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'Culture Of Turning A Blind Eye': Jerry Moran Flames Bad Leadership At Veterans Crisis Line
Forbes Breaking News
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yesterday
In a Senate Veterans' Affairs Committee hearing on Wednesday, Sen. Jerry Moran (R-KS) asked former employees of the Veterans Crisis Line about failed leadership.
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00:00
Thank you, Ms. Blaine. Mr. Combs, thank you again for bringing these serious matters to our attention,
00:08
for working with me and our team and the Government Accountability Office, and for being here today.
00:15
I know your motivation is to help improve the circumstances at the veteran crisis line and
00:21
to protect the well-being of those in need of services. Would you describe for me, for the
00:28
committee, the interaction between the veteran caller and the responder that led to the September
00:35
23 OIG report? Yes, sir. If I could, real quick, I'd like to thank you for listening. It's been really
00:46
important that you listen and for John and Emily and your staff for everything they did for these
00:50
past couple years. It was really important. Thank you. The interaction that took place, the veteran
00:58
was an act of accomplishing a suicide. He contacted the crisis line via text message. The responder
01:08
missed multiple cues, multiple cues that the veteran had a butter on his neck, that he was losing
01:15
consciousness, that he was actually attempting suicide as he was texting her. She reported
01:25
that the call ended normally. Two minutes later, the veteran was dead and, in fact, died in his
01:31
garage behind his house, mere feet from his entire family. My understanding, based upon what my staff
01:40
tells me, that an interaction like that should trigger a root cause analysis. Tell me what that is and
01:48
tell me if one occurred. Yes, sir. A root cause analysis. Why or why not? Yes, sir. Root cause analysis
01:56
within the VA, they use it on a clinical basis, but it's a very common thing that, frankly, everyone does
02:03
to get down to what was the root cause of the issue that led to the event. She's in business as well.
02:09
A root cause analysis in VA's and VCL's terminology is to identify what the actual root cause of the
02:17
event was that led to the suicide after VA was last touched, after VA was involved or VCL was involved
02:25
or could be involved in a suicide. The root cause analysis was not performed in 2021 when we were
02:33
first informed of the veteran because we didn't have a transcript and no one was actually all that
02:37
concerned about it. It was kind of business as usual, but when the IG said they were coming in,
02:45
we were very concerned about what the IG might identify, so we wanted to dig into what the IG might
02:52
find out and try to get ahead of the train. Frankly, they'd be able to put a point on this. The executive
03:01
director determined that a root cause analysis would not be performed in 2021 and in 2022 decided that
03:09
root cause analysis was appropriate to perform. My takeaway from your testimony, Mr. Combs, and perhaps you too,
03:17
Ms. Blaine, is that there's this culture of turning a blind eye, outright covering up of deficiencies,
03:29
and what it seems is that it may be really common at the veterans crisis line and none of this makes
03:36
sense to me. I don't think I know people who would not take those circumstances seriously, whether you're
03:43
the responder, whether you're the person on the line, or whether you're that person's supervisor. I don't
03:49
think I understand how anyone could not see the importance and take every step necessary to protect
03:56
the life of the caller. What's missing? How does this take place? I wrote down training, attitude,
04:04
leadership. I don't know what supervision. What's missing here that would cause somebody to do something
04:11
that seems to me to be so inhumane? Sir, it is an attitude or a culture of permissiveness.
04:19
It starts from the top. It's the executive director of suicide prevention program that, again,
04:25
has been running the program as well as the VCO since 2017, who's created the culture of permissiveness
04:34
and his management team outside the call center, because I want to be very clear, call center people are
04:39
rock stars. But the management team overall, the cultural permissiveness has led to this environment
04:46
where they chase metrics and not lies. And what do they benefit by having better metrics?
04:52
Is there an incentive for better metrics? Mr. Chairman, I can't answer that because it's
04:59
completely foreign to me from a from a service point of view. All I know is to serve. Senator Blumenthal,
05:06
I wish he was here. He and I, on a different committee, the Senate Committee on Commerce,
05:10
conducted a long investigation into the sexual abuse of gymnasts in the Olympics. And I remember the
05:19
Olympian, at least one of them, saying what stuck with me from the very beginning is, and it was a
05:25
series of women who were harmed. And it was, why was there more than one? And it strikes me as something
05:35
very similar here about if there's an error, a poor performance, disregard for human life. It happened
05:45
once, but then it was taken care of. And so while I would condemn the bad behavior of any employee,
05:54
I don't understand how it wouldn't be corrected so that it never happened again.
05:57
Ms. Blaine, let me ask you, I also thank you for being here and your courage and explaining and
06:05
sharing your experience. Describe the VCL leadership. What's the story there?
06:13
Ms. Thank you so much for that question. I have to start with the fact that I have a lot of leadership
06:20
experience coming from IRS. So coming into the VCL, notable things such as no active standard operation
06:32
procedures were written. There was elevation of positions by clicks, not by experience. There was
06:42
an ignorance to what was in the union contract, what was right, what was wrong, what was indifferent.
06:48
And I think that because of a lack of leadership skills, trained individuals on running departments
06:56
from that manner trickled down to what was happening at the bottom line with the crisis
07:03
respondent and all of the teams. When we onboarded in 2016, the management staff were new hires off the
07:13
street. They had not been federal employees before. They knew nothing about union contracts. They knew nothing
07:19
about managerial principles. In fact, I went to the then director and said, listen, I know I'm not in
07:27
management, but I can guarantee you with all the years that I've been training managers at IRS, I can help get
07:32
your people on their feet. They said, no, thank you. So at that point, I had to begin looking at how could I be a voice
07:40
on behalf of the responders and the employees because I knew that the management staff, their abilities, even in projecting staffing was not
07:52
that great because they just didn't have the experience. I need to wrap up my questions quickly for the benefit of my colleagues.
07:58
I want to ask two more and then I will move on. Are the people who you are describing here today, are they still employed at the VA?
08:12
Has there been any consequences? What's the one or both of you, either of you?
08:18
Mr. Chairman, I think Marcia, she's been there. She just left the VCL, so she's probably better situated to answer.
08:26
Several of them are still employed. Some have left, but yes, the answer to your question.
08:34
And finally, and it kind of fits with what Mr. Combs just said when he deferred to you.
08:40
So if you were still an employee at the VA and you were here in front of us,
08:44
is that something that you would be honored for or something you'd be punished for?
08:50
More than likely punished. There is an atmosphere of be quiet, keep your head down, or face the consequences.
09:02
It strikes me so sadly because we're dealing with people who didn't,
09:08
people who served our country who had no option of keeping their head down.
09:11
Correct.
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