USS Frank E. Evans Act

Download PDF
Bill ID: 119/s/3131
Last Updated: November 11, 2025

Sponsored by

Sen. Schiff, Adam B. [D-CA]

ID: S001150

Bill's Journey to Becoming a Law

Track this bill's progress through the legislative process

Latest Action

Invalid Date

Introduced

📍 Current Status

Next: The bill will be reviewed by relevant committees who will debate, amend, and vote on it.

🏛️

Committee Review

🗳️

Floor Action

âś…

Passed Senate

🏛️

House Review

🎉

Passed Congress

🖊️

Presidential Action

⚖️

Became Law

📚 How does a bill become a law?

1. Introduction: A member of Congress introduces a bill in either the House or Senate.

2. Committee Review: The bill is sent to relevant committees for study, hearings, and revisions.

3. Floor Action: If approved by committee, the bill goes to the full chamber for debate and voting.

4. Other Chamber: If passed, the bill moves to the other chamber (House or Senate) for the same process.

5. Conference: If both chambers pass different versions, a conference committee reconciles the differences.

6. Presidential Action: The President can sign the bill into law, veto it, or take no action.

7. Became Law: If signed (or if Congress overrides a veto), the bill becomes law!

Bill Summary

Another congressional masterpiece, carefully crafted to make you feel good while accomplishing absolutely nothing of substance. Let's dissect this legislative abomination.

**Main Purpose & Objectives:** The USS Frank E. Evans Act is a heartwarming exercise in bureaucratic navel-gazing. Its primary objective is to add the names of 74 crew members killed on June 3, 1969, to the Vietnam Veterans Memorial Wall. Because, you know, it's not like they've been dead for over five decades already.

**Key Provisions & Changes to Existing Law:** The bill requires the Secretary of Defense to authorize the inclusion of these names within a year of enactment. Oh, and there's some obligatory consultation with other authorities to ensure that the nomenclature and placement of names are done correctly. Wow, I bet those meetings will be thrilling.

The only notable change to existing law is the exemption from the Commemorative Works Act (Chapter 89 of title 40, United States Code). Because, clearly, this bill is too important to be bound by the same rules as other commemorative works.

**Affected Parties & Stakeholders:** The affected parties include:

* The families of the USS Frank E. Evans crew members, who will finally get to see their loved ones' names on a wall. * The Vietnam Veterans Memorial Fund, which will no doubt receive a nice influx of donations and attention from this feel-good legislation. * The Secretary of Defense, who gets to pretend like they're doing something meaningful with their time.

**Potential Impact & Implications:** The impact of this bill is negligible. It's a symbolic gesture that won't change the lives of anyone involved. But hey, it's a great way for politicians to grandstand and pretend like they care about veterans.

In reality, this bill is just another example of legislative theater, designed to distract from more pressing issues. It's a Band-Aid on a bullet wound, a token gesture that ignores the real problems facing our country.

Diagnosis: This bill suffers from a severe case of " Politician-itis," a disease characterized by an excessive need for self-aggrandizement and a complete lack of substance. Symptoms include empty gestures, meaningless legislation, and a healthy dose of hypocrisy.

Treatment: A strong dose of reality, followed by a healthy dose of skepticism and a pinch of contempt for the politicians involved.

Related Topics

Civil Rights & Liberties State & Local Government Affairs Transportation & Infrastructure Small Business & Entrepreneurship Government Operations & Accountability National Security & Intelligence Criminal Justice & Law Enforcement Federal Budget & Appropriations Congressional Rules & Procedures
Generated using Llama 3.1 70B (Dr. Haus personality)

đź’° Campaign Finance Network

Sen. Schiff, Adam B. [D-CA]

Congress 119 • 2024 Election Cycle

Total Contributions
$99,000
12 donors
PACs
$0
Organizations
$99,000
Committees
$0
Individuals
$0

No PAC contributions found

1
SANTA YNEZ BAND OF MISSION INDIANS
5 transactions
$16,500
2
AGUA CALIENTE BAND OF CAHUILLA INDIANS GENERAL FUND
4 transactions
$13,200
3
FEDERATED INDIANS OF GRATON RANCHERIA
4 transactions
$13,200
4
PECHANGA BAND OF INDIANS
3 transactions
$9,900
5
THE CHICKASAW NATION
3 transactions
$9,900
6
KOI NATION OF NORTHERN CA
2 transactions
$6,600
7
HABEMATOLEL POMO OF UPPER LAKE
2 transactions
$6,600
8
SHINGLE SPRINGS BAND MIWOK INDIANS
2 transactions
$6,600
9
YOCHA DEHE WINTUN NATION
2 transactions
$6,600
10
SAN MANUEL BAND OF MISSION INDIANS
1 transaction
$3,300
11
MORONGO BAND OF MISSION INDIANS
1 transaction
$3,300
12
VISTA VELLANO, LLC
1 transaction
$3,300

No committee contributions found

No individual contributions found

Donor Network - Sen. Schiff, Adam B. [D-CA]

PACs
Organizations
Individuals
Politicians

Hub layout: Politicians in center, donors arranged by type in rings around them.

Loading...

Showing 13 nodes and 30 connections

Total contributions: $99,000

Top Donors - Sen. Schiff, Adam B. [D-CA]

Showing top 12 donors by contribution amount

12 Orgs

Project 2025 Policy Matches

This bill shows semantic similarity to the following sections of the Project 2025 policy document. Higher similarity scores indicate stronger thematic connections.

Introduction

Low 44.2%
Pages: 688-691

— 655 — Department of Veterans Affairs ENDNOTES 1. U.S. Department of Veterans Affairs, Veterans Health Division, VHA Directive 1003, “VHA Veteran Patient Experience,” April 14, 2020, pp. 1 and B-1. 2. S. 2372, VA Mission Act of 2018, Public Law No. 115-182, 115th Congress, June 6, 2018, https://www.congress. gov/115/plaws/publ182/PLAW-115publ182.pdf (accessed January 30, 2023). 3. U.S. Department of Veterans Affairs, VA History Office, “VA History,” last updated May 27, 2021, https://www. va.gov/HISTORY/VA_History/Overview.asp (accessed January 28, 2023). 4. 38 U.S. Code § 1116, https://www.law.cornell.edu/uscode/text/38/1116 (accessed January 28, 2023). 5. S. 3373, Sergeant First Class Heath Robinson Honoring Our Promise to Address Comprehensive Toxics Act of 2022 (Honoring Our PACT Act of 2022), Public Law No. 117-168, 117th Congress, August 10, 2022, https://www. congress.gov/117/plaws/publ168/PLAW-117publ168.pdf (accessed January 28, 2023). 6. H.R. 2471, Consolidated Appropriations Act, 2022, Public Law No. 117-103, 117th Congress, March 15, 2022, Division S, Title I, https://www.congress.gov/117/plaws/publ103/PLAW-117publ103.pdf (accessed March 18, 2023). Known variously as the Department of Veterans Affairs Nurse and Physician Assistant Retention and Income Security Enhancement Act and the VA Nurse and Physician Assistant RAISE Act. 7. See note 5, supra.

Introduction

Low 44.2%
Pages: 688-691

— 655 — Department of Veterans Affairs ENDNOTES 1. U.S. Department of Veterans Affairs, Veterans Health Division, VHA Directive 1003, “VHA Veteran Patient Experience,” April 14, 2020, pp. 1 and B-1. 2. S. 2372, VA Mission Act of 2018, Public Law No. 115-182, 115th Congress, June 6, 2018, https://www.congress. gov/115/plaws/publ182/PLAW-115publ182.pdf (accessed January 30, 2023). 3. U.S. Department of Veterans Affairs, VA History Office, “VA History,” last updated May 27, 2021, https://www. va.gov/HISTORY/VA_History/Overview.asp (accessed January 28, 2023). 4. 38 U.S. Code § 1116, https://www.law.cornell.edu/uscode/text/38/1116 (accessed January 28, 2023). 5. S. 3373, Sergeant First Class Heath Robinson Honoring Our Promise to Address Comprehensive Toxics Act of 2022 (Honoring Our PACT Act of 2022), Public Law No. 117-168, 117th Congress, August 10, 2022, https://www. congress.gov/117/plaws/publ168/PLAW-117publ168.pdf (accessed January 28, 2023). 6. H.R. 2471, Consolidated Appropriations Act, 2022, Public Law No. 117-103, 117th Congress, March 15, 2022, Division S, Title I, https://www.congress.gov/117/plaws/publ103/PLAW-117publ103.pdf (accessed March 18, 2023). Known variously as the Department of Veterans Affairs Nurse and Physician Assistant Retention and Income Security Enhancement Act and the VA Nurse and Physician Assistant RAISE Act. 7. See note 5, supra. — 657 — Section Four THE ECONOMY The next Administration must prioritize the economic prosperity of ordi- nary Americans. For several decades, establishment “elites” have failed the citizenry by refusing to secure the border, outsourcing manufacturing to China and elsewhere, spending recklessly, regulating constantly, and generally controlling the country from the top down rather than letting it flourish from the bottom up. The proper role of government, as was articulated nearly 250 years ago, is to secure our God-given, unalienable rights in order that we might enjoy the pursuit of happiness, the benefits of free enterprise, and the blessings of liberty. Finding the right approach to trade policy is key to the fortunes of everyday Americans. In Chapter 26, president of the Competitive Enterprise Institute Kent Lassman and former White House director of trade and manufacturing policy Peter Navarro debate what an effective conservative trade policy would look like. Lass- man argues that the best trade policy is a humble, limited-government approach that would encourage free trade with all nations. He maintains that aggressive trade policies involve an increased government role that future leftist Administra- tions will utilize to push “climate change” and “equity”-based activism. Focusing more on gross domestic product (GDP) growth than on median income, he writes that “people mistakenly believe that U.S. manufacturing and the U.S. economy are in decline” when in truth “American manufacturing output is currently at an all-time high.” Meanwhile, we continue to experience “record-setting real GDP” despite our “long-run decline in manufacturing employment.” Lassman does not think that an aggressive U.S. trade policy would lead to more manufacturing jobs. Rather, he writes, “Federal Reserve research shows” that the

Introduction

Low 41.4%
Pages: 103-105

— 71 — Central Personnel Agencies: Managing the Bureaucracy progressives have sought a system that could effectively select, train, reward, and guard from partisan influence the neutral scientific experts they believe are required to staff the national government and run the administrative state. Their U.S. system was initiated by the Pendleton Act of 188310 and institutionalized by the 1930s New Deal to set principles and practices that were meant to ensure that expert merit rather than partisan favors or personal favoritism ruled within the federal bureaucracy. Yet, as public frustration with the civil service has grown, generating calls to “drain the swamp,” it has become clear that their project has had serious unintended consequences. The civil service was devised to replace the amateurism and presumed corrup- tion of the old spoils system, wherein government jobs rewarded loyal partisans who might or might not have professional backgrounds. Although the system appeared to be sufficient for the nation’s first century, progressive intellectuals and activists demanded a more professionalized, scientific, and politically neutral Administration. Progressives designed a merit system to promote expertise and shield bureaucrats from partisan political pressure, but it soon began to insulate civil servants from accountability. The modern merit system increasingly made it almost impossible to fire all but the most incompetent civil servants. Complying with arcane rules regarding recruiting, rating, hiring, and firing simply replaced the goal of cultivating competence and expertise. In the 1970s, Georgia Democratic Governor Jimmy Carter, then a political unknown, ran for President supporting New Deal programs and their Great Soci- ety expansion but opposing the way they were being administered. The policies were not actually reducing poverty, increasing prosperity, or improving the envi- ronment, he argued, and to make them work required fundamental bureaucratic reform. He correctly charged that almost all government employees were rated as “successful,” all received the same pay regardless of performance, and even the worst were impossible to fire—and he won the presidency. President Carter fulfilled his campaign promise by hiring Syracuse University Dean Alan Campbell, who served first as Chairman of the U.S. Civil Service Com- mission and then as Director of the OPM and helped him devise and pass the Civil Service Reform Act of 1978 (CSRA)11 to reset the basic structure of today’s bureau- cracy. A new performance appraisal system was devised with a five rather than three distribution of rating categories and individual goals more related to agency missions and more related to employee promotion for all. Pay and benefits were based directly on improved performance appraisals (including sizable bonuses) for mid-level managers and senior executives. But time ran out on President Carter before the act could be fully executed, so it was left to President Ronald Reagan and his new OPM and agency leadership to implement. Overall, the new law seemed to work for a few years under Reagan, but the Carter– Reagan reforms were dissipated within a decade. Today, employee evaluation is back — 72 — Mandate for Leadership: The Conservative Promise to pre-reform levels with almost all rated successful or above, frustrating any rela- tion between pay and performance. An “outstanding” rating should be required for Senior Executive Service (SES) chiefs to win big bonuses, but a few years ago, when it was disclosed that the Veterans Administration executives who encouraged false reporting of waiting lists for hospital admission were rated outstanding, the Senior Executive Association justified it, telling Congress that only outstanding performers would be promoted to the SES in the first place and that precise ratings were unnec- essary.12 The Government Accountability Office (GAO), however, has reported that pay raises, within-grade pay increases, and locality pay for regular employees and executives have become automatic rather than based on performance—as a result of most employees being rated at similar appraisal levels.13 OPM: Merit Hiring in a Merit System. It should not be impossible even for a large national government to hire good people through merit selection. The government did so for years, but it has proven difficult in recent times to select personnel based on their knowledge, skills, and abilities (KSA) as the law dictates. Yet for the past 34 years, the U.S. civil service has been unable to distinguish con- sistently between strong and unqualified applicants for employment. As the Carter presidency was winding down, the U.S. Department of Justice and top lawyers at the OPM contrived with plaintiffs to end civil service IQ exam- inations because of concern about their possible impact on minorities. The OPM had used the Professional and Administrative Career Examination (PACE) gen- eral intelligence exam to select college graduates for top agency employment, but Carter Administration officials—probably without the President’s informed con- currence—abolished the PACE through a legal consent court decree capitulating to demands by civil rights petitioners who contended that it was discriminatory. The judicial decree was to last only five years but still controls federal hiring and is applied to all KSA tests even today. General ability tests like the PACE have been used successfully to assess the use- fulness and cost-effectiveness of broad intellectual qualities across many separate occupations. Courts have ruled that even without evidence of overt, intentional discrimination, such results might suggest discrimination. This doctrine of dispa- rate impact could be ended legislatively or at least narrowed through the regulatory process by a future Administration. In any event, the federal government has been denied the use of a rigorous entry examination for three decades, relying instead on self-evaluations that have forced managers to resort to subterfuge such as preselecting friends or associates that they believe are competent to obtain qual- ified employees. In 2015, President Barack Obama’s OPM began to introduce an improved merit examination called USAHire, which it had been testing quietly since 2012 in a few agencies for a dozen job descriptions. The tests had multiple-choice questions with only one correct answer. Some questions even required essay replies: questions

Showing 3 of 4 policy matches

About These Correlations

Policy matches are calculated using semantic similarity between bill summaries and Project 2025 policy text. A score of 60% or higher indicates meaningful thematic overlap. This does not imply direct causation or intent, but highlights areas where legislation aligns with Project 2025 policy objectives.