washingtonscene
factor can explain the multiple systemic problems that have frustrated VA efforts to provide veterans consistent timely access to care. Governance challenges, failures of lead- ership, and statutory and funding constraints all have played a role. Overall, MOAA supports the commis-
sion’s findings, and we are pleased to see many of the report’s recommendations incorporate changes the secretary of the VA and veterans’ service organizations have been advocating since the implementation of the Veterans Access, Choice, and Ac- countability Act of 2014 (Choice Act). The VA now must implement the reform
recommendations described in the report to assure timely access to the quality care vet- erans expect and deserve. Needed reforms include changes in some facilities’ leader- ship, recruitment of separating DoD medi- cal professionals, upgrades of clinical space, and an overhaul of out-of-date technology and financial and human capital systems. The VA must double down on efforts to
improve mental health care delivery and address the number of veteran suicides. The VA and DoD must strengthen their collaborative efforts in integrating medical, mental health, disability evaluation, and benefit programs to more rapidly and effec- tively deliver care and support services. MOAA will continue to be watchful
against any initiative that would force dual-eligible beneficiaries to choose be- tween the DoD and VA health systems solely as a cost-savings measure.
Retired Pay and Survivor Issues
Military retirement changes
Congress adopted retirement reform rec- ommendations for future service entrants in the FY 2016 National Defense Autho- rization Act . Beginning in 2018, the new blended retirement system (BRS) will cut
44 MILITARY OFFICER JANUARY 2017
future military retired pay for this group by 20 percent and substitute defined contribu- tions to federal Thrift Savings Plan (TSP) accounts held by military members. The BRS provides for an automatic
government contribution (1 percent of basic pay a year) to TSP accounts, with an additional match of a servicemem- ber’s own contribution, up to 4 percent of basic pay a year. The new law ends the government match after 26 years of ser- vice. MOAA will continue to advocate for government matching for a full career. The new retirement plan also calls for DoD to provide a comprehensive financial education program to service- members so they can make better deci- sions regarding the investment portion of the new retirement plan. The first two component courses of DoD’s financial education program were released in June and September 2016 for financial coun- selors and educators. The remaining two courses are expected to be released soon for servicemembers eligible to opt in to the new retirement system. MOAA will continue to monitor this program to en- sure the educational requirement is fully met at a standard that provides the best level of financial education. Current servicemembers and retirees
will be grandfathered into the present re- tirement system. Servicemembers with less than 12 years of service will have the option to opt in to the new system. MOAA remains concerned about the
new system’s impact on long-term retention and readiness. We will watch for any such trends as the new system takes effect.
COLA commitments
Inflation-protected COLAs are an essential part of the nation’s commitment to protect earned-compensation value for military retirees and survivors and other federal annuitants over the course of many years.
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