family nurse practitioner

nurse practitioner

physician assistant

psychologist

audiologist

Loyal-Source

I took my role seriously and remained committed to performing thorough, accurate disability examinations. These encounters are not treatment visits, but objective evaluations intended to document Veterans’ current levels of disability. Because these reports directly affect Veterans’ claims and benefits, accuracy, consistency, and proper examiner support are essential.

Unfortunately, my experience was significantly affected by organizational and leadership challenges.

The management structure felt overly top-heavy, with multiple administrative layers overseeing relatively narrow functions. This often resulted in micromanagement, inefficiencies, and inconsistent direction. As a licensed medical professional performing independent disability evaluations, I expected a reasonable level of professional trust and autonomy. Instead, there was a strong emphasis on productivity metrics and exam volume, which at times created pressure to prioritize quantity rather than allowing the time and focus necessary to produce careful, complete, and defensible documentation.

Training and onboarding were also insufficient. New examiners were expected to learn complex systems, workflows, and reporting requirements with limited structured preparation. Many providers were left to figure things out on their own, and support was often reactive rather than proactive. This created unnecessary stress and made it more difficult for examiners to perform at a high level.

Operational expectations and internal processes changed frequently, sometimes on a weekly basis, without clear, consistent, or timely communication. This lack of transparency created confusion and made it difficult to maintain consistency while meeting shifting administrative demands.

There was also a noticeable disconnect between leadership and frontline examiners. Leadership presence was limited, and interactions with staff were often focused on identifying deficiencies rather than providing mentorship, training, or meaningful support. Professional standards such as punctuality and accountability were emphasized for examiners, but leadership visibility and engagement did not always reflect the same level of consistency. This contributed to a workplace culture where examiners did not feel adequately supported or respected.

There also appeared to be a strong focus on exam throughput and internal performance targets. While operational efficiency is important, disability examinations require time, attention to detail, and careful documentation to ensure they accurately reflect the Veteran’s condition. At times, it felt as though productivity expectations were prioritized over the quality and integrity of the evaluations themselves.

While occasional morale gestures such as providing lunch were appreciated, they did not address the more fundamental operational concerns, including training, communication, and meaningful examiner support.

Additionally, I was formally disciplined based on concerns that I did not feel accurately reflected my performance or overall contributions. This was discouraging, particularly given my consistent effort and commitment to performing my duties responsibly and professionally.

This organization performs important work supporting Veterans through the disability evaluation process. However, improvement is needed in leadership structure, communication, training, and alignment of operational priorities with the responsibility of producing accurate, high-quality disability documentation. Examiners perform best when they are trusted, properly trained, and supported. Improving these areas would benefit not only examiners, but also the Veterans relying on these evaluations. I wish the organization success and hope it develops into an environment where professional expertise is trusted, supported, and allowed to serve Veterans to the highest standard.

What is the best part of working at the company?
I can currently speak to the interview and onboarding process with Loyal Source Government Services. Throughout these stages, the staff were consistently responsive, professional, and supportive. The mandatory VA training was well organized and informative, and the expectations presented during onboarding were clearly communicated and aligned with what had been discussed during recruitment.

Coming from a background that includes years of military medical experience conducting high-volume physical examinations for U.S. Navy pilots and active-duty personnel, I appreciated the structured approach and the emphasis on serving the veteran community. My professional goal has always been to provide quality care and give back to veterans each day, and the role initially appeared to be a strong fit with that mission.

Overall, my experience with the interview and onboarding process was positive, and I valued the professionalism and training provided during that time.

What is the most stressful part about working at the company?
I have not yet reached that stage to know the true level of stress here ay Loyal Source Government Services, I have recently finished the mandatory VA training initial training was completed the same day I onboarded. Yet I have been told the position is demanding and very stressful, yet I am used to a heavy revolving-door workflow from my active duty days, but am ready for the challenge.

What is the work environment and culture like at the company?
So far the culture seems fine by todays standard, post-covid.

What is a typical day like for you at the company?
I like starting any work day with a cup of coffee or tea, listening to classical music and ensuring I am prepared for the day by taking time out for me at the beginning of each day to avoid burnout. As a Health Administration Doctoral Candidate, I realize that if I am not ready, my patients will notice and that's not good for anyone. Patient satisfaction and staff burnout are closely connected in a Quadruple Aim sort of way.

Yet typically you will look into the system and see what your workload is like and go from there so you can prioritize your day. #CAPRI #VHA #VBA

The company exhibits a concerning lack of regard for employee well-being, particularly in the behavior of its managers. Their unprofessional conduct and undue familiarity with support staff raises questions about their ability to make impartial decisions. The presence of favoritism akin to a classroom "teacher's pet" dynamic is evident within the company, as certain individuals are given preferential treatment by DM/DPMs. 

This bias is further underscored by the unequal distribution of overtime opportunities. It is apparent that advancement within the company is contingent upon aligning oneself with these favored individuals. Caution is advised against establishing rapport with an Agent if not favored by management, as unfounded accusations and disciplinary actions may ensue. 

Furthermore, new employees are left untrained by management, placing undue burden on "Team Leads" without compensation. Advancement opportunities are limited to select individuals deemed as "pets," evident by the preferential treatment given to certain employees, particularly in the allocation of overtime. 

New employees face hostility from existing team members, who take measures to have them transferred or terminated, with management acquiescing to maintain favor with select individuals.  The performance of the HR department is notably inadequate.

This organization places little value on its employees, prioritizing financial gains derived from government contracts. 

I strongly advise against seeking employment at Loyal Source, as it has proven to be the most unfavorable workplace experience in my career thus far. 

Loyal Source displays a pattern of unnecessary expenditures and neglect of essential purchases, imposing undue pressure on accommodating hotels. 

Loyal Sources' failure to acknowledge and recognize the specific medical certifications of Advanced EMTs and Paramedics, will impede you professional advancement and credibility in the field.

This is by far the worst company I have ever worked for and I’ve had quite a bit of jobs over a long career. I have never felt more disrespected in my workplace. All of management is incompetent and treat providers poorly. Clinic managers will call and complain to your manager about you, speculate about what you’re doing or not doing, and sometimes outright lie. They seem like miserable people. Upper management came on site and acted like they cared about our concerns, but it was just a visit to figure out how to get production numbers up. Oh speaking of that, they only care about your production grades (yes, you’ll literally be graded because they track multiple production metrics) and money, not people. They don’t give enough admin time for the exams that are requested and will schedule meetings during your limited admin time. And when you submit your exams, they will come right back. I have done these exams before coming to this company so it’s not just a learning curve issue. The company doing their QA is not knowledgeable in anything medical so you’ll be spending a lot of time explaining common things, not even high level medical information and terminology, to them. I’ve also many times had exams sent back for things they were wrong about and was able to prove that. The examiner trainers are no help. Many of them are new and have no clue what they’re doing either. I have gone through my exams with one of their top examiner trainers and still had them returned. I have been told contradictory things from the trainers and support team. The system they use is not intuitive and instead of them actually having a more complete platform that would minimize returns, they would rather roll out other features and not fix the issues with the current ones. I could go on, but please know that this is a terrible place to work. I wouldn't recommend working here unless you love being overworked, underpaid for the amount of work, and being disrespected/bullied. I dealt with the nonsense for less than 3 months and I had to get out of there. There’s high turnover for a reason. Apply at your own risk.

I understand that this company had a huge task in providing healthcare to thousands of people with less about 24 hours notice. That being said, they should have hired managers who have  medical experience in the civilian world. The managers they hired bragged about their years of management experience, but this makes no difference if it was never civilian, as it's a whole different world. They had absolutely no clue how to manage or delegate. They allowed very toxic people to create a hostile environment and wouldn't do anything until at least 8-10 people complained about it. Additonally, EMT's were in charge of everything, including NP's, PA's, RN's, and even physicians. They worked far outside their scope of practice, even after this was pointed out legally.  Sadly, the people who showed up late every day, were less than ambitious, and frankly difficult to work with were given the best assignments. The hardest workers got put into the worst assignments (especially those who didn't complain and just wanted to work and go home). Also, there were some medical providers who had no clue how to take care of people and did not follow standards of practice. Examples: Overprescribing of antibiotics, starting IV's that were not indicated, not knowing how to properly manage diabetes or hypertension, etc.  When this was brought up, I was told to mind my business even though there were safety implications involved. Lastly, HR did all of the scheduling and had no clue how to schedule for a medical clinic. There were times we had 14 medical providers (with only 7 exam rooms) on one day and the next day we would have 3 to see hundreds of people.

As subcontractor through Loyal Source Government Services, I was cared for with as much dignity and respect as, not only CHS direct contractors, but even permanent full-time employees.  I was a Subcontractual Licensed Clinical Counselor. We had all travel and lodging paid by CHS through Loyal Source, as well as reimbursements and weekly stipends, then contracted hourly salary. Ultimately, it can bee enjoyed as a working vacation, all expenses paid, but one needs to adjust oneself to the work climate. As long as one adapts, he or she can feel positive about his or her contribution.  My contract was for 90 days, but lasted only 45 due to fluctuation in funding.  Contractors are recruited to supply CHS personnel resources for coverage with qualified individuals for quick influxes in demands. When there are layoffs, they are first to go because they are temporarily relocating, and côst a lot of money fôr the quick, extra coverage.  Stability is an issue for contractors.  The environment is very secure.  That is the getting-used-to, not some swampy area or anything like that, without saying too much. One can easily and quickly make friends, too. I would contract wit CHS again or subcontract through Loyal Source, and definitely, if I were living in FL, I would want to become Full Time.

I would think twice about taking any MDE examiner position with LSGS. During the two week training it  became clear that, for multiple disciplines, the actual expectations in terms of number of examinations needed to meet the minimum productivity requirement for base salary is  ~20% higher than  communicated during interview.  It may be even more extreme because it appears that a DBQ with  an MO is counted  as 1, not 2. Either way, that obviously makes it more difficult if not impossible to earn incentive pay.  It also became clear that the expectations in terms of time allowed  to submit  completed exams was 50% less (eg if told 48 hours during interview it is actually 24 hours) than communicated during interviews. For at least some disciplines, back to back scheduling of appts is not allowed, there must be a minimum amount of unscheduled time between appts, supposedly to allow for Vets arriving late to still be seen, although it seems more aimed at ensuring the faster turn around time to submit completed exams.  Finally, in terms  of performance  evaluation of examiners, there is an accuracy component not communicated during interviews or in the employee handbook. The percentage of  DBQs returned for edit by internal QA is tracked and if “too high”  leads to PIP etc.. 


I received a hire letter from this company. They used to call me three times a day to questioning me about my starting day, even though I was perfectly clear from the very first time they contacted me as to me my starting day. Three days before my moving day to Florida to start working with them, I received a call from some one asking me if I needed a plane ticket. I told the person that I was moving from DC to Florida and I had to take all my belongings including my car. This person indicated it was fine and advised me to contact them as soon as I arrived to Florida. The very next day to my arrival, I got an e-mail addressed  to all employees regarding a meeting next day. I responded the email asking if I was required to attend that meeting. No one answer me. Next day I got another email requiring all employees to return cars, checking out from hotels, and returning electronic devices. I called the recruiter several times left voice mails, but  no response. I looked on the internet for the head quarter's contact information called them and asked for the recruiter ( I did not identify myself) When she answered the call,  I referred her the whole story and her answer was " We do not have a position for you at this time because we did not receive the children we were waiting for" 
There I was unemployed, not  knowing what to do. After seven months struggling in Florida, I called my old employer in DC asking for an opportunity to go back.

LS recruiter did a great job hooking me but that's where her organization and assistance ended. From the botched flight to the unavailability of a rental or uber (that was promised by the recruiter) in the town where I stayed, things didn't start out great. I was also told I would begin work the day after my arrival, but ended up at the job site after a long day of travel, to be told "one of the other new arrivals will give you a lift back to town to find your hotel".  This was true, but the condition of the motel that backed up to a truck stop was less than stellar to put it mildly.  To Loyal Source's credit, they were handed a project that required a large number of employees near a town with little resources. There were no ride shares available, two taxis for the entire town and one rental car facility.  Loyal Source solved the transportation issue by securing shuttle buses and drivers to make rounds at our hotels, even when many were moved to distant towns after the local hotels filled up. This was definitely a case of difficult circumstances initially reflecting poorly on a great group of people on the ground. We were given great support on many levels. This was a humanitarian effort and in that regard was an incredible experience. I would choose to work with them again. However, I would only work short-term contracts unless the organziational abilities were significantly improved. 

The process of completing the paperwork each week to submit to payroll was nothing I was prepared for.  There was no orientation for how to satisfy the requirements of both the place of employment and the contracting employer.  
I needed to get signatures and send back to them signed.  They were often signed late, making my submittal late.

MUCH time was spent off the clock, trying to complete paperwork and receiving nasty emails from Loyal Source.

When I have had the opportunity to actually speak to someone regarding my concerns, they have been friendly.  That said, it is incredibly difficult to get through to anyone.  

I have questions regarding why an entire week of work was uncompensated.  I emailed both HR and payroll and cc'ed the program manager and the original recruiter with my questions.
Weeks passed.  No response.  I spoke with an HR representative who said she would forward my email "to the right people."  
In a follow up call, she still had not heard back and stated she would follow up for me.  Today I am not able to get through to anyone.  I no longer have access in the system to check my pay stubs for verification, and I am still uncompensated for a week of work.

I was sent no information regarding why this is the case.

Under no circumstances would I recommend working for this company.  Beware of how collaborative and communicative the recruiting process is; it changes the moment you sign.

Top Job Titles	Average Salary
Family nurse practitioner 47 salaries reported	$61.50 per hour
Nurse practitioner 609 salaries reported	$157,970 per year
Physician assistant 529 salaries reported	$157,207 per year
Psychologist 412 salaries reported	$143,703 per year
Audiologist 395 salaries reported	$119,820 per year

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