The bill mandates the Secretary of Veterans Affairs to develop and annually update a five-year strategic human capital plan by September 30, 2027, to support the Department's mission. This plan must analyze current and projected demand for veteran benefits and services, disaggregated by facility, region, and administration, and requires consultation with veterans service organizations. It includes a workforce gap analysis to assess needed staffing levels, align with industry best practices, and identify core competencies. The plan also requires an implementation strategy with specific goals for recruitment, retention, and improving workforce productivity, including strategies for hiring veterans and reducing time to onboard employees. The Secretary must provide annual updates to Congress on the plan's implementation and its impact on veteran outcomes. Additionally, the Comptroller General will conduct biennial reviews of the plan's adequacy to fulfill the Department's mission. The legislation introduces new requirements for any reduction in force (RIF) , mandating the Secretary to provide a minimum of 60 days' advance notice to both Congress and affected employees. This notice must detail the RIF's justification, budgetary effects, and how it aligns with the strategic human capital plan and aims to improve services. Furthermore, the bill strengthens requirements for administrative reorganizations, demanding detailed plans with performance metrics, risk mitigation, and regular post-implementation assessment reports to Congress for two years.