This bill addresses licensure and employment requirements for medical providers of the Department of Veterans Affairs (VA). Specifically, for VA medical provider positions that require a person to prescribe controlled substances, the bill prohibits a person from being employed if their Drug Enforcement Administration (DEA) registration has been terminated, revoked, or surrendered, and they have not received a waiver from the DEA.

The bill also requires the VA to take prompt adverse personnel actions against a medical provider employee (1) who is not licensed, registered, certified, or in receipt of a DEA waiver; or (2) who does not promptly notify the VA of any suspension in such license, registration, or certification.

Additionally, the VA must conduct biennial audits of medical provider employees to ensure they are licensed, registered, or certified as required.

The VA shall ensure that the hiring process includes a request for licensure status and a verification of licensure status before an individual begins employment.

Finally, the VA shall provide annual training on these licensure and employment requirements to directors of the Veterans Integrated Service Networks, as well as chiefs of staff and directors of VA health care facilities.

This bill prescribes oversight requirements for the Department of Veterans Affairs (VA) regarding health care professionals at VA medical centers.

Specifically, the bill requires the VA to ensure each VA medical center consistently compiles, verifies, and reviews specified documentation for each VA health care professional (including contractors).

The VA shall ensure that specified health care professionals hold an active Drug Enforcement Administration registration.

Each VA medical center must implement (1) monitoring of the performance and quality of the health care delivered by each health care professional at the center, and (2) reviews of such care if an individual notifies the VA of any potential concerns relating to a failure to meet generally accepted standards of clinical practice.

The bill imposes notification requirements in situations where the VA substantiates a concern relating to the clinical competency of, or quality of care delivered by, a current or former VA health care professional.

The VA is prohibited from entering into a settlement agreement relating to an adverse action against a VA health care professional if such agreement includes terms that require the VA to conceal certain information from the employee's personnel file. Such prohibition does not apply to adverse actions determined to be prohibited personnel practices.

The VA must provide mandatory training, at least biannually, to employees who are responsible for specified tasks (e.g., those who are responsible for compiling, validating, or reviewing the credentials of VA health care professionals).