil servant. Say that over my first three years, I'm just hitting it out of the park. Can you give me a raise? What can you do to keep me in my role?Not too much. For most people, the within-step increases — those 10 steps inside each GS-level — is just set by seniority. Now there are all these quality step increases you can get, but they're very rare and they have to be documented. So you could hypothetically pay someone more, but it's going to be tough. In general, the managers just prefer to stick to seniority, because not sticking to it garners a lot of complaints. Like so much else, the goal is, "We don't want someone rewarding an official because they happen to share their political preferences." The result of that concern is basically nobody can get rewarded at all, which is very unfortunate.We do have examples in state and federal government of what's known as broadbanding, where you have very broad pay scales, and the manager can decide where to slot someone. Say you're a computer operator, which can mean someone who knows what an Excel spreadsheet is, or someone who's programming the most advanced AI systems. As a manager in South Carolina or Florida, you have a lot of discretion to say, "I can set you 50% above the market rate of what this job technically would go for, if I think you're doing a great job."That's very rare at the federal level. They've done broadbanding at the Government Accountability Office, the National Institute of Standards and Technology. The China Lake Experiment out in California gave managers a lot more discretion to reward scientists. But that's definitely the exception. In general, it's a step-wise, seniority-based system.What if you want to bring me into the Senior Executive Service (SES)? Theoretically, that sits at the top of the General Service scale. Can't you bump me up in there and pay me what you owe me?I could hypothetically bring you in as a senior executive servant. The SES was created in the 1978 Civil Service Reform Act. The idea was, “We're going to have this elite cadre of about 8,000 individuals at the top of the federal government, whose employment will be higher-risk and higher-reward. They might be fired, and we're going to give them higher pay to compensate for that.”Almost immediately, that did not work out. Congress was outraged at the higher pay given to the top officials and capped it. Ever since, how much the SES can get paid has been tightly controlled. As in most of the rest of the federal government, where they establish these performance pay incentives or bonuses — which do exist — they spread them like peanut butter over the whole service. To forestall complaints, everyone gets a little bit every two or three years.That's basically what happened to the SES. Their annual pay is capped at the vice president's salary, which is a cap for a lot of people in the federal government. For most of your GS and other executive scales, the cap is Congress's salary. [NB: This is no longer exactly true, since Congress froze its own salaries in 2009. The cap for GS (currently about $195k) is now above congressional salaries ($174k).]One of the big problems with pay in the federal government is pay compression. Across civil service systems, the highest-skilled people tend to be paid much less than the private sector, and the lowest-skilled people tend to get paid much more. The political science reason for that is pretty simple: the median voter in America still decides what seems reasonable. To the median voter, the average salary of a janitor looks low, and the average salary of a scientist looks way too high. Hence this tendency to pay compression. Your average federal employee is probably overpaid relative to the private sector, because the lowest-skilled employees are paid up to 40% higher than the private sector equivalent. The highest-paid employees, the post-graduate skilled professionals, are paid less. That makes it hard to recruit the top performers, but it also swells the wage budget in a way that makes it difficult to talk about reform.There's a lot of interest in this administration in making it easier to recruit talent and get rid of under-performers. There have been aggressive pushes to limit collective bargaining in the public sector. That should theoretically make it easier to recruit, but it also increases the precariousness of civil service roles. We've seen huge firings in the civil service over the last six months.Classically, the explicit trade-off of working in the federal government was, “Your pay is going to be capped, but you have this job for life. It's impossible to get rid of you.” You trade some lifetime earnings for stability. In a world where the stability is gone, but pay is still capped, isn't the net effect to drive talent away from the civil service?I think it's a concern now. On one level it should be ameliorated, because those who are most concerned with stability of employment do tend to be lower performers. If you have people who are leaving the federal service because all they want is stability, and they're not getting that anymore, that may not be a net loss. As someone who came out of academia and knows the wonder of effective lifetime annuities, there can be very high performers who like that stability who therefore take a lower salary. Without the ability to bump that pay up more, it's going to be an issue.I do know that, internally, the Trump administration has made some signs they're open to reforms in the top tiers of the SES and other parts of the federal government. They would be willing to have people get paid more at that level to compensate for the increased risks since the Trump administration came in. But when you look at the reductions in force (RIFs) that have happened under Trump, they are overwhelmingly among probationary employees, the lower-level employees.With some exceptions. If you've been promoted recently, you can get reclassified as probationary, so some high-performers got lumped in.Absolutely. The issue has been exacerbated precisely because the RIF regulations that are in place have made the firings particularly damaging. If you had a more streamlined RIF system — which they do have in many states, where seniority is not the main determinant of who gets laid off — these RIFs could be removing the lower-performing civil servants and keeping the higher-performing ones, and giving them some amount of confidence in their tenure.Unfortunately, the combination of large-scale removals with the existing RIF regs, which are very stringent, has demoralized some of the upper levels of the federal government. I share that concern. But I might add, it is interesting, if you look at the federal government's own figures on the total civil service workforce, they have gone down significantly since Trump came in office, but I think less than 100,000 still, in the most recent numbers that I've seen. I'm not sure how much to trust those, versus some of these other numbers where people have said 150,000, 200,000.Whether the Trump administration or a future administration can remove large numbers of people from the civil service should be somewhat divorced from the general conversation on civil service reform. The main debate about whether or not Trump can do this centers around how much power the appropriators in Congress have to determine the total amount of spending in particular agencies on their workforce. It does not depend necessarily on, "If we're going to remove people — whether for general layoffs, or reductions in force, or because of particular performance issues — how can we go about doing that?" My last-ditch hope to maintain a bipartisan possibility of civil service reform is to bracket, “How much power does the president have to remove or limit the workforce in general?” from “How can he go about hiring and firing, et cetera?”I think making it easier for the president to identify and remove poor performers is a tool that any future administration would like to have.We had this conversation sparked again with the firing of the Bureau of Labor Statistics commissioner. But that was a position Congress set up to be appointed by the President, confirmed by the Senate, and removable by the President. It's a separate issue from civil service at large. Everyone said, “We want the president to be able to hire and fire the commissioner.” Maybe firing the commissioner was a bad decision, but that's the situation today.Attentive listeners to Statecraft know I'm pretty critical, like you are, of the regulations that say you have to go in order of seniority. In mass layoffs, you're required to fire a lot of the young, talented people.But let's talk about individual firings. I've been a terrible civil servant, a nightmarish employee from day one. You want to discipline, remove, suspend, or fire me. What are your options?Anybody who has worked in the civil service knows it's hard to fire bad performers. Whatever their political valence, whatever they feel about the civil service system, they have horror stories about a person who just couldn't be removed.In the early 2010s, a spate of stories came out about air traffic controllers sleeping on the job. Then-transportation secretary, Ray LaHood, made a big public announcement: "I'm going to fire these three guys." After these big announcements, it turned out he was only able to remove one of them. One retired, and another had their firing reduced to a suspension.You had another horrific story where a man was joking on the phone with friends when a plane crashed into a helicopter and killed nine people over the Hudson River. National outcry. They said, "We're going to fire this guy." In the end, after going through the process, he only got a suspension. Everyone agrees it's too hard.The basic story is, you have two ways to fire someone. Chapter 75, the old way, is often considered the realm of misconduct: You've stolen something from the office, punched your colleague in the face during a dispute about the coffee, something illegal or just straight-out wrong. We get you under Chapter 75.The 1978 Civil Service Reform Act added Chapter 43, which is supposed to be the performance-based system to remove someone. As with so much of that Civil Service Reform Act, the people who passed it thought this might be the beginning of an entirely different system.In the end, lots of federal managers say there's not a huge difference between the two. Some use 75, some use 43. If you use 43, you have to document very clearly what the person did wrong. You have to put them on a performance improvement plan. If they failed a performance improvement plan after a certain amount of time, they can respond to any claims about what they did wrong. Then, they can take that process up to the Merit Systems Protection Board (MSPB) and claim that they were incorrectly fired, or that the processes weren't carried out appropriately. Then, if they want to, they can say, “Nah, I don't like the order I got,” and take it up to federal courts and complain there. Right now, the MSPB doesn't have a full quorum, which is complicating some of the recent removal disputes.You have this incredibly difficult process, unlike the private sector, where your boss looks at you and says, "I don't like how you're giving me the stink-eye today. Out you go." One could say that's good or bad, but, on the whole, I think the model should be closer to the private sector. We should trust managers to do their job without excessive oversight and process. That's clearly about as far from the realm of possibility as the current system, under which the estimate is 6-12 months to fire a very bad performer. The number of people who win at the Merit Systems Protection Board is still 20-30%.This goes into another issue, which is unionization. If you're part of a collective bargaining agreement — most of the regular federal civil service is — first, you have to go with this independent, union-based arbitration and grievance procedure. You're about 50/50 to win on those if your boss tries to remove you.So if I'm in the union, we go through that arbitration grievance system. If you win and I'm fired, I can take it to the Merit Systems Protection Board. If you win again, I can still take it to the federal courts.You can file different sorts of claims at each part. On Chapter 43, the MSPB is supposed to be about the process, not the evidence, and you just have to show it was followed. On 75, the manager has to show by preponderance of the evidence that the employee is harming the agency. Then there are different standards for what you take to the courts, and different standards according to each collective bargaining agreement for the grievance procedure when someone is disciplined. It's a very complicated, abstruse, and procedure-heavy process that makes it very difficult to remove people, which is why the involuntary separation rate at the federal government and most state governments is many multiples lower than the private sector.So, you would love to get me off your team because I'm abysmal. But you have no stomach for going through this whole process and I'm going to fight it. I'm ornery and contrarian and will drag this fight out. In practice, what do managers in the federal government do with their poor performers?I always heard about this growing up. There's the windowless office in the basement without a phone, or now an internet connection. You place someone down there, hope they get the message, and sooner or later they leave. But for plenty of people in America, that's the dream job. You just get to sit and nobody bothers you for eight hours. You punch in at 9 and punch out at 5, and that's your day. "Great. I'll collect that salary for another 10 years." But generally you just try to make life unpleasant for that person.Public sector collective bargaining in the US is new. I tend to think of it as just how the civil service works. But until about 50 years ago, there was no collective bargaining in the public sector.At the state level, it started with Wisconsin at the end of the 1950s. There were famous local government reforms beginning with the Little Wagner Act [signed in 1958] in New York City. Senator Robert Wagner had created the National Labor Relations Board. His son Robert F. Wagner Jr., mayor of New York, created the first US collective bargaining system at the local level in the ‘60s. In ‘62, John F. Kennedy issued an executive order which said, "We're going to deal officially with public sector unions,” but it was all informal and non-statutory.It wasn't until Title VII of the 1978 Civil Service Reform Act that unions had a formal, statutory role in our federal service system. This is shockingly new. To some extent, that was the great loss to many civil service reformers in ‘78. They wanted to get through a lot of these other big reforms about hiring and firing, but they gave up on the unions to try to get those. Some people think that exception swallowed the rest of the rules. The union power that was garnered in ‘78 overcame the other reforms people hoped to accomplish. Soon, you had the majority of the federal workforce subject to collective bargaining.But that's changing now too. Part of that Civil Service Reform Act said, “If your position is in a national security-related position, the president can determine it's not subject to collective bargaining.” Trump and the OPM have basically said, “Most positions in the federal government are national security-related, and therefore we're going to declare them off-limits to collective bargaining.” Some people say that sounds absurd. But 60% of the civilian civil service workforce is the Department of Defense, Veterans Affairs, and the Department of Homeland Security. I am not someone who tries to go too easy on this crowd. I think there's a heck of a lot that needs to be reformed. But it's also worth remembering that the majority of the civil service workforce are in these three agencies that Republicans tend to like a lot.Now, whether people like Veterans Affairs is more of an open question. We have some particular laws there about opening up processes after the scandals in the 2010s about waiting lists and hospitals. You had veterans hospitals saying, "We're meeting these standards for getting veterans in the door for these waiting lists." But they were straight-up lying about those standards. Many people who were on these lists waiting for months to see a doctor died in the interim, some from causes that could have been treated had they seen a VA doctor. That led to Congress doing big reforms in the VA in 2014 and 2017, precisely because everyone realized this is a problem.So, Trump has put out these executive orders stopping collective bargaining in all of these agencies that touch national security. Some of those, like the Environmental Protection Agency (EPA), seem like a tough sell. I guess that, if you want to dig a mine and the Chinese are trying to dig their own mine and we want the mine to go quickly without the EPA pettifogging it, maybe. But the core ones are pretty solid. So far the courts have upheld the executive order to go in place. So collective bargaining there could be reformed.But in the rest of the government, there are these very extreme, long collective bargaining agreements between agencies and their unions. I've hit on the Transportation Security Administration (TSA) as one that's had pretty extensive bargaining with its union. When we created the TSA to supervise airport security, a lot of people said, "We need a crème de la crème to supervise airports after 9/11. We want to keep this out of union hands, because we know unions are going to make it difficult to move people around." The Obama administration said, "Nope, we're going to negotiate with the union." Now you have these huge negotiations with the unions about parking spots, hours of employment, uniforms, and everything under the sun. That makes it hard for managers in the TSA to decide when people should go where or what they should do.One thing we've talked about on Statecraft in past episodes — for instance, with John Kamensky, who was a pivotal figure in the Clinton-Gore reforms — was this relationship between government employees and “Beltway Bandits”: the contractors who do jobs you might think of as civil service jobs. One critique of that ‘90s Clinton-Gore push, “Reinventing Government,” was that although they shrank the size of the civil service on paper, the number of contractors employed by the federal government ballooned to fill that void. They did not meaningfully reduce the total number of people being paid by the federal government. Talk to me about the relationship between the civil service reform that you'd like to see and this army of folks who are not formally employees.Every government service is a combination of public employees and inputs, and private employees and inputs. There's never a single thing the government does — federal, state, or local — that doesn't involve inputs from the private sector. That could be as simple as the uniforms for the janitors. Even if you have a publicly employed janitor, who buys the mop? You're not manufacturing the mops.I understand the critique that the excessive focus on full-time employees in the 1990s led to contracting out some positions that could be done directly by the government. But I think that misses how much of the government can and should be contracted out. The basic Office of Management and Budget (OMB) statute [OMB Circular No. A-76] defining what is an essential government duty should still be the dividing line. What does the government have to do, because that is the public overseeing a process? Versus, what can the private sector just do itself?I always cite Stephen Goldsmith, the old mayor of Indianapolis. He proposed what he called the Yellow Pages test. If you open the Yellow Pages [phone directory] and three businesses do that business, the government should not be in that business. There's three garbage haulers out there. Instead of having a formal government garbage-hauling department, just contract out the garbage.With the internet, you should have a lot more opportunities to contract stuff out. I think that is generally good, and we should not have the federal government going about a lot of the day-to-day procedural things that don't require public input. What a lot of people didn't recognize is how much pressure that's going to put on government contracting officers at the federal level. Last time I checked there were 40,000 contracting officers. They have a lot of power. In the most recent year for which we have data, there were $750 billion in federal contracts. This is a substantial part of our economy. If you total state and local, we're talking almost 10% of our whole economy goes through government contracts. This is mind-boggling. In the public policy world, we should all be spending about 10% of our time thinking about contracting.One of the things I think everyone recognized is that contractors should have more authority. Some of the reform that happened with people like [Steven] Kelman — who was the Office of Federal Procurement Policy head in the ‘90s under Clinton — was, "We need to give these people more authority to just take a credit card and go buy a sheaf of paper if that's what they need. And we need more authority to get contract bids out appropriately.”The same message that animates civil service reform should animate these contracting discussions. The goal should be setting clear goals that you want — for either a civil servant or a contractor — and then giving that person the discretion to meet them. If you make the civil service more stultified, or make pay compression more extreme, you're going to have to contract more stuff out.People talk about the General Schedule [pay scale], but we haven't talked about the Federal Wage Schedule system at all, which is the blue-collar system that encompasses about 200,000 federal employees. Pay compression means those guys get paid really well. That means some managers rightfully think, "I'd like to have full-time supervision over some role, but I would rather contract it out, because I can get it a heck of a lot cheaper."There's a continuous relationship: If we make the civil service more stultified, we're going to push contracting out into more areas where maybe it wouldn't be appropriate. But a lot of things are always going to be appropriate to contract out. That means we need to give contracting officers and the people overseeing contracts a lot of discretion to carry out their missions, and not a lot of oversight from the Government Accountability Office or the courts about their bids, just like we shouldn't give OPM excess input into the civil service hiring process.This is a theme I keep harping on, on Statecraft. It's counterintuitive from a reformer's perspective, but it's true: if you want these processes to function better, you're going to have to stop nitpicking. You're going to have to ease up on the throttle and let people make their own decisions, even when sometimes you're not going to agree with them.This is a tension that's obviously happening in this administration. You've seen some clear interest in decentralization, and you've seen some centralization. In both the contract and the civil service sphere, the goal for the central agencies should be giving as many options as possible to the local managers, making sure they don't go extremely off the rails, but then giving those local managers and contracting officials the ability to make their own choices. The General Services Administration (GSA) under this administration is doing a lot of government-wide acquisition contracts. “We establish a contract for the whole government in the GSA. Usually you, the local manager, are not required to use that contract if you want computer services or whatever, but it's an option for you.”OPM should take a similar role. "Here's the system we have set up. You can take that and use it as you want. It's here for you, but it doesn't have to be used, because you might have some very particular hiring decisions to make.” Just like there shouldn't be one contracting decision that decides how we buy both a sheaf of computer paper and an aircraft carrier, there shouldn't be one hiring and firing process for a janitor and a nuclear physicist. That can't be a centralized process, because the very nature of human life is that there's an infinitude of possibilities that you need to allow for, and that means some amount of decentralization.I had an argument online recently about New York City's “buy local” requirement for certain procurement contracts. When they want to build these big public toilets in New York City, they have to source all the toilet parts from within the state, even if they're $200,000 cheaper in Portland, Oregon.I think it's crazy to ask procurement and contracting to solve all your policy problems. Procurement can't be about keeping a healthy local toilet parts industry. You just need to procure the toilet.This is another area where you see similar overlap in some of the civil service and contracting issues. A lot of cities have residency requirements for many of their positions. If you work for the city, you have to live inside the city. In New York, that means you've got a lot of police officers living on Staten Island, or right on the line of the north side of the Bronx, where they're inches away from Westchester. That drives up costs, and limits your population of potential employees.One of the most amazing things to me about the Biden Bipartisan Infrastructure Law was that it encouraged contracting officers to use residency requirements: “You should try to localize your hiring and contracting into certain areas.” On a national level, that cancels out. If both Wyoming and Wisconsin use residency requirements, the net effect is not more people hired from one of those states! So often, people expect the civil service and contracting to solve all of our ills and to point the way forward for the rest of the economy on discrimination, hiring, pay, et cetera. That just leads to, by definition, government being a lot more expensive than the private sector.Over the next three and a half years, what would you like to see the administration do on civil service reform that they haven't already taken up?I think some of the broad-scale layoffs, which seem to be slowing down, were counterproductive. I do think that their ability to achieve their ends was limited by the nature of the reduction-in-force regulations, which made them more counterproductive than they had to be. That's the situation they inherited. But that didn't mean you had to lay off a lot of people without considering the particular jobs they were doing now.And hiring quite a few of them back.Yeah. There are also debates obviously, within the administration, between DOGE and Russ Vought [director of the OMB] and some others on this. Some things, like the Schedule Policy/Career — which is the revival of Schedule F in the first Trump administration — are largely a step in the right direction. Counter to some of the critics, it says, “You can remove someone if they're in a policymaking position, just like if they were completely at-will. But you still have to hire from the typical civil service system.” So, for those concerned about politicization, that doesn't undermine that, because they can't just pick someone from the party system to put in there. I think that's good.They recently had a suitability requirement rule that I think moved in the right direction. That says, “If someone's not suitable for the workforce, there are other ways to remove them besides the typical procedures.” The ideal system is going to require some congressional input: it's to have a decentralization of hiring authority to individual managers. Which means the OPM — now under Scott Kupor, who has finally been confirmed — saying, "The OPM is here to assist you, federal managers. Make sure you stay within the broad lanes of what the administration's trying to accomplish. But once we give you your general goals, we're going to trust you to do that, including hiring.”I've mentioned it a few times, but part of the Chance to Compete Act — which was mentioned in one of Trump's Day One executive orders, people forget about this — was saying, “Implement the Chance to Compete Act to the maximum extent of the law.” Bring more subject-matter expertise into the hiring process, allow more discretion for managers and input into the hiring process. I think carrying that bipartisan reform out is going to be a big step, but it's going to take a lot more work. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.statecraft.pub

Armand Harpin, Director of Federal Healthcare at IMEG, joins this episode to discuss the firm's extensive work with the U.S. Department of Veterans Affairs (VA), Defense Health Agency (DHA), and Indian Health Services. Under Armand's leadership, IMEG has been ranked the top Veterans Affairs engineering firm by BD+C Magazine.   “We serve the VA across probably 75 percent of the campuses throughout the country,” Armand says. These projects span a range of services, from facility condition assessments and master planning to infrastructure upgrades like boiler and chiller plants. “We've also spent a great deal of time over the last few years and are still involved in electronic health record projects for the VA,” Armand adds.   For most of the firm's federal healthcare projects, IMEG collaborates closely with more than 20 service-disabled veteran-owned small businesses—partnerships that are extremely valued. “It's a real pleasure to support those architectural and AE firms,” says Armand. On larger projects, those $100 million and above, the firm partners with national AEC firms across the country.   Armand says the federal healthcare market is currently experiencing a transitional period, with shake-ups in leadership within the VA's Office of Construction and Facilities Management (OCFM). “They've lost their senior director, they've lost a good portion of their associate directors, and so they're in the process of rebuilding,” he says. This comes as the VA continues to face major issues with its building stock; most VA facilities are 50 to 60 years old, creating significant operational challenges. “It's becoming more and more difficult... to provide for today's healthcare needs,” Armand says. Some major campuses, he adds, are being “decanted,” with their services being moved to leased, community-based outpatient clinics in more population-dense areas. “That's called ‘commercialization,' and it's been a critical piece for bringing services and positive outcomes to veterans in underserved areas.”   Speed and efficiency in project delivery have become top priorities, with Armand citing increased use of design-build and integrated delivery approaches to accelerate project timelines. One such example is a $600 million healthcare center project in El Paso, Texas, currently being executed by IMEG in partnership with Clark Construction.   Armand has been involved in the federal healthcare market for many years and his work in the sector hits close to home. “My brother served in the Air Force. My father served as a Marine... and passed away in the VA hospital in San Diego,” he says. “This is an incredibly personal mission.”   His passion also dovetails with IMEG's stated purpose to create positive outcomes for people, communities, and the planet.   “It's a mission of stewardship, of accountability, and trying to provide the healthcare outcomes that VA and active military patients need,” he says.

In this ImpactVest podcast, Alexis Thomas-Duhart and Scott Duhart, co-founders of Hart to Hart Home Care, share their inspiring journey from IT and operations into home care, driven by personal experiences and a desire to serve their community. Their company offers personalised care plans including companion care, dementia support, and respite services, with plans to expand across the American state of Georgia and eventually support veteran clients through Veterans Affairs (VA) partnerships. Emphasising the role of technology and AI in improving processes and customisation, they aim to make Hart to Hart Home Care a household name rooted in compassion, community impact, and quality care.

Join Angery American as he invites Robert Butler and Denys Larosa to the Angery American Nation Podcast, where they will be discussing the importance of the Major Richard Starr Act and its need for passage. The Major Richard Star Act, named after a decorated war veteran medically retired due to combat-related injuries, aims to correct an injustice for approximately 50,000 combat-disabled veterans with fewer than 20 years of service by allowing them to receive both their full Department of Defense (DoD) retirement pay and Department of Veterans Affairs (VA) disability compensation without offset, which currently reduces their retirement pay by an average of $1,900 per month (per 2022 CBO data). The bill expands eligibility for concurrent receipt to Chapter 61 disability retirees with combat-related disabilities, removes the phase-in period for immediate full benefits, and amends Title 10 of the U.S. Code to enact these changes.

06/20/25: Joel Heitkamp is joined by United States Senator John Hoeven to talk about everything from President Trump's "big, beautiful bill" to his work on the Veterans Cemetery in Fargo to public lands. From his Press Release: Senator John Hoeven today announced he has secured an agreement in principle for the Veterans Memorial Center at the Fargo National Cemetery (FNC) from the U.S. Department of Veterans Affairs (VA). The agreement in principle combined with the funding which has already been raised, will enable the project to move forward thanks to innovative and creative federal, state, and private partnerships, similar to the model used to advance permanent flood protection for the region. (Joel Heitkamp is a talk show host on the Mighty 790 KFGO in Fargo-Moorhead. His award-winning program, “News & Views,” can be heard weekdays from 8 – 11 a.m. Follow Joel on X/Twitter @JoelKFGO.)See omnystudio.com/listener for privacy information.

Arnold Scott, National Vice President of the American Federation of Government Employees (AFGE), joined the America's Work Force Union Podcast to discuss the ongoing attacks on federal workers, particularly at the Department of Veterans Affairs (VA), the administration's attempts to strip union rights and AFGE's efforts to fight back through legal action and advocacy. Andrew Spar, President of the Florida Education Association, discussed the union's success in recertification elections, legislative victories against anti-union measures and ongoing challenges in public education.

An increasing number of US veterans are sounding the alarm. Behind US President Donald Trump's patriotic rhetoric, fundamental social benefits for veterans are being eroded: access to healthcare is being slowed down, medical staff are being laid off, and aid for transgender veterans is being discreetly cut. Trump's plan also includes up to 80,000 job cuts at the Department of Veterans Affairs (VA). Despite a majority of veterans voting for Trump at last year's election, some are now denouncing rampant privatisation that's impacting the most vulnerable in the community. A silent rift is opening up between the nation and those who risked their lives for it. FRANCE 24's Matthieu Mabin and Fraser Jackson report.

The Department of Veterans Affairs (VA) is seeking experienced contractors to support its Data Quality Program under the Digital Health Office. This is a comprehensive opportunity focused on improving clinical and identity data integrity across systems such as the VA Master Person Index, Oracle Health, and Electronic Health Records (EHR). From data quality analytics and business rule validation to document review and stakeholder engagement, this contract involves high-impact tasks essential to the VA's modernization and healthcare delivery.In this episode, we dive into the scope, deliverables, and winning strategies for this opportunity, including:Key tasks like identity management analysis, business and technical documentation, and support for governance and stewardshipExpectations for data analytics using tools like SQL, TOAD, and Power BIHow the work supports major VA initiatives like EHR modernization, Joint Health Information Exchange (JHIE), and Veterans data quality improvementIf your team has expertise in health IT, analytics, or clinical data governance, this contract could be a game-changer.Listen now to learn how to align your capabilities and respond effectivelyContact ProposalHelper at sales@proposalhelper.com to find similar opportunities and help you build a realistic and winning pipeline.

"Plans fail for lack of counsel, but with many advisers they succeed." — Proverbs 15:22When it comes to managing money wisely, many of us could use some help, but how do you know you've found the right financial advisor? Today, we'll explore a few key questions you should ask when hiring someone to help you with your financial decisions. Sharon Epps is here to help us navigate that process.Sharon Epps is the President of Kingdom Advisors, FaithFi's parent organization. Kingdom Advisors serves the broad Christian financial industry by educating and equipping professionals to integrate biblical wisdom and financial expertise.How to Find a Financial Advisor Who Aligns With Your FaithFinding a financial advisor can be overwhelming, but it doesn't have to be. With the right questions and a clear framework, you can confidently choose someone who aligns with your values, demonstrates technical competence, and offers a transparent process. Here are three things to consider when hiring a financial advisor who shares your faith and values.  1. Values Alignment: Do They Share Your Worldview?The most important starting point is finding an advisor whose faith informs their advice. There's a big difference between an advisor who is a Christian and one who actively discusses financial decision-making through a biblical lens.Key Questions to Ask:What role does faith play in your financial advice?How do you define financial success?You're listening for more than a respectful nod toward your faith. You want to know if they see money as a tool for stewardship, generosity, and Kingdom impact, not just a means of personal gain.2. Competency: Are They Qualified to Serve You?Once values are aligned, it is essential to ensure the advisor has the technical skills and experience necessary to guide your financial decisions.Look for:Industry certifications (like CFP®, CPA, CKA®, etc.)Experience working with clients in your stage of lifeKey Question to Ask:Can you tell me about clients you've served who are in a similar situation to mine?Good advisors won't name names, but they should be able to share stories of impact that demonstrate how they've helped people like you.3. Process & Compensation: Are They Transparent and Clear?A trustworthy advisor will be open about how they make money and how they work with clients.Key Questions to Ask:Can you explain how you're compensated—fees, commissions, or both—for someone like me?What is your process for creating a financial plan?They should be able to explain their step-by-step approach, timeline, and what you'll need to provide—all in clear, understandable terms. You want someone with “the heart of a teacher.”Ready to Find an Advisor?If you're beginning your search—or even considering reevaluating your current advisor—you can start at FaithFi.com. Click on “Find a Professional” to locate a Certified Kingdom Advisor® (CKA®) near you. These advisors have been vetted for:Biblical worldviewIntegrityTechnical excellenceYou'll also find a free downloadable PDF with suggested interview questions to help guide your search. You can rehire your advisor every year, and it's wise stewardship to evaluate that relationship regularly.When advisors undergo CKA® training, they begin to carry the weight of stewardship—not only for their own resources but also for how they guide clients to make decisions with eternal impact. That's the kind of advisor worth seeking out.On Today's Program, Rob Answers Listener Questions:My wife and I want to set up a will. We have a son we support and want to make sure he gets everything. I talked to a lawyer who said trusts aren't necessary anymore and are expensive. I have about $300,000 in home equity, and I'm wondering about taxes and how he might handle the property.My dad recently passed away. My mom has been drawing on his Social Security because she didn't have enough credits from working. What percentage of my Dad's Social Security benefits will she receive as a survivor? What benefits will she get since he was a veteran with VA disability?Am I supposed to pay tithes on the income of my Social Security now that I'm retired?Now that my wife is retired and I'm almost retired, is maintaining a good credit score still important?Resources Mentioned:Faithful Steward: FaithFi's New Quarterly Magazine (Become a FaithFi Partner)Social Security Administration (SSA.gov) | U.S. Department of Veterans Affairs (VA.gov)Wisdom Over Wealth: 12 Lessons from Ecclesiastes on Money (Pre-Order)Look At The Sparrows: A 21-Day Devotional on Financial Fear and AnxietyRich Toward God: A Study on the Parable of the Rich FoolFind a Certified Kingdom Advisor (CKA) or Certified Christian Financial Counselor (CertCFC)FaithFi App Remember, you can call in to ask your questions most days at (800) 525-7000. Faith & Finance is also available on the Moody Radio Network and American Family Radio. Visit our website at FaithFi.com where you can join the FaithFi Community and give as we expand our outreach.

In a recent episode of Valley Today, host Janet Michael engaged in a compelling discussion with Michael Diaz, Chairman of the Northern Shenandoah Valley Community Veterans Engagement Board (CVEB). The conversation aimed to shed light on the essential services and support that the CVEB provides to veterans in the local community. Diaz, donning many hats, passionately explained the board's mission and operations. Janet opened the conversation by referring to a previous show featuring Dan Abel from the Rotary Club of Winchester, which highlighted the Healing Fields of Honor event at Handley High School. Diaz elaborated on Heroes Hill, where CVEB partners to provide services to veterans who might be unaware of their existence. The Healing Fields event involves placing 800 flags on the front lawn of Handley High School, symbolizing a profound tribute to service members. Michael Diaz detailed the origins of the CVEB, which was established in 2017 after branching off from a larger four-state veterans board. The CVEB serves various counties including Frederick, Winchester, and Page, although they are flexible in referring veterans to other boards if needed. Diaz discussed the unique function of the CVEB, which, while promoted by the Department of Veterans Affairs (VA), operates independently. The board's primary objective is to identify local veterans' needs and rally community stakeholders to address these needs. “The VA operates at a 35,000-foot level, focusing on big-picture items,” Diaz explained. The CVEB aims to meet specific local requirements that may be overlooked by broader federal programs. They also relay community feedback to the VA, representing a private-public partnership geared towards bettering veterans' lives. Throughout the conversation, Diaz emphasized the importance of community partnerships and resources. He noted that CVEB's activities range from financial assistance to housing and healthcare, with a roster of active and inactive community partners that help meet diverse needs. The board's efforts are holistic, involving organizations like Heroes on the River and Project Healing Waters, which provide recreational and therapeutic activities for veterans. These partnerships enable the board to minimize challenges by leveraging various community resources. Janet highlighted the critical role of awareness in accessing veteran services. Many veterans may not know about the resources available until they're in urgent need. Diaz urged veterans to apply early for benefits and engage with community organizations to preempt future challenges. He shared examples of how timely applications for disability ratings can significantly impact veterans' financial stability later in life. Diaz explained that CVEB's services extend to family members, recognizing the sacrifices made by veterans' families. The board also offers support for mental health issues and traumatic brain injuries, partnering with organizations like Brain Injury Services. Education is another crucial area, with Díaz noting that the GI Bill provides expansive opportunities for veterans, including degree programs and certifications, which significantly enhance their post-service lives. The discussion concluded with details about CVEB's physical and digital touchpoints. For those who cannot attend events like the Healing Fields of Honor, the board's website (nsvcveb.org) offers extensive resources and a membership directory. They also hold monthly meetings, fostering networking and collaboration among community organizations. Those meetings happen on the fourth Thursday of each month from 9am - 10:30am at 'The Hive' located on the campus of Shenandoah University. Janet wrapped up by encouraging family members and friends of veterans to reach out to CVEB. Whether accessing services or becoming community partners, engagement is key to strengthening the support network for veterans. Michael extended an open invitation to community organizations to join efforts in supporting veterans, making a collective impact on the lives of those who have served. With events like the Healing Fields of Honor and month-to-month community collaborations, CVEB aims to continue its mission of service above self.

   COL(R) Steven Braverman, MD takes you through his extraordinary journey from military medicine to becoming the COO of the Veterans Health Administration. Driven by a desire to fund his education through the Army's HPSP scholarship independently, Dr. Braverman chose the specialty of Physical Medicine and Rehabilitation (PM&R), inspired by his family's medical background and his passion for sports medicine. He shares his experiences at Walter Reed, his leadership roles, and the impact PM&R has on maintaining soldier readiness and addressing musculoskeletal issues. Learn how his deployments and crisis management experiences, including the Ebola vaccine trials and the Fort Hood shooting, have shaped his career.    Explore Dr. Braverman's insightful reflections on leadership, particularly in crisis situations. The episode delves into the complexities of leadership during the first human Ebola vaccine trial and a mass casualty event at a non-trauma center in Central Texas. He discusses the critical importance of adaptability, strategic thinking, and the emotional readiness of staff in navigating such crises. Dr. Braverman's experiences underscore the necessity of effective resource allocation, decision-making, and the evolution of vaccine development within the military context, while highlighting broader behavioral health challenges and advancements in medical fields like prosthetics.      Discover the dynamic collaboration between the VA, DOD, and the private sector, particularly during national emergencies such as the COVID-19 pandemic. Dr. Braverman discusses initiatives to improve the transition process for soldiers moving from active duty to veteran care and emphasizes the importance of research efforts that focus on veterans' needs. The episode paints a vivid picture of career opportunities in military medicine, showcasing the diverse roles available for young providers and the financial benefits of medical school scholarships. Dr. Braverman reflects on his legacy, expressing pride in serving a noble mission and sharing his vision for a future prioritizing nimble, high-quality care for veterans. Chapters: (00:03) Military Medicine and PM&R Exploration (09:54) Leadership Challenges in Crisis Situations (23:11) Leadership Challenges in Crisis Response (34:43) Collaboration Between VA, DOD, and Community (42:52) National Defense and Veteran Care Collaboration (49:37) Research and Operations in Veterans Healthcare (01:00:27) Career Opportunities in Military Medicine   Chapter Summaries: (00:03) Military Medicine and PM&R Exploration  COL(R) Steven Braverman, MD, shares his journey into military medicine, specializing in PM&R and discussing his leadership roles and deployments.   (09:54) Leadership Challenges in Crisis Situations Military medical professional's career journey, crisis management, Ebola vaccine trial, repurposing resources, and advancements in military medicine.   (23:11) Leadership Challenges in Crisis Response Leadership challenges during a mass casualty event at a non-trauma center, including trust, resource allocation, and mental health needs.   (34:43) Collaboration Between VA, DOD, and Community Transition from military to civilian leadership in VA, collaboration with military and private sector, and VA's four missions.   (42:52) National Defense and Veteran Care Collaboration VA plays vital role in national emergencies, partners with DOD, improves transition process, and provides quality care.   (49:37) Research and Operations in Veterans Healthcare Collaboration between VA and DOD can improve healthcare for veterans by prioritizing research based on their needs.   (01:00:27) Career Opportunities in Military Medicine Dr. Braverman shares his experiences in Army medicine, highlighting leadership opportunities and financial benefits.   Take Home Messages: The Impact of Military Medicine: The episode highlights the critical role of Physical Medicine and Rehabilitation (PM&R) in military medicine, particularly in maintaining soldier readiness and addressing musculoskeletal issues. This specialty supports the broader mission of military healthcare by ensuring soldiers are physically prepared for their duties. Leadership in Crisis Management: The podcast underscores the importance of adaptability, strategic thinking, and emotional readiness in crisis management. The discussion includes insights into managing high-stakes situations, such as the Ebola vaccine trials and mass casualty events, emphasizing the need for effective resource allocation and decision-making. Collaboration Across Sectors: A key theme is the dynamic collaboration between the Department of Veterans Affairs (VA), Department of Defense (DOD), and the private sector, especially during national emergencies like the COVID-19 pandemic. This partnership is vital for improving healthcare accessibility and quality for veterans. Advancements in Veteran Care: The episode explores initiatives aimed at improving the transition process for soldiers moving from active duty to veteran care. It stresses the importance of research focused on veterans' needs and highlights the benefits of seamless care transitions to enhance veterans' healthcare experiences. Opportunities in Military Medicine: The podcast provides an insightful look into career opportunities in military and federal medicine. It encourages young medical professionals to consider these paths, highlighting diverse roles and the financial benefits of scholarships that allow for a debt-free medical education.   Episode Keywords: Military medicine, leadership in crisis, Dr. Steven Braverman, Veterans Health Administration, physical medicine and rehabilitation, PM&R, Walter Reed, soldier readiness, musculoskeletal issues, Ebola vaccine trial, Fort Hood shooting, crisis management, adaptability, strategic thinking, VA and DOD collaboration, veteran care, COVID-19 pandemic, healthcare innovation, prosthetics, PTSD, traumatic brain injury, military to civilian transition, career opportunities in military medicine   Hashtags: #MilitaryMedicine #LeadershipInCrisis #VeteranCare #DrBraverman #CrisisManagement #VAandDODCollaboration #EbolaVaccineTrial #HealthcareInnovation #VeteransHealth #MilitaryToVA   Dr. Braverman Biography: https://docs.house.gov/meetings/VR/VR03/20250212/117866/HHRG-119-VR03-Bio-BravermanS-20250212.pdf   Honoring the Legacy and Preserving the History of Military Medicine The WarDocs Mission is to honor the legacy, preserve the oral history, and showcase career opportunities, unique expeditionary experiences, and achievements of Military Medicine. We foster patriotism and pride in Who we are, What we do, and, most importantly, How we serve Our Patients, the DoD, and Our Nation.   Find out more and join Team WarDocs at https://www.wardocspodcast.com/ Check our list of previous guest episodes at https://www.wardocspodcast.com/our-guests Subscribe and Like our Videos on our YouTube Channel: https://www.youtube.com/@wardocspodcast Listen to the “What We Are For” Episode 47. https://bit.ly/3r87Afm   WarDocs- The Military Medicine Podcast is a Non-Profit, Tax-exempt-501(c)(3) Veteran Run Organization run by volunteers. All donations are tax-deductible and go to honoring and preserving the history, experiences, successes, and lessons learned in Military Medicine. A tax receipt will be sent to you. WARDOCS documents the experiences, contributions, and innovations of all military medicine Services, ranks, and Corps who are affectionately called "Docs" as a sign of respect, trust, and confidence on and off the battlefield,demonstrating dedication to the medical care of fellow comrades in arms.     Follow Us on Social Media Twitter: @wardocspodcast Facebook: WarDocs Podcast Instagram: @wardocspodcast LinkedIn: WarDocs-The Military Medicine Podcast YouTube Channel: https://www.youtube.com/@wardocspodcast

Vaccination is one of the best ways to prevent diseases. Over the past 50 years, essential vaccines saved at least 154 million lives (1). During the same period, vaccination has reduced infant deaths by 40%. Together with governments, vaccine manufacturers, scientists and medical experts, WHO's vaccine safety program is constantly helping monitor the safety of vaccines. This helps ensure that vaccines are safe for you and your family. ​In the United States, a number of safeguards are required by law to help ensure that the vaccines we receive are safe. Because vaccines are given to millions of healthy people—including children—to prevent serious diseases, they're held to very high safety standards. Every authorized or approved vaccine goes through safety testing, including: Testing and evaluation of the vaccine before it's licensed by the Food and Drug Administration (FDA) and recommended for use by the Centers for Disease Control and Prevention (CDC) Monitoring the vaccine's safety after it is recommended for infants, children, or adults ​ Before a vaccine is ever recommended for use, it's tested in labs. This process can take several years. FDA uses the information from these tests to decide whether to test the vaccine with people. During a clinical trial, a vaccine is tested on people who volunteer to get vaccinated. Clinical trials usually start with 20 to 100 volunteers, but eventually include thousands of volunteers. These tests can take several years and answer important questions like: Is the vaccine safe? What dose (amount) works best? How does the immune system react to it? Throughout the process, FDA works closely with the company producing the vaccine to evaluate the vaccine's safety and effectiveness. All safety concerns must be addressed before FDA licenses or authorizes a vaccine. ​Once a vaccine is approved or authorized, it continues to be tested. The company that makes the vaccine tests batches to make sure the vaccine is: Potent (It works like it's supposed to) Pure (Certain ingredients used during production have been removed) Sterile (It doesn't have any outside germs) FDA reviews the results of these tests and inspects the factories where the vaccine is made. This helps make sure the vaccines meet standards for both quality and safety. ​Once a vaccine is recommended for use, FDA, CDC, and other federal agencies continue to monitor its safety. ​The United States has one of the most advanced systems in the world for tracking vaccine safety. Each of the systems below supplies a different type of data for researchers to analyze. Together, they help provide a full picture of vaccine safety. Vaccine Adverse Events Reporting System (VAERS): VAERS is an early warning system managed by CDC and FDA that is designed to find possible vaccine safety issues. Patients, health care professionals, vaccine companies, and others can use VAERS to report side effects that happen after a patient received a vaccine. Some side effects might be related to vaccination while others might be a coincidence (happen by chance). VAERS helps track unusual or unexpected patterns of reporting that could mean there's a possible vaccine safety issue that needs further evaluation. The Vaccine Safety Datalink (VSD): VSD is a collaboration between CDC and several health care organizations across the nation. VSD uses databases of medical records to track vaccine safety and do research in large populations. By using medical records instead of self-reports, VSD can quickly study and compare data to find out if reported side effects are linked to a vaccine. Post-licensure Rapid Immunization Safety Monitoring System (PRISM), links to an external website, opens in a new tab: PRISM is part of the Sentinel Initiative, which is FDA's national system for monitoring medical products after they're licensed for use. PRISM focuses on vaccine safety—it uses a database of health insurance claims to identify and evaluate possible safety issues for licensed vaccines. Clinical Immunization Safety Assessment Project (CISA): CISA is a collaboration between CDC and a national network of vaccine safety experts from medical research centers. CISA does clinical vaccine safety research and—at the request of providers—evaluates complex cases of possible vaccine side effects in specific patients. Biologics Effectiveness and Safety (BEST) System: A system that uses multiple data sources and rapid queries to detect or evaluate adverse events or study specific safety questions. Additional research and testing: The Department of Defense (DoD), the U.S. Department of Veterans Affairs (VA), and the Indian Health Service (IHS) have systems to monitor vaccine safety and do vaccine safety research. The National Institutes of Health (NIH) and the Office of Infectious Disease and HIV/AIDS Policy (OIDP) also support ongoing research on vaccines and vaccine safety. During emergencies, such as the COVID-19 pandemic, additional safety activities are utilized to help evaluate the data in quickly and with special populations. For example, a new smartphone tool called V-safe uses text messaging and surveys to check in with COVID-19 vaccine recipients after vaccination.  (CREDITS)   

In observance of Parkinson's disease awareness month, we are excited to speak with special guests Michael S. Fitts and Dr. Reversa Joseph.Michael S. Fitts recent retiree, served as assistant dean for user access and diversity at The University of Alabama at Birmingham (UAB Libraries). He was diagnosed with Parkinson's disease in 2011 at age 38. In 2001 he became the first African American faculty member of the Lister Hill Library of the Health Sciences and later went on to become both the first African American assistant director and assistant dean. In 2015, Michael was appointed to the UAB/Lakeshore Research Collaborative — an organization whose primary goal is to promote the health and wellness of people with disabilities. In addition to his nearly 30-year career with UAB, he actively serves as an advocate for the education of those with early-onset Parkinson's by being an example of living successfully and productively with the disease. Since 2018, Michael has served on the Board of Directors for the Parkinson Association of Alabama, contributing to outreach across the state. Additionally, he actively contributes to the Michael J. Fox Foundation Patient Council and serve as a Research Advocate for the Parkinson's Foundation, supporting research and patient engagement.Dr. Reversa Joseph began her journey into medicine with a passion for solving problems and seeking answers, which naturally led me to neuroscience. However, witnessing my father, a Vietnam veteran, struggle with Parkinson's disease (PD) became the pivotal moment that directed her toward Neurology and ultimately specializing in Movement Disorders. This deeply personal experience profoundly shaped her life and her family's.One unforgettable experience was transitioning her practice from an academic institution to the U.S. Department of Veterans Affairs (VA) to address the unmet needs of veterans with movement disorders. Driven by her father's condition, this shift was both uplifting and challenging. This significant transition was driven by a clear unmet need and her desire to serve our veterans, honoring my father's condition and his service to our country.At the VA, Dr. Joseph developed and leads a Movement Disorders Clinic, directing a Multidisciplinary Care Team to provide comprehensive, integrative care to veterans with Parkinson's disease and other neurological disorders. This endeavor has been deeply fulfilling and reinforced her commitment to serving vulnerable populations and improving healthcare access.Dr. Joseph's involvement with the Parkinson's Foundation began in 2018 as a board member for the Great Lakes Chapter. Throughout the years, she has supported the Foundation by giving various presentations on topics such as PD 101, Women and Parkinson's Disease, and Integrative Therapies and PD. She also participates in Moving Day with her team, Vets on the Move.Dr. Joseph is particularly proud of our efforts to mitigate health inequities in people living with Parkinson's through targeted and tailored training in research advocacy. One of hermost rewarding contributions has been to help develop a novel Learning Institute using culturally responsive pedagogy to train African Americans living with Parkinson's and their care partners to collaborate with researchers and scientists as primary partners in the drug development process.Additionally, Dr. Joseph has given national lectures for the Parkinson's Foundation to raise awareness about Parkinson's disease and the Black community, addressing issues such as late and misdiagnosis, treatment and overall care. Dr. Joseph works to provide a framework on how to mitigate these disparities. She has also participated in various podcasts to raise awareness that Parkinson's also affects African Americans. Her volunteer work is driven by a desire to make a tangible difference, to support an organization that supports so many, and to contribute to t

Wednesday, April 23rd, 2025Today, turns out the intel that Pete Hegseth shared on at least two unsecure Signal chats came from a classified system; three prosecutors on the Eric Adams case have resigned after being pressured by Emil Bove to lie about it; new images could change cancer research but ICE has detained the Harvard scientist who analyzes them; lawyers for Abrego Garcia issue their first letter accusing the government of obstructing the court ordered discovery in his case; the FDA has suspended quality tests for milk; the Trump administration will be sending those in student loan default to collections; A Tennessee bill that would have required school districts to ask students their citizenship status is likely now dead for the year; a Trump draft order calls for a dramatic restructuring of the State Department; a federal judge orders the government to give Venezuelan migrants in Colorado a 21 day deportation notice; HHS is going to scrap the national LGBTQ Youth Suicide Hotline; and Sarah Palin loses her defamation suit against the New York Times… again; and Allison and Dana deliver your Good News.Thank You, Helix Sleep20% Off Sitewide when you go to HelixSleep.com/dailybeansGuest: Andi McNewEast County Victory | ecvictory.com@andimc888) - IG ,@andimc888.bsky.social) - Bluesky, @andimc888.bsky.social) - Twitter, tiktok.com/@andimc888Run For SomethingWhere Can I RunStories:Info Hegseth shared with wife and brother came from top general's secure messages | NBC NewsJudges extend Venezuela deportation blocks, question Trump's use of wartime law | Reuters3 Adams Case Prosecutors Resign Rather Than Express Regret to Justice Dept. | The New York TimesNew images could change cancer diagnostics, but ICE detained the Harvard scientist who analyzes them NBC NewsUS FDA suspends milk quality tests amid workforce cuts | ReutersGood Trouble:Doug Collins shared a snitch email address to all VA employees on Tuesday. The email read in part: On February 6, 2025, President Trump enacted Executive Order (EQ) 14202, Eradicating Anti-Christian Bias, establishing a Task Force to review the last Administration's treatment Accordingly, the Department of Veterans Affairs (VA) is establishing its own Task Force to better effectuate the Department's internal review. The VA Task Force now requests all instances of anti-Christian discrimination to Anti-ChristianBiasReporting@va.govSubmissions should include sufficient identifiers such as names, dates, and locations - make sure to let them know about any anti-christian shit the trump administration is doing. From The Good NewsSigns of Justice (@signsofjustice) | IG and MSW Media (@mswmediapods) | IG Papal conclave - WikipediaConclave (2024) - IMDbReminder - you can see the pod pics if you become a Patron. The good news pics are at the bottom of the show notes of each Patreon episode! That's just one of the perks of subscribing! Federal workers - feel free to email me at fedoath@pm.me and let me know what you're going to do, or just vent. I'm always here to listen.Share your Good News or Good Trouble:https://www.dailybeanspod.com/good/ Check out other MSW Media podcastshttps://mswmedia.com/shows/Subscribe for free to MuellerSheWrote on Substackhttps://muellershewrote.substack.comFollow AG and Dana on Social MediaDr. Allison Gill Substack|Muellershewrote, BlueSky|@muellershewrote , Threads|@muellershewrote, TikTok|@muellershewrote, IG|muellershewrote, Twitter|@MuellerSheWrote,Dana GoldbergTwitter|@DGComedy, IG|dgcomedy, facebook|dgcomedy, IG|dgcomedy, danagoldberg.com, BlueSky|@dgcomedyHave some good news; a confession; or a correction to share?Good News & Confessions - The Daily Beanshttps://www.dailybeanspod.com/confessional/ Listener Survey:http://survey.podtrac.com/start-survey.aspx?pubid=BffJOlI7qQcF&ver=shortFollow the Podcast on Apple:The Daily Beans on Apple PodcastsWant to support the show and get it ad-free and early?Supercasthttps://dailybeans.supercast.com/Patreon https://patreon.com/thedailybeansOr subscribe on Apple Podcasts with our affiliate linkThe Daily Beans on Apple Podcasts

On Friday, roughly 100 veterans gathered outside the state Capitol in part to protest any job cuts at the Department of Veterans Affairs (VA), which serves nearly 50,000 Montana veterans.

In this era of VA budget cuts and workforce layoffs, we talked about it with Disabled American Veterans (DAV) Communications Chief, Air Force veteran Dan Clare. After a recent meeting with VA Secretary Doug Collins, who recently spoke at DAV's Mid-Winter Conference, Clare shared how Collins claimed his #1 priority was taking care of our vets, but did not offer any details about how exactly he's going to do it. Clare explains that massive cuts to VA staff, seems ill-advised considering over 800K new veterans have recently registered for VA care and over 1M claims have been filed, since the PACT Act, toxic exposure bill, became law three years ago. We also dove into the benefit claims process, and how DAV is there to help all veterans get their applications processed and ensure they stand a chance at getting approved. Clare also discussed alternative health care treatment options DAV members want to see in the future. And although DAV members hope the new administration will deliver results, they have yet to hear anything specific from VA or when they will deliver promising new treatments. If you're a vet who has been affected by federal layoffs or cancelled contracts … Contact DAV so they can share your opinions here: https://www.dav.org/defend-veteran-jobs/ DAV has support for all veterans submitting VA benefit claims. Find the help you need navigating your benefits process here: https://www.dav.org/find-your-local-office/ About DAV: https://www.dav.org/ We are dedicated to a single purpose: empowering veterans to lead high-quality lives with respect and dignity. We accomplish this by ensuring that veterans and their families can access the full range of benefits available to them; fighting for the interests of America's injured heroes on Capitol Hill; and educating the public about the great sacrifices and needs of veterans transitioning back to civilian life. This mission is carried forward by: Providing free, professional assistance to veterans and their families in obtaining benefits and services earned through military service and provided by the Department of Veterans Affairs (VA) and other agencies of government. Providing outreach concerning its program services to the American people generally, and to disabled veterans and their families specifically. Representing the interests of disabled veterans, their families, their widowed spouses and their orphans before Congress, the White House and the Judicial Branch, as well as state and local government. Extending DAV's mission of hope into the communities where these veterans and their families live through a network of state-level Departments and local Chapters. Providing a structure through which disabled veterans can express their compassion for their fellow veterans through a variety of volunteer programs. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Michelle D. Sherman, PhD LP ABPP (she/her) is the co-author of Loving Someone with a Mental Illness or History of Trauma (written with her mother) and a licensed clinical psychologist who has dedicated her career to supporting families dealing with a mental illness or trauma/PTSD. She has worked in diverse settings, including the Veterans Affairs (VA) healthcare system, private practice, and academia as a Professor at the University of Oklahoma and University of Minnesota Medical Schools. Dr. Sherman is a Fellow of the American Psychological Association (APA), and is Board Certified in Couple and Family Psychology. She is the Editor in Chief of Couple and Family Psychology: Research and Practice, the journal of APA's Society of Couple and Family Psychology, and was named their Family Psychologist of the Year in 2022. She has published over 75 articles in peer-reviewed journals, and has given several hundred workshops nationally and internationally. She served on the Board of the Oklahoma National Alliance on Mental Illness (NAMI) for 14 years and now enjoys volunteering with the Minnesota NAMI affiliate. DeAnne M. Sherman (she/her) is the co-author of Loving Someone with a Mental Illness or History of Trauma (written with her daughter), a mental health advocate, French teacher, and choreographer. She graduated from St. Catherine University in St. Paul, Minnesota, where she received degrees in French, education, and speech and theater. She volunteers with NAMI (National Alliance on Mental Illness)-Minnesota, gives workshops with her daughter about mental illness in the family, and mentors people of all ages in the performing arts. DeAnne's mission is to affirm, educate, and empower others; she has strong passions for combating stigma, offering hope to people who are hurting, celebrating diversity, and promoting open discussion about mental health. The collaboration of psychologist and teacher, daughter and mother, brings true synergy to their work. The Shermans draw from their personal and professional life experiences which are the inspiration and foundation for their work. Twitter (X) @DrMichelleSherm  Facebook: Seeds of Hope Books Michelle Sherman Facebook (personal): DeAnne Sherm Instagram: Seeds_of_Hope_Books  LinkedIn: Michelle Sherman, PhD LP ABPP Book: Loving Someone with a Mental Illness or History of Trauma: Skills, Hope, and Strength for Your Journey: (https://www.amazon.com/Loving-Someone-Mental-Illness-History/dp/142145050X/ref=sr_1_2?)

The Trump administration says it plans to fire 70,000 Veterans Affairs (VA) employees and that doesn't sit well with veterans who depend on the medical care the VA delivers. Also, the man guilty of burning down Bidwell Mansion in Chico appeared in court yesterday and was sentenced to 11 years in prison, and three cancer treatment centers in Redding are being consolidated into a central location. The Sierra Pacific Regional Cancer Center just broke ground, and plans to open in summer 2026.

In this episode of the Your Next Mission® video podcast, SMA Tilley talks with the Honorable Tanya Bradsher, former Deputy Secretary of the U.S Department of Veterans Affairs (VA) and retired Lieutenant Colonel from the U.S. Army. Theydelve into the relentless work of the VA to provide Veterans with the benefits they deserve and how the VA is meeting Veterans and their Families where they are.

Families & Mental Health: Dr. Michelle D. Sherman On this episode of the Make Mental Health Matter Show, Kelli chats with Michelle D. Sherman, PhD LP ABPP (she/her) is a licensed clinical psychologist who has dedicated her career to supporting families dealing with a mental illness or trauma/PTSD. She has worked in diverse settings, including the Veterans Affairs (VA) healthcare system, private practice, and academia as a Professor at the University of Oklahoma and University of Minnesota Medical Schools. Dr. Sherman is a Fellow of the American Psychological Association (APA), and is Board Certified in Couple and Family Psychology. She is the Editor in Chief of Couple and Family Psychology: Research and Practice, the journal of APA's Society of Couple and Family Psychology, and was named their Family Psychologist of the Year in 2022. She has published over 75 articles in peer-reviewed journals, and has given several hundred workshops nationally and internationally. She served on the Board of the Oklahoma National Alliance on Mental Illness (NAMI) for 14 years and now enjoys volunteering with the Minnesota NAMI affiliate. Michelle and her mother DeAnne Sherman, a mental health advocate, are co-authors of Loving Someone with a Mental Illness or History of Trauma: Skills, Hope and Strength for Your Journey and I'm Not Alone: A Teen's Guide to Living With a Parent Who Has Mental Illness or a History of Trauma. Michelle and DeAnne believe that family members of people managing mental health problems and trauma have been invisible and unsupported for too long. It is time to SEE, HEAR, and INCLUDE them...recognize their sacrifices and contributions...and empower them with research-based information, practical skills, and hope. Find out more about Michelle here: Website: www.SeedsofHopeBooks.com  LinkedIn: Michelle Sherman, PhD LP ABPP Want to find out when the next incredible episode of Make Mental Health Matter show is dropping? Sign up for the Make Mental Health Matter newsletter for special tips, and insider only offers. Click HERE to sign up today! Need more resources? www.makementalhealthmatter.org  https://linktr.ee/makementalhealthmatter

Happiness Solved with Sandee Sgarlata. In this episode, Sandee interviews Dr. Michelle Sherman. Michelle D. Sherman, PhD LP ABPP (she/her) is the co-author of "Loving Someone with a Mental Illness or History of Trauma" (written with her mother) and a licensed clinical psychologist who has dedicated her career to supporting families dealing with a mental illness or trauma/PTSD. She has worked in diverse settings, including the Veterans Affairs (VA) healthcare system, private practice, and academia as a Professor at the University of Oklahoma and University of Minnesota Medical Schools. Dr. Sherman is a Fellow of the American Psychological Association (APA), and is Board Certified in Couple and Family Psychology. She is the Editor in Chief of Couple and Family Psychology: Research and Practice, the journal of APA's Society of Couple and Family Psychology, and was named their Family Psychologist of the Year in 2022. She has published over 75 articles in peer-reviewed journals, and has given several hundred workshops nationally and internationally. She served on the Board of the Oklahoma National Alliance on Mental Illness (NAMI) for 14 years and now enjoys volunteering with the Minnesota NAMI affiliate. Connect with Dr. Michelle: Website: www.SeedsofHopeBooks.comLinkedIn: linkedin.com/in/michelle-sherman-phd-lp-abpp-312897100 Connect with Sandee: Website: www.sandeesgarlata.comPodcast: www.happinesssolved.comFacebook: www.facebook.com/coachsandeesgarlataTwitter: www.twitter.com/sandeesgarlataInstagram: www.instagram.com/coachsandeesgarlata

Shereef Elnahal, MD, MBA Under Secretary for Health at the Department of Veterans Affairs, joins Eric to discuss the transformative potential of psychedelic-assisted therapies for veterans. The conversation explores the VA's groundbreaking initiatives, including their funding of studies on MDMA and psilocybin, and how these therapies address conditions like PTSD, depression, and addiction.    Dr. Elnahal highlights the VA's role as a leader in mental health research and shares a vision for how these breakthrough therapies could revolutionize care for millions. Learn how veterans themselves have driven this agenda, the promising outcomes from early studies, and the significant hurdles in bringing these therapies to scale.    Tune in for a thought-provoking discussion on the future of mental health treatment for veterans and how the integration of psychedelic-assisted therapies could revolutionize care and improve the quality of life for those who have served.   About Dr. Elnahal Dr. Shereef Elnahal is Under Secretary for Health at the United States Department of Veterans Affairs (VA). He was nominated by President Joseph R. Biden and confirmed by the United States Senate on July 21, 2022. As the Under Secretary for Health, Dr. Elnahal directs a health care system with an annual budget of approximately $102.2 billion, overseeing the delivery of care to more than 9 million enrolled Veterans. The Veterans Health Administration (VHA) is the largest integrated health care system in the United States, providing care at over 1,300 health care facilities, including 171 VA Medical Centers and 1,120 outpatient sites of care of varying complexity (VHA outpatient clinics). VHA is the nation's largest provider of graduate medical education and a major contributor to medical and scientific research. More than 73,000 active volunteers, 127,000 health professions trainees, and more than 362,000 health care professionals and support staff are an integral part of the VHA community.   Dr. Elnahal is physician leader who previously served as President and Chief Executive Officer of University Hospital in Newark, NJ from 2019 through 2022. Dr. Elnahal led University Hospital through the COVID-19 public health emergency. The hospital has served as a model for urban hospital and regional response efforts. In addition to his leadership during the pandemic, Dr. Elnahal oversaw substantial improvements in care quality and patient safety at University Hospital, leading to improvements against national benchmarks. Prior to his time at University Hospital, Elnahal served as New Jersey's 21st Health Commissioner, appointed to the Cabinet post by Governor Phil Murphy and confirmed unanimously by the New Jersey Senate. During his nearly two years as Commissioner, he expanded the New Jersey Health Information Network, an interoperability platform that allows for electronic exchange of patient health information among healthcare providers. He worked closely with New Jersey First Lady Tammy Murphy on her Nurture NJ campaign to help improve infant and maternal health outcomes and reduce health disparities—a mission he continued at University Hospital, with its top tier maternal health services. He also made strides in curbing the opioid epidemic, granting funding to institutions to facilitate data sharing and public health reporting, and marked NJ as the first state in the nation to allow EMS responders to use buprenorphine in the field to prevent withdrawal after naloxone. Dr. Elnahal previously served as VA's Assistant Deputy Under Secretary for Health for Quality, Safety, and Value from 2016 through 2018, overseeing national policies around quality of care for the VHA, and as a White House Fellow in the VA from 2015-16. During that time, he co-founded the VHA Innovation Ecosystem, a program that continues to foster the spread of innovation and best practices that improve Veteran care across the nation. Dr. Elnahal holds an M.D. from Harvard Medical School and an M.B.A. with Distinction from Harvard Business School. Press Release from VA New research would determine the benefit of psychedelics for treating PTSD and depression in Veterans: https://news.va.gov/press-room/to-improve-care-for-veterans-va-to-fund-studies-on-new-therapies-for-treating-mental-health-conditions/   VA Health: https://www.va.gov/health-care/   VA Mental Health Resources: https://www.mentalhealth.va.gov/index.asp   Bright Spots in Healthcare is produced by Bright Spots Ventures Bright Spots Ventures brings healthcare leaders together to share working solution or "bright spots" to common challenges. We build valuable and meaningful relationships through our Bright Spots in Healthcare podcast, webinar series, leadership councils, customized peer events, and sales and go-to-market consulting. We believe that finding a bright spot and cloning it is the most effective strategy to improve healthcare in our lifetime. Visit our website at www.brightspotsinhealthcare.com

The U.S. Department of Veterans Affairs (VA) created its Veterans Experience Office (VEO) in 2015 with the goal of integrating a customer experience (CX) approach to veteran care, benefit, and service delivery. Since the office's launch, VA has measured that veteran trust in the department has grown from 55% to 80%. Because of VEO's collaboration with VA's administrations, veterans have been able to more easily navigate VA websites, have more streamlined and empathy-driven medical care, and more. Denise Kitts, VEO's enterprise measurement and design executive director, helped stand up VEO and has been a key player in improving how veterans, their families, and their caregivers interact with VA. She joins us in this episode to learn how CX has transformed the way veterans can get the service they need from VA and the role CX plays in building trust with veterans. Denise Kitts is the VA VEO executive director of Enterprise Measurement and Design. She rejoined VEO in 2022 after helping establish the office in 2015. She is responsible for the VA Qualitative and Quantitative Data Strategy and for deploying VA's Trust Survey, along with other operational and program-level surveys. She was chief data technology officer for the chief technology officer prior to rejoining VEO. More Links and Information: Check out more Fors Marsh Media  Connect or partner with Fors Marsh Explore the Veterans Experience Office Learn more about the Veteran Trust Report 

In this extraordinary show, you will meet Delilah, a cat who survived hellish, taxpayer funded experiments at a USDA lab before being rescued by Anthony Bellotti, the President & Founder of White Coat Waste, whom you'll also meet. Millions of other animals are not so lucky. Right now, about 14,000 cats and kittens are trapped in laboratories. The domestic shorthair is one of America's most popular pets. But federal government agencies like the National Institutes of Health (NIH), the U.S. Dept. of Agriculture (USDA), the Dept. of Veterans Affairs (VA), and the Dept. of Defense (DOD) have spent millions to buy, breed, and abuse felines in wasteful laboratory torture—and YOU, the taxpayers, pay the bill whether you approve of this government sanctioned sadism or not.   But there's hope. White Coat Waste is a bipartisan campaign to expose and close the U.S. government's cat and animal experimentation business. WCW proclaims that, over the last 5 years, it has shut down all confirmed labs causing pain and distress to cats inside the federal government and won the first-ever federal policies to retire and release survivors as pets. Now WCW is leading the fight to end taxpayer-funded cat and kitten experimentation across the United States. WCW Founder and President Anthony Bellotti (along with Delilah) joins UnchainedTV's Jane Velez-Mitchell to reveal what YOU can do to stop these wasteful experiments. To get involved and help, visit: https://www.whitecoatwaste.org

Send us a textThis week, I sit down with Ted Blickwedel, a retired Marine Corps Lieutenant Colonel, combat veteran, and Licensed Clinical Social Worker, who risked everything to expose critical issues within the Veterans Affairs (VA) system. Ted's journey began at the VA VET Center in Warwick, RI, where he provided mental health care to fellow veterans from 2009 to 2018.In 2017, he witnessed how harmful clinical productivity policies were jeopardizing the well-being of counselors and the quality of care for veterans. When his concerns were repeatedly dismissed by supervisors, Ted decided to speak out, initiating a whistleblowing campaign that came at a tremendous personal cost. His efforts led to a federal investigation by the Government Accountability Office (GAO), which substantiated his claims and ultimately sparked legislative reforms signed into law.In this episode, we dive deep into: • Why Ted chose to expose these issues despite the risks. • The legal, financial, and health challenges he faced as a whistleblower. • The impact of his advocacy on veterans, counselors, and VA leadership nationwide. • His book, Broken Promises, which chronicles the injustices and retaliation he endured while fighting for change.Ted's story, featured on NBC, NPR, and the Military Times, is a powerful testament to courage, resilience, and the relentless pursuit of justice.Tune in to hear how one man's unwavering commitment to veterans reshaped a broken system.http://www.vabreakingpromises.com/Visit my website: https://thehello.llc/THERESACARPENTERRead my writings on my blog: https://www.theresatapestries.com/Listen to other episodes on my podcast: https://storiesofservice.buzzsprout.comWatch episodes of my podcast:https://www.youtube.com/c/TheresaCarpenter76

The Rich Zeoli Show- Hour 4: 6:00pm- Gaetz Nomination Doomed in U.S. Senate? Lindsay Wise, Xavier Martinez, and Siobhan Hughes of The Wall Street Journal write of Donald Trump's selection of Matt Gaetz to serve as U.S. Attorney General: “Trump can afford to lose the support of no more than three GOP senators on his most contentious picks, assuming all Democrats are opposed, in a chamber that will be split 53-47 in the new Congress. People familiar with discussions among Senate Republicans said that far more than three of them are prepared to vote no if the matter comes to a vote, and some said there was already talk of trying to convince Trump to pull the nominee, or for Gaetz to voluntarily withdraw his name.” You can read the full report here: https://www.wsj.com/opinion/matt-gaetz-attorney-general-nominee-donald-trump-b07d3a4f?mod=opinion_lead_pos2 6:15pm- Doug Collins Nominated for Secretary for Veterans Affairs. In a statement, Donald Trump announced: “I am pleased to announce my intent to nominate former Congressman Doug Collins, of Georgia, as The United States Secretary for Veterans Affairs (VA). Doug is a Veteran himself, who currently serves our Nation as a Chaplain in the United States Air Force Reserve Command, and fought for our Country in the Iraq War. We must take care of our brave men and women in uniform, and Doug will be a great advocate for our Active Duty Servicemembers, Veterans, and Military Families to ensure they have the support they need. Thank you, Doug, for your willingness to serve our Country in this very important role!” 6:20pm- In response to several of Donald Trump's cabinet selections—particularly Pete Hegseth, Tulsi Gabbard, Robert F. Kennedy Jr., and Matt Gaetz—the media has stated the nominees are unqualified. But, for example, what were Pete Buttigieg's qualifications when he was named U.S. Secretary of Transportation? Buttigieg famously explained that he had “a personal love of transportation ever since childhood.” 6:40pm- REPLAY: Steve Milloy—Former Trump EPA Transition Team Member & Founder of JunkScience.com—joins The Rich Zeoli Show and reacts to Donald Trump selecting Lee Zeldin to serve as head of the Environmental Protection Agency (EPA). Plus, Milloy reviews his list of energy action items for the incoming Trump Administration. You can find the list here: https://junkscience.com/2024/11/top-10-climate-and-energy-action-items-for-president-trump/

On Day 3 of Veterans Saves Week, Krystel and Amelia tackle the unique housing challenges veterans face and share valuable resources for securing affordable housing. Whether you're working toward homeownership, renting, or facing other housing hurdles, today's episode is packed with practical tips and guidance to help you meet your housing needs. Segments: Save or Skip: In today's "Save or Skip" segment, we explore what to do if you're a veteran facing a rent increase that could strain your budget. We offer a balanced approach to help you decide if you should "save" by staying put with support or "skip" and look for a new home. Homeownership Support: VA Loans: Learn how VA loans provide competitive rates, often with no down payment, to help veterans achieve homeownership. We discuss why it's essential to compare offers to ensure you're getting the best deal. VA Grants for Home Modifications: Discover how these grants can help veterans modify their homes to improve accessibility, especially for those with disabilities. Resources for Current Homeowners: If you're a homeowner facing financial challenges, we discuss housing counselors and VA services that can help you stay on top of mortgage payments. Rental Assistance and Tenant Rights: HUD-VASH Program: A collaborative program between HUD and the VA that provides rental assistance vouchers to unhoused veterans. Affordable Rental Resources: Veterans not yet ready to buy can find affordable rental housing through VA resources and local organizations. Tenant Rights: Knowing your rights protects you from unfair practices and discrimination in housing. Support for Unhoused Veterans: For veterans at risk of or experiencing homelessness, the National Call Center for Homeless Veterans connects them to local support to stabilize their housing situation. Links & Resources: Resources for Veterans Having Difficulty Making Mortgage Payments The Department of Veterans Affairs (VA)   is committed to ending Veteran homelessness and works with the Department of Housing and Urban Development (HUD) to offer programs for housing vouchers for Veterans in need of permanent housing.   The National Call Center for Homeless Veterans  helps Veterans in need of immediate assistance to avoid eviction or loss of housing. Trained VA counselors are on hand 24 hours a day, 7 days a week to help. You can reach them at 1-877-4AID VET or (877) 424-3838.  Veterans Matter helps house homeless veterans and their families who qualify for VA/HUD-VASH housing vouchers. It is a nationwide program that works to help veterans find housing quickly by helping with rental deposits and first month's rent. You can reach them by calling (567) 698-7838.  National Coalition for Homeless Veterans (NCHV) provides emergency and supportive housing along with food, health services, job training, and placement assistance.  Their website also offers a searchable database that you can use to find organizations in your state that provide services. You can reach them by calling 1-800-VET-HELP or 1-800-838-4357.   You can find additional resources in your area by searching the Consumer Financial Protection Bureau's  Federal Rental Assistance webpage. There you can find out what assistance is available, what it covers, how it works, and who is eligible.    _______ Tune in tomorrow for the final day of Veteran Saves Week, where we'll discuss the financial transition from military to civilian life. Remember: Veterans deserve accessible, affordable housing, and support is available to help at every stage.

As a senior Navy Chaplain, Bob Evan's calling has always been to serve and care for others, whether it was his troops, fellow service members, or the wounded warriors he encountered. When his fiancée, Gretchen, was severely injured by a mortar round in Afghanistan, Bob's role shifted from chaplain to devoted caregiver.Despite his extensive training and experience as a pastoral counselor, Bob candidly admits that he struggled at times to provide the proper support and care for Gretchen as she navigated life-changing injuries, including deafness. However, Bob's unwavering love and commitment to Gretchen never wavered. He made it clear that he would accompany her on this new journey, no matter the challenges. Bob's journey as a caregiver is one of resilience, compassion, and a deep understanding that true caregiving requires listening, learning, and loving the person you are caring for.As Bob shares his insights and lessons learned, it's clear that his role as a caregiver has profoundly impacted his own spiritual and personal growth. He has become an advocate for greater support and resources for military caregivers, recognizing the vital importance of self-care and finding respite to be an effective, loving caregiver.About Bob:Bob Evans, a graduate of Bowdoin College (A.B. - 1976), Princeton Theological Seminary (M.Div. - 1979), Candler School of Theology (Th.M. - 1992), and the Naval War College (M.A. - 2003), served over 25 years in the United States Navy. He retired as a Captain in 2008 after entering the Navy by direct commission in December 1982.During his tenure, he served as a Senior Leader for the U.S. Fleet Forces, U.S. Atlantic Fleet, Joint Forces Command, Combined Forces Command-Afghanistan, and Naval Forces Europe, Africa, and Southwest Asia. He received the Bronze Star for his service in Afghanistan.Bob began his career with the Department of Veterans Affairs (VA) in May 2011 as Chief of Chaplain Services at Aleda E. Lutz VA Medical Center in Saginaw, MI. He joined the Atlanta VA in January 2013 as Chief of Chaplain Services and later also served as Acting Assistant Director. In February 2014, he was appointed Assistant Director of the Atlanta VA Health Care System. He then served as Interim Associate Director/Chief Operating Officer of the Dorn VA Health Care System in Columbia, SC, for six months before being selected as Associate Director/Chief Operating Officer for the Western North Carolina VA Health Care System in Asheville, NC. He held this role from January 2017 until his retirement from Federal Service in December 2019.Now retired, he is a devoted caregiver to his wife, who lost her hearing in combat, and a strong advocate for veterans, their families, and all who serve the common good. He actively listens to others, helps them discover their passions, and supports them in turning their dreams into purposeful lives.Support the showConfessions of a Reluctant Caregiver Sisterhood of Care, LLC Website: www.confessionsofareluctantcaregiver.com Like us on Facebook! Tweet with us on Twitter! Follow us on Instagram! Watch us on Youtube! Pin us on Pinterest! Link us on LinkedIn!Tune in on Whole Care Network

Welcome to The Veterans Disability Nexus, where we provide unique insights and expertise on medical evidence related to VA-rated disabilities.Leah Bucholz, a US Army Veteran, Physician Assistant, & former Compensation & Pension Examiner shares her knowledge related to Independent Medical Opinions often referred to as “Nexus Letters” in support of your pursuit of VA Disability every Wednesday at 7 AM. In this episode, Leah discusses osteoporosis and its potential connection to Veterans Affairs (VA) disability benefits. She explains that osteoporosis, which weakens bones and increases fracture risk, can be linked to military service either directly or as a secondary condition caused by another service-connected disability. Leah highlights the risk factors and symptoms of osteoporosis and mentions that certain medications, such as proton pump inhibitors (PPIs), can contribute to its development. She also outlines how veterans diagnosed with osteoporosis during or after service may qualify for VA disability ratings, particularly if they experience incapacitating episodes or significant bone damage.

As a senior Navy Chaplain, Bob Evan's calling has always been to serve and care for others, whether it was his troops, fellow service members, or the wounded warriors he encountered. When his fiancée, Gretchen, was severely injured by a mortar round in Afghanistan, Bob's role shifted from chaplain to devoted caregiver. Despite his extensive training and experience as a pastoral counselor, Bob candidly admits that he struggled at times to provide the proper support and care for Gretchen as she navigated life-changing injuries, including deafness. However, Bob's unwavering love and commitment to Gretchen never wavered. He made it clear that he would accompany her on this new journey, no matter the challenges. Bob's journey as a caregiver is one of resilience, compassion, and a deep understanding that true caregiving requires listening, learning, and loving the person you are caring for. As Bob shares his insights and lessons learned, it's clear that his role as a caregiver has profoundly impacted his own spiritual and personal growth. He has become an advocate for greater support and resources for military caregivers, recognizing the vital importance of self-care and finding respite to be an effective, loving caregiver. About Bob: Bob Evans, a graduate of Bowdoin College (A.B. - 1976), Princeton Theological Seminary (M.Div. - 1979), Candler School of Theology (Th.M. - 1992), and the Naval War College (M.A. - 2003), served over 25 years in the United States Navy. He retired as a Captain in 2008 after entering the Navy by direct commission in December 1982. During his tenure, he served as a Senior Leader for the U.S. Fleet Forces, U.S. Atlantic Fleet, Joint Forces Command, Combined Forces Command-Afghanistan, and Naval Forces Europe, Africa, and Southwest Asia. He received the Bronze Star for his service in Afghanistan. Bob began his career with the Department of Veterans Affairs (VA) in May 2011 as Chief of Chaplain Services at Aleda E. Lutz VA Medical Center in Saginaw, MI. He joined the Atlanta VA in January 2013 as Chief of Chaplain Services and later also served as Acting Assistant Director. In February 2014, he was appointed Assistant Director of the Atlanta VA Health Care System. He then served as Interim Associate Director/Chief Operating Officer of the Dorn VA Health Care System in Columbia, SC, for six months before being selected as Associate Director/Chief Operating Officer for the Western North Carolina VA Health Care System in Asheville, NC. He held this role from January 2017 until his retirement from Federal Service in December 2019. Now retired, he is a devoted caregiver to his wife, who lost her hearing in combat, and a strong advocate for veterans, their families, and all who serve the common good. He actively listens to others, helps them discover their passions, and supports them in turning their dreams into purposeful lives. Support the show Confessions of a Reluctant Caregiver Sisterhood of Care, LLC Website: www.confessionsofareluctantcaregiver.com Like us on Facebook! Tweet with us on Twitter! Follow us on Instagram! Watch us on Youtube! Pin us on Pinterest! Link us on LinkedIn! Tune in on Whole Care Network

As we begin National Caregivers Month and the countdown to Veterans Day this November, we're bringing back Assisted Living Services, a family-owned non-medical homecare agency to brief veterans and their loved ones about accessing the many benefits offered by the U.S. Department of Veterans Affairs (VA) and other sources.

This week's special educational episode shines a spotlight on the incredible work being done by the U.S. Department of Veterans Affairs (VA) to support caregivers, families, and survivors of veterans. In this educational episode, Maureen Elias, a Senior Advisor to the Under Secretary for Benefits at the VA, provides a comprehensive overview of the vast array of benefits and programs available through the Veterans Benefits Administration. Elias expertly navigates the three key buckets of VA support - caregiver benefits, family benefits, and survivor services. From healthcare and respite care to legal assistance and bereavement support, the VA ensures caregivers have the resources they need to avoid burnout and continue providing exceptional care. Equally impressive are the VA's efforts to adapt homes and vehicles and offer educational benefits for family members and robust survivor benefits, including burial assistance, life insurance, and dependency compensation. Listeners are left with a renewed appreciation for the VA's commitment to honoring the service and sacrifice of veterans and their loved ones. About Maureen: Maureen Elias serves as the Senior Advisor to the Under Secretary for Benefits on the development, adoption, and implementation of Department-wide programs and policies related to Benefits. In this role she analyzes and evaluates the effectiveness of these programs and policies and presents balanced recommendations for improvements. She represents the Under Secretary for Benefits in dealings with the senior staff of Cabinet officers regarding Departmental programs, initiatives, and policies. Ms. Elias is a U.S. Army veteran and a U.S. Army retiree spouse. Prior to coming to the VA, Ms. Elias served on the House Veterans Affairs Committee and at two of the “Big Six” VSOs including Paralyzed Veterans of America and Vietnam Veterans of America. She has been recognized as one of the We Are the Mighty “Mighty 25”, 2021 VA Women Veteran Trailblazer, and as a HillVets100. She has appeared on various podcasts, testified before Congress, and written articles for various media outlets. Ms. Elias also volunteers as a storytelling instructor, helping Veterans, servicemembers, their families, survivors and caregivers learn to share their stories in ways that are meaningful. Support the show Confessions of a Reluctant Caregiver Sisterhood of Care, LLC Website: www.confessionsofareluctantcaregiver.com Like us on Facebook! Tweet with us on Twitter! Follow us on Instagram! Watch us on Youtube! Pin us on Pinterest! Link us on LinkedIn! Tune in on Whole Care Network

It's National Philanthropy Month, and the Valley Community Foundation just kicked off its annual "Valley Gives Back" campaign - a two-month initiative encouraging individuals to make planned gifts to their favorite Valley nonprofit and causes. Our guest from the VCF will explain how easy it is to become a philanthropist, and how you can make a measurable and positive difference, even if you can just begin by donating a few dollars a month. Then we'll touch base with the United Way of Connecticut to help unpack The 119K Commission's recently published report, Young People First. Hear UWCT share their bold commitment to our young people, and how they plan to facilitate addressing the barriers to their success, and why the effort is vital for our communities and state economy. And, as we begin National Caregivers Month and the countdown to Veterans Day this November, we're bringing back Assisted Living Services, a family-owned non-medical homecare agency to brief veterans and their loved ones about accessing the many benefits offered by the U.S. Department of Veterans Affairs (VA) and other sources.

Ancillary benefits are secondary benefits that the Department of Veterans Affairs (VA) may provide to veterans, dependents, and survivors: benefits

This week's special educational episode shines a spotlight on the incredible work being done by the U.S. Department of Veterans Affairs (VA) to support caregivers, families, and survivors of veterans. In this educational episode, Maureen Elias, a Senior Advisor to the Under Secretary for Benefits at the VA, provides a comprehensive overview of the vast array of benefits and programs available through the Veterans Benefits Administration.Elias expertly navigates the three key buckets of VA support - caregiver benefits, family benefits, and survivor services. From healthcare and respite care to legal assistance and bereavement support, the VA ensures caregivers have the resources they need to avoid burnout and continue providing exceptional care. Equally impressive are the VA's efforts to adapt homes and vehicles and offer educational benefits for family members and robust survivor benefits, including burial assistance, life insurance, and dependency compensation. Listeners are left with a renewed appreciation for the VA's commitment to honoring the service and sacrifice of veterans and their loved ones.About Maureen:Maureen Elias serves as the Senior Advisor to the Under Secretary for Benefits on the development, adoption, and implementation of Department-wide programs and policies related to Benefits. In this role she analyzes and evaluates the effectiveness of these programs and policies and presents balanced recommendations for improvements. She represents the Under Secretary for Benefits in dealings with the senior staff of Cabinet officers regarding Departmental programs, initiatives, and policies.Ms. Elias is a U.S. Army veteran and a U.S. Army retiree spouse. Prior to coming to the VA, Ms. Elias served on the House Veterans Affairs Committee and at two of the “Big Six” VSOs including Paralyzed Veterans of America and Vietnam Veterans of America. She has been recognized as one of the We Are the Mighty “Mighty 25”, 2021 VA Women Veteran Trailblazer, and as a HillVets100. She has appeared on various podcasts, testified before Congress, and written articles for various media outlets. Ms. Elias also volunteers as a storytelling instructor, helping Veterans, servicemembers, their families, survivors and caregivers learn to share their stories in ways that are meaningful.Support the showConfessions of a Reluctant Caregiver Sisterhood of Care, LLC Website: www.confessionsofareluctantcaregiver.com Like us on Facebook! Tweet with us on Twitter! Follow us on Instagram! Watch us on Youtube! Pin us on Pinterest! Link us on LinkedIn!Tune in on Whole Care Network

In this episode we are proud to welcome Chase Oliver into the studio. Mr. Oliver is the Libertarian candidate for president and on the ballot in 47 states. This interview is shared unedited and in its entirety. We did extend invitations to all major party presidential candidates and all candidates on the ballot in Polk County, Florida. As of the time of this interview recording, only Mr. Oliver agreed to an interview.  Note: Any candidate who would like to come on our show and discuss improving customer service in government is welcome.   - Improving government customer service begins with transparency and streamlining processes. - Streamlining and improving processes for Veterans Affairs (VA) is a great example of how a government program could be improved. - Removing antiquated processes and updating technology is a key way to improve service to customers accessing government services. - Creating better training systems will impove service and ensure the best employees are retained and challenged to do better each day.   Learn More About Chase Oliver: https://votechaseoliver.com/ or info@votechaseoliver.com     Visit https://www.igniteyourservice.com/6canons to invest in yourself and your team.   Tony Johnson is a Customer Experience Expert, Keynote Speaker, and Author with a wide background including decades in retail and restaurants.  He regularly speaks and coaches organizations to IGNITE THEIR SERVICE using his common sense approach to Customer engagement.  Tony has spoken to government agencies and Fortune 500 companies to unlock their amazing capacity for excellence.   Check out my FREE Resources and Training Tools: Web: https://www.igniteyourservice.com/ YouTube: https://www.youtube.com/@TheTonyJohnson Twitter:  https://twitter.com/The_TonyJohnson Instagram: https://www.instagram.com/THE_TONYJOHNSON/ Tik Tok:   https://www.tiktok.com/@igniteyourservice Facebook:  https://www.facebook.com/tonyjohnsoncx/  

Send Victoria a text message!D Paul Fleming, a retired Navy veteran and spiritual healer, shares his lifelong journey from trauma to healing. His story is a testament to resilience, as he recounts overcoming severe childhood abuse detailed in his book "2,442 Steps To Crazy." Through writing and sharing his experiences, Fleming found therapeutic relief while inspiring fellow veterans facing similar challenges. D Paul and I discuss the systemic issues within the Veterans Affairs (VA) healthcare system. Despite its flaws—such as inconsistent care and bureaucratic hurdles—our conversation highlights the need for holistic support addressing physical, mental, emotional, and spiritual pain.Fleming's narrative underscores the power of storytelling in healing processes and advocates for creating safe spaces where veterans can freely express their vulnerabilities without judgment. He emphasizes unity among veterans regardless of their roles or experiences during service. Reflecting on personal anecdotes about confronting suicide temptations due to VA shortcomings further illustrates these struggles' complexity.Ultimately, Fleming inspires hope by urging others to share and listen deeply—a call to action reminding us that through collective understanding comes strength and healing beyond individual battles faced alone.RESOURCES:Book, 2,442 Steps to CrazyBook, A Date with SuicideOperation Deep DiveGretchen Smith | Code of VetsGrief Recovery MethodCONNECT:WebsiteXFB_______NEED HELP?National Suicide Prevention Lifeline: 1-800-273-8255Crisis Text Line provides free, 24/7 support via text message. Text HOME to 741741 to connect with a trained Crisis CounselorIf you are struggling with grief due to any of the 40+ losses, free resources are available HERE.CONNECT WITH VICTORIA: InstagramWebsiteLinkedInFacebookSupport the showThis episode is sponsored by Do Grief Differently™️, my twelve-week, one-on-one, in-person/online program for grievers who have suffered any type of loss to feel better. Click here to learn new tools, grief education, and the only evidence-based method for moving beyond the pain of grief. Would you like to join the mission of Grieving Voices in normalizing grief and supporting hurting hearts everywhere? Become a supporter of the show HERE.

With over nine million veterans enrolled, the Department of Veterans Affairs (VA) is well known for its health care services. However, the VA's support extends beyond medical care, helping veterans navigate life after military service. The VA has undergone a significant transformation since the establishment of the Veterans Experience Office in 2015, focusing on improving veterans' experiences through the use of qualitative and quantitative veteran-customer service data.In this episode, Dr. Carolyn Clancy, Assistant Under Secretary for Health at the VA, shares insights on the organization's evolving approach to health care and the patient experience by discussing:The role of the VA and its evolution in approaches to health care; Transformation through leadership and the creation of the Veterans Experience Office; Holistic attitude to health care through the ‘My life, my story' project; and, Broader applications of VA initiatives in other health care settings Guest Bio: Dr. Clancy serves as the Assistant Under Secretary for Health (AUSH) for Discovery, Education & Affiliate Networks (DEAN), Veterans Health Administration (VHA), effective July 22, 2018. The Office of the DEAN fosters collaboration and knowledge transfer with facility-based educators, researchers, and clinicians within VA, and between VA and its affiliates. Prior to her current position, she served as the Acting Deputy Secretary of the Department of Veterans Affairs, the second-largest Cabinet department, with a $246 billion budget and over 424,000 employees serving in VA medical centers, clinics, benefit offices, and national cemeteries, overseeing the development and implementation of enterprise-wide policies, programs, activities and special interests. She also served as the VHA Executive in Charge, with the authority to perform the functions and duties of the Under Secretary of Health, directing a health care system with a $68 billion annual budget, overseeing the delivery of care to more than 9 million enrolled Veterans. Previously, she served as the Interim Under Secretary for Health from 2014-2015. Dr. Clancy also served as the VHA AUSH for Organizational Excellence, overseeing VHA's performance, quality, safety, risk management, systems engineering, auditing, oversight, ethics and accreditation programs, as well as ten years as the Director, Agency for Healthcare Research and Quality. 

Purple Heart Honoree, Vietnam Veteran ~Ron Drach was a Presidential Appointee along with my Mentor in College when I was at Howard University,He is a subject matter expert in military and veterans issues with more than 50 years of experience. After losing a leg as a result of combat in Vietnam, Ron medically retired from the U.S. Army in 1967 with a Purple Heart.Soon after, he focused his life on working to help his fellow disabled veterans. Following nearly three years with the U.S. Department of Veterans Affairs (VA), he joined the staff of the Disabled American Veterans (DAV) in 1970. Beginning in DAV's Pittsburgh office, Ron rapidly rose to become the organization's national employment director in 1975. He was the first Vietnam veteran to be appointed a director at DAV. In this post, he established the reputation he maintains today as one of the nation's foremost authorities on employment issues impacting veterans and others whose lives have been affected by disabilities. Ron's responsibilities led him to provide significant input into America's response to the needs of veterans living with post-traumatic stress disorder, homelessness, racial and gender discrimination and other socio-economic issues. He became a leading voice on questions involving Social Security disability benefits, as well as efforts to remove barriers that impede the lives and employment of people with disabilities.Many times throughout his career, Ron has appeared before congressional committees, offering expertise and recommendations for legislative change. After leaving the DAV, Ron was employed by the U.S. Department of Labor's Veterans' Employment and Training Service (DOL/VETS). As the director of government and legislative affairs, he was responsible for working with congressional staff, the Department's Office of the Solicitor and others within the agency on all legislative employment issues that affect the departments of Defense, Labor and Veterans Affairs. He is currently the president of Drach Consulting. Throughout the years, Ron has served on many commissions that strive to enhance the lives of disabled veterans and other people with disabilities. Ron recently served as a member of DOD's Recovering Warrior Task Force after being appointed by former DOD Secretary Gates.He has also served on the governing boards of the President's Committee on Employment of People with Disabilities, the National Coalition of Homeless Veterans, the National Resource Directory and others. Ron's high-profile volunteer activity has included service as a team leader for the U.S. Paralympics Sitting Volleyball Team that competed in the 2000 International Paralympics Competition in Sydney, Australia. He was one of the founders and served as a member of the Board of Directors for the Wounded Warrior Project including four years as its president. He currently serves on the Boards of United Spinal Association and TransCen. He also serves in an advisory capacity to ThanksUSA and the DC Metro Business Leadership Network and chairs their Wounded Warrior Committee. Ron is also a co-author and co-editor of the Warrior Transition Leader Medical Rehabilitation Handbook. He is a frequent contributor to the DC Metro Business Leadership Network's electronic newsletter.Ron lives in the Maryland suburbs of Washington, D.C., with his wife, Carolyn, a retired financial analyst for the Federal Reserve. They have two adult daughters, Tiffany and Amber, and two grandchildren.© 2024 Building Abundant Success!!2024 All Rights ReservedJoin Me ~ iHeart Media @ https://tinyurl.com/iHeartBASAmazon ~ https://tinyurl.com/AmzBASAudacy:  https://tinyurl.com/BASAud

What hard lessons did the US Department of Veterans Affairs (VA) learn in 3 decades of EHR development, and what can it teach us about building better AI in medicine? Stephen Fihn, MD, MPH, of the University of Washington, and formerly a leader in the VA's EHR efforts, joins JAMA+ AI Editor in Chief Roy H. Perlis, MD, MSc, to discuss his experience at the VA building decision support tools and other technology. Related Content: The VA Was an Early Adopter of Artificial Intelligence to Improve Care—Here's What They Learned Hello, World—Introducing JAMA+ AI

In this episode of The Dish on Health IT, Tony Schueth, CEO of Point-of-Care Partners, and Kim Boyd, Regulatory Resource Center Lead, are joined by Pam Schweitzer, former Assistant Surgeon General of the United States and current Chair of the NCPDP Foundation Board of Trustees. Together, they deliver an in-depth discussion on critical topics impacting the health IT landscape, including interoperability, public health data modernization, and evolving healthcare regulations.The episode begins with introductions from Tony and Kim, highlighting Pam's extensive career in healthcare, ranging from her leadership roles in the Indian Health Service and the Veterans Affairs (VA) system to her current position as chair of the NCPDP Foundation. Pam reflects on her experience overseeing the transition from paper to electronic health records and how this complex shift required the coordination of multiple healthcare departments, including radiology and labs.Pam shares her insights into how policy changes, such as CMS 0057 and the HTI-2 proposed rule, are shaping the future of healthcare interoperability. The trio discusses how these regulations, aimed at improving data sharing between payers, providers, and public health systems, will ultimately drive real-time data exchange. They also emphasize the importance of infrastructure, standards, and innovation to support these efforts.As the discussion moves forward, Pam talks about her work on public health initiatives, particularly around pharmacy interoperability, maternal health, and the broader impacts of nutrition and food supply on community health. Kim and Pam also explore the evolving role of pharmacists in public health, especially in rural areas where they often serve as the primary healthcare providers.The conversation includes key steps for modernizing public health data systems, such as addressing the data silos between healthcare and public health systems. Pam emphasizes the need for greater collaboration and data sharing to enable a more effective public health response, especially during crises like pandemics or natural disasters.Pam, Kim, and Tony also touch on the role of the Trusted Exchange Framework and Common Agreement (TEFCA) in promoting data fluidity and expanding the integration of pharmacists and other healthcare stakeholders into the broader healthcare ecosystem.The episode wraps up with Pam expressing her optimism for the future of health IT and public health interoperability, while stressing the importance of ongoing collaboration between stakeholders, from policymakers to healthcare technology vendors. Kim adds that the evolution of pharmacy practice and regulatory changes are driving significant improvements in patient care and medication management.Listeners can tune in for a deep dive into the intersections of health IT policy, pharmacy standards, and public health modernization, with practical insights from leaders in the field. This episode is a must-listen for those interested in healthcare interoperability, the impact of CMS and ONC policies, and the future of public health and pharmacy integration.Catch the full episode on your preferred podcast platform, including Apple Podcasts, Spotify, and Healthcare Now Radio, or watch the video version on YouTube.Other resources you may be interested in:Healthy People 2030 – Data and Information Systemshttps://health.gov/healthypeople/objectives-and-data/browse-objectives/public-health-infrastructurePublic Health Infrastructure - Healthy People 2030 | health.govhttps://health.gov/healthypeople/objectives-and-data/browse-objectives/public-health-infrastructureStrategies for Public Health Interoperability | PHDI | CDChttps://www.cdc.gov/data-interoperability/php/public-health-strategy/index.htmlMarch 27, 2024 – Draft 2024-2030 Federal Health IT Strategic Planhttps://www.healthit.gov/sites/default/files/page/2024-03/Draft_2024-2030_Federal_Health_IT_Strategic_%20Plan.pdf2023 – Infrastructure for Scaling and Spreading Whole Health – Health Informaticshttps://www.nationalacademies.org/our-work/transforming-health-care-to-create-whole-health-strategies-to-assess-scale-and-spread-the-whole-person-approach-to-health 

Hello to you listening in Salford, England!Coming to you from Whidbey Island, Washington this is Stories From Women Who Walk with 60 Seconds for Motivate Your Monday and your host, Diane Wyzga.Recently I had the pleasure of sharing the mic with my  friends and fellow veterans, Keith McNally and Jody Holeton on Trail to Transformation, a podcast devoted to helping military and veteran families like yours. Join us for an informative show! Highlights✓ Military and veteran families face unique challenges, especially the care and well-being of their children.  ✓ The military is its own community taking care of each other in times of need.✓ The importance of community to military and veteran families.✓ The many benefits and services available through the Veterans Administration.Click HERE to watch on YouTube. Please be generous with your likes and comments; they help us all! And while you're in the Episode Notes check out some resources to help you get started and consider donating to Hiking for Hope and Healing, organized by Keith McNally: RESOURCESThe Veterans Administration (education to home loans to crisis line to employment and more): [https://www.benefits.va.gov/benefits/character_of_discharge.asp]Your state might offer more or different benefits in your area.Office of Public and Intergovernmental Affairs: Veterans may be eligible for a broad range of programs and services provided by the Department of Veterans Affairs (VA). [https://www.va.gov/opa/persona/index.asp]Military Banks and Credit Unions: [https://www.nerdwallet.com/best/banking/military-banks-and-credit-unions]Personal Finance & Military  https://www.businessinsider.com/personal-finance/banking/best-banks-and-credit-unions-military-and-families]You're always invited: “Come for the stories - stay for the magic!” Speaking of magic, would you subscribe and spread the word with a generous 5-star review and comment - it helps us all - and join us next time!Meanwhile, stop by my Quarter Moon Story Arts website to:✓ Check out Services I Offer✓ For a no-obligation conversation about your communication challenges, get in touch with me TODAY✓ Stay current with Diane on as “Wyzga on Words” on Substack and on LinkedInStories From Women Who Walk Production TeamPodcaster: Diane F Wyzga & Quarter Moon Story ArtsMusic: Mer's Waltz from Crossing the Waters by Steve Schuch & Night Heron MusicAll content and image © 2019 to Present Quarter Moon Story Arts. All rights reserved. 

In this extraordinary show, you will meet Delilah, a cat who survived hellish, taxpayer funded experiments at a USDA lab before being rescued by Anthony Bellotti, the President & Founder of White Coat Waste, whom you'll also meet. Millions of other animals are not so lucky. Right now, about 14,000 cats and kittens are trapped in laboratories. The domestic shorthair is one of America's most popular pets. But federal government agencies like the National Institutes of Health (NIH), the U.S. Dept. of Agriculture (USDA), the Dept. of Veterans Affairs (VA), and the Dept. of Defense (DOD) have spent millions to buy, breed, and abuse felines in wasteful laboratory torture—and YOU, the taxpayers, pay the bill whether you approve of this government sanctioned sadism or not.   But there's hope. White Coat Waste is a bipartisan campaign to expose and close the U.S. government's cat and animal experimentation business. WCW proclaims that, over the last 5 years, it has shut down all confirmed labs causing pain and distress to cats inside the federal government and won the first-ever federal policies to retire and release survivors as pets. Now WCW is leading the fight to end taxpayer-funded cat and kitten experimentation across the United States. WCW Founder and President Anthony Bellotti (along with Delilah) joins UnchainedTV's Jane Velez-Mitchell to reveal what YOU can do to stop these wasteful experiments. To get involved and help, visit: https://www.whitecoatwaste.org

In this extraordinary show, you will meet Delilah, a cat who survived hellish, taxpayer funded experiments at a USDA lab before being rescued by Anthony Bellotti, the President & Founder of White Coat Waste, whom you'll also meet. Millions of other animals are not so lucky. Right now, about 14,000 cats and kittens are trapped in laboratories. The domestic shorthair is one of America's most popular pets. But federal government agencies like the National Institutes of Health (NIH), the U.S. Dept. of Agriculture (USDA), the Dept. of Veterans Affairs (VA), and the Dept. of Defense (DOD) have spent millions to buy, breed, and abuse felines in wasteful laboratory torture—and YOU, the taxpayers, pay the bill whether you approve of this government sanctioned sadism or not.   But there's hope. White Coat Waste is a bipartisan campaign to expose and close the U.S. government's cat and animal experimentation business. WCW proclaims that, over the last 5 years, it has shut down all confirmed labs causing pain and distress to cats inside the federal government and won the first-ever federal policies to retire and release survivors as pets. Now WCW is leading the fight to end taxpayer-funded cat and kitten experimentation across the United States. WCW Founder and President Anthony Bellotti (along with Delilah) joins UnchainedTV's Jane Velez-Mitchell to reveal what YOU can do to stop these wasteful experiments. To get involved and help, visit: https://www.whitecoatwaste.org

In this episode of American Potential, host Jeff Crank welcomes Darin Selnick, a United States Air Force veteran and senior advisor for Concerned Veterans for America. Selnick shares his extensive background in healthcare and military service, discussing how these experiences shaped his role as a senior advisor to two VA secretaries and as the Veterans Affairs advisor for the president at the Domestic Policy Council during the Trump Administration. Dive into the challenges veterans face with the Department of Veterans Affairs (VA) healthcare system, including long wait times and travel difficulties. Selnick passionately argues for the importance of choice and competition in veterans' healthcare, detailing his efforts to improve electronic health records and community care delivery at the VA. Learn about Senator Marsha Blackburn's Vets Healthcare Freedom Act, aimed at normalizing the Managed Care process in the VA system and providing veterans with more freedom to choose their healthcare providers. Join us for an insightful conversation on the critical need for reform in the VA healthcare system to ensure veterans receive the quality care they deserve.   Check out American Potential here: https://americanpotential.com   Check out our Spanish episodes here: https://www.youtube.com/playlist?list=PL8wSZydeKZ6uOuFlT_1QQ53L7l6AmC83c   Facebook: https://www.facebook.com/AmericanPotentialPodcast    Instagram: https://www.instagram.com/americanpotentialpodcast/   X: https://twitter.com/AMPotentialPod

Just days after it was revealed that the FBI used software from Israeli firm Cellebrite to break into the phone of the man who shot former President Donald Trump, the company announced a strategic acquisition to expand its U.S. government work. Cellebrite purchased Cyber Technology Services Inc. and is establishing Cellebrite Federal Solutions, aiming to boost U.S. operations and engage more federal departments. The company is close to announcing a federal agency sponsorship for a FedRAMP cloud accreditation, expected in 2025. Cellebrite already holds contracts with several federal agencies, including Immigration and Customs Enforcement, the Secret Service, and the Defense Department. In other news, the Department of Veterans Affairs (VA) is transitioning online users to Login.gov or ID.me sign-ins to access benefits and health care service accounts. This change will impact three million veterans and beneficiaries, who will no longer use usernames or passwords for My HealtheVet after January 2025. The VA aims to enhance security and provide a more user-friendly experience. Kurt DelBene, the VA's assistant secretary for IT and chief information officer, emphasized that the transition is about empowering veterans with a modernized online experience. This move aligns with the Biden administration's efforts to safeguard veteran data and improve federal customer service.

The Department of Veterans Affairs (VA) is pushing forward with its artificial intelligence initiatives by awarding sole-source contracts to Abridge AI, Inc. and Nuance Communications, Inc. These contracts aim to develop AI-driven healthcare dictation tools. The pilot program will employ ambient AI technology to transcribe clinical encounters and seamlessly generate medical notes. This initiative is part of the VA's broader strategy to enhance healthcare delivery by integrating these tools with its electronic health record system, thereby improving efficiency and reducing manual data entry. Additionally, the Social Security Administration (SSA) is transitioning its long-time online account users to Login.gov, a centralized identity verification service managed by the General Services Administration (GSA). This transition affects users who created accounts before September 2021. SSA Commissioner Martin O'Malley emphasized that this move aims to enhance security and streamline access to SSA services. Over five million users have already made the switch, reflecting a broader federal effort to standardize authentication processes across agencies. Hear more on today's episode of The Daily Scoop Podcast.

Lyle Rosen shares his journey from growing up in a small farming community to joining the Air Force as an aircraft weapons maintainer. He later cross-trained as a paralegal and became a first sergeant. He discusses his experiences as a first sergeant in Camp Bucca, Iraq, and the challenges of managing the welfare of 626 security forces members. He emphasizes the importance of relying on trusted individuals and building a strong team. He also mentions his involvement with POVAD (Project One Bed at a Time) and the relationships he formed with Linda Fraker and Command Chief Bill Turner. Project One Vet at a Time (POVAT) is a nonprofit organization that helps veterans and active duty service members navigate the Department of Veterans Affairs (VA) to receive the compensation and pension they deserve. The organization was founded by Chief Master Sergeant Will Markham and a team of dedicated individuals. They provide assistance to referred veterans, covering the costs of filing claims, medical visits, and other expenses. POVAT relies on fundraising efforts to support their mission and help as many veterans as possible. The average cost to put someone through the project is around $10,500, but the increased lifetime financial benefit to the veteran can range from $460,000 to over $1 million. The organization is committed to raising awareness and revenue to continue their work. Project OVAT is a non-profit organization that helps veterans navigate the process of receiving VA compensation and pension ratings. They provide assistance to veterans who have been referred to them by fellow veterans. The organization is dedicated to ensuring that veterans receive the benefits they deserve based on their individual circumstances. They offer support and guidance throughout the entire process, from filling out intake forms to gathering medical records. Project OVAT emphasizes the importance of each veteran's unique experiences and the need for individualized care. They also provide resources and events to raise funds for their mission.Chapters00:00 Introduction and Welcome01:30 Lyle Rosen's Background and Early Years06:18 Transitioning to the First Sergeant Role13:15 Deploying as a First Sergeant in Camp Bucca, Iraq25:20 The Origin of the Term 'Shirt' for First Sergeants30:08 Lessons Learned from Chief Larry Similton35:41 Experiencing Rocket Attacks in Camp Bucca40:55 Involvement with POVAD and RelationshipJoin this channel to get access to perks:https://www.youtube.com/channel/UC9aFBBZoBcQk8UUN_pO7nDA/joinCollabs:Ones Ready - OnesReady.com 18A Fitness - Promo Code: 1ReadyAlpha Brew Coffee Company - Promo Code: ONESREADYATACLete - Follow the URL (no promo code): ATACLeteCardoMax - Promo Code: ONESREADYDread River - Promo Code: ONESREADY Eberlestock - Promo Code: OR10Hoist - Promo Code: ONESREADYTrench Coffee Company - Promo Code: ONESREADYThe content provided is for informational purposes only and does not constitute legal advice. The host, guests, and affiliated entities do not guarantee the accuracy or completeness of the information provided. The use of this podcast does not create an attorney-client relationship, and the...

In this compelling episode of "American Potential," Jeff Crank engages with Jason Beardsley, Senior Coalition Advisor for Concerned Veterans for America, to discuss the systemic issues plaguing the Department of Veterans Affairs (VA). Beardsley reveals how the VA's misallocation of resources and bureaucratic inefficiencies have led to veterans being sidelined, with care and attention being diverted to non-citizens. Through a historical lens, they trace the VA's origins and its intended mission, contrasting it with the agency's current practices that stray far from its core purpose of serving America's veterans.   Beardsley advocates for a paradigm shift towards greater transparency, accountability, and a refocusing on veterans' needs. Highlighting the VA's involvement in providing services to illegal immigrants, he calls for legislative and cultural changes within the VA to ensure that veterans receive the priority and care they deserve. The episode delves into the complexities of government bureaucracy and the challenges of implementing effective oversight and reform.   Listeners will be taken through a thought-provoking discussion on the importance of restoring the VA's focus back to its founding principles. Beardsley's insights offer a critical examination of the administrative state's impact on veteran care and propose actionable solutions to reclaim and enhance the services intended for those who have bravely served the nation. This episode is an urgent call to action for reform, aiming to ignite a conversation on the necessity of prioritizing veteran welfare above bureaucratic convenience.   Check out American Potential here: https://americanpotential.com   Check out our Spanish episodes here: https://www.youtube.com/playlist?list=PL8wSZydeKZ6uOuFlT_1QQ53L7l6AmC83c   Facebook: https://www.facebook.com/AmericanPotentialPodcast     Instagram: https://www.instagram.com/americanpotentialpodcast/   X: https://twitter.com/AMPotentialPod