Disability Benefits Available Under the Social
Security Disability Insurance (SSDI) and
Veterans Disability Compensation (VDC)
Programs
Umar Moulta-Ali
Analyst in Disability Policy
September 12, 2012
Congressional Research Service
7-5700
www.crs.gov
R41289
CRS Report for Congress
Pr
epared for Members and Committees of Congress

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Differences Between Disability Benefits Available Under SSDI and VDC

Summary
Social Security Disability Insurance (SSDI) and Veterans Disability Compensation (VDC)—
administered by the Social Security Administration (SSA) and the Department of Veterans Affairs
(VA) respectively—are two of the largest federal disability programs, but strongly differ along
several dimensions, including the populations served, how each program defines a “disability,” as
well as varying eligibility requirements.
First, SSDI is an insurance program that replaces a portion of earnings for an eligible worker
whose illness or injury—while not necessarily caused by a work-related incident—results in an
inability to work. SSDI is one of several federal programs funded through the Federal Insurance
Contributions Act (FICA) payroll tax and the Self-Employment Contributions Act (SECA) tax to
which all workers and employers in covered occupations (including military personnel) and self-
employed individuals make contributions. On the other hand, VDC is not insurance, but is a
compensation program in that payments are made to veterans who develop medical conditions
that are related to their service in the military. VDC is non-contributory and neither veterans nor
active military personnel pay into the program, which is funded through a mandatory
appropriation as part of the VA annual budget.
Second, while the purpose of both SSDI and VDC is to provide income security, SSDI provides a
financial “safety-net” to eligible civilian and military workers due to their inability to work as a
result of long-term or terminal injury or illness. Conversely, VDC provides veterans with tax-free,
cash benefits specifically for service-connected illnesses or injuries. The ability to work is not
factored into VDC disability determinations, although additional compensation is available for
veterans who are unemployable as the result of a service-connected condition(s).
Third, SSDI only compensates workers that are fully disabled, whereas VDC compensates
veterans for both partial and fully disabling injuries and illnesses. The VA is further guided by a
principle that views disability compensation as an obligation, owed to veterans, for injuries
impacting employment that were incurred or aggravated by their service to the country. SSDI
benefits are granted solely on medical and economic grounds and other noneconomic factors are
not considered. Eligibility requirements generally tend to be more stringent for SSDI than VDC,
and most veterans will not likely meet the criteria for both programs.
Both SSA and the VA have faced challenges in the administration of benefits and have been
criticized for a lack of interagency coordination, processes that are “out-of-sync” with modern
conceptions of disability, and extensive processing delays for claims and appeals. These are a few
issues which led, in part, to a Government Accountability Office (GAO) investigation and
determination of federal disability programs as “high risk.” Both agencies have made efforts to
address issues surrounding pending claims and appeals, but differ in their responses to other
recommendations.
This report provides a description and comparative analysis of the SSDI and VDC programs.
These issues will be of particular interest to Congress because of the expected increase in the
numbers of SSDI and VDC claims. The recent economic decline and aging baby-boomers have
continued to place a strain on SSA’s resources. The aging of the veteran population and expansion
of presumptive conditions policies have contributed to the increase in VDC claims.

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Differences Between Disability Benefits Available Under SSDI and VDC

Contents
Introduction...................................................................................................................................... 1
Social Security Disability Insurance................................................................................................ 2
Eligibility Requirements............................................................................................................ 2
SSDI Benefits ............................................................................................................................ 3
SSDI Determination Process ..................................................................................................... 3
SSDI Four-Step Appeals Process............................................................................................... 4
Step 1 in the SSDI Appeals Process (Reconsideration)....................................................... 6
Step 2 in the SSDI Appeals Process (Administrative Hearing)........................................... 6
Step 3 in the SSDI Appeals Process (Social Security Appeals Council)............................. 6
Step 4 in the SSDI Appeals Process (U.S. District Court) .................................................. 7
Veterans Disability Compensation................................................................................................... 7
Background in Brief .................................................................................................................. 7
VDC Eligibility Requirements .................................................................................................. 7
VDC Determination Process ..................................................................................................... 7
100%/Total Disability Ratings ............................................................................................ 8
Presumptive Conditions ...................................................................................................... 9
VDC Benefits ............................................................................................................................ 9
VDC Appeals Process................................................................................................................ 9
Distinctions Between SSDI and VDC Programs ........................................................................... 11
Comparison of Recipient Populations ..................................................................................... 11
SSDI and VDC Program Administration................................................................................. 12
Health Care Benefits for SSDI and VDC Recipients ........................................................ 14
Thresholds for Substantial Gainful Activity Under SSDI and Substantially
Gainful Employment Under VDC.................................................................................. 14
Differences in the Disability Evaluation Process .............................................................. 15
Differences in the Treatment of Benefits........................................................................... 16
Continued Divergence Between SSA and VA Disability Programs............................................... 17
Assessing VA Disability Compensation for Noneconomic Loss............................................. 17
Challenges Facing Federal Disability Programs in Brief ........................................................ 17
SSA Plan to Address Program Issues ................................................................................ 18
VA Response to VDC Program Criticism ......................................................................... 19

Figures
Figure 1. Social Security Administration’s Five-Step Sequential Evaluation Process for
Determining Disability ................................................................................................................. 4
Figure 2. SSDI Appeals Process ...................................................................................................... 5
Figure 3. Flow Chart of the Various Steps in the VA Appeal Process............................................ 10

Tables
Table 1. Comparison of SSDI and VDC Recipients, End of FY2011 ........................................... 12
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Table 2. Comparison of Key SSDI and VDC Program Components ............................................ 13
Table 3. General VDC and SSDI Eligibility Determinations for Four Hypothetical
Veterans ...................................................................................................................................... 15

Contacts
Author Contact Information........................................................................................................... 19

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Introduction
Social Security Disability Insurance (SSDI) replaces a portion of earnings for an eligible worker
whose illness or injury—while not necessarily caused by a work-related incident—results in an
inability to work. As an insurance program, workers (including active military) and employers in
covered occupations, as well as self-employed individuals, contribute to the program through the
Federal Insurance Contributions Act (FICA) payroll tax and the Self-Employment Contributions
Act (SECA) tax.1 Currently, 94% of all workers are covered by Social Security. Conversely,
Veterans Disability Compensation (VDC) provides payments to veterans for illnesses and injuries
that are caused or aggravated by military service. VDC is a compensation program funded
through a mandatory appropriation as part of the Department of Veterans Affairs (VA) annual
budget. VDC is not insurance and therefore, neither veterans nor active military personnel
contribute directly toward the funding of the program.
SSDI and VDC—administered by the Social Security Administration (SSA) and the VA,
respectively—are two of the largest federal disability programs.2 In August 2012, there were more
than 8.7 million disabled workers receiving payments through SSDI at a cost of over $9.7 billion
per month. The number of veterans receiving disability compensation was less than half that
amount at the end of FY2011, with more than 3.3 million recipients. Total monthly receipts for
VDC were just under $3.3 billion in FY2011.3
Although SSDI and VDC both serve the goal of providing income security for individuals with
disabilities, these programs fundamentally differ in how they define “disability” and determine
eligibility for benefits. For example, an individual must be unable to work to be eligible for SSDI
benefits, yet employability is not a factor in VDC disability determinations.4 Indeed, veterans that
receive a disability rating from the VA will not necessarily be eligible for SSDI benefits, unless
their particular condition prevents them from entering the civilian workforce under specific SSA
guidelines.

1 26 U.S.C. §3507 (FICA), 26 U.S.C. §1401 (SECA). FICA and SECA taxes also fund Medicare in addition to the
retirement and survivor benefit components of the Old Age, Survivors and Disability Insurance (OASDI) program.
2 The federal government provides a wide-array of assistance programs for persons with disabilities across most
executive departments. For the “Disability Assistance” list, see http://www.benefits.gov/benefits/browse-by-category/
category/DIA.
3 The total monthly payment figure for the SSDI program is calculated by multiplying the average monthly payment by
the number of disabled worker recipients, which excludes dependent and survivor recipients. The total monthly
payment figure for the VDC program is calculated by multiplying the number of VDC beneficiaries by the estimated
average payment amount for FY2011 divided by 12 months. Sources: For SSDI, see Beneficiary Data for disabled
workers available online at http://www.ssa.gov/OACT/ProgData/icp.html. For VDC data, see page 5 of the Veterans
Benefits Administration Annual Benefits Report, Fiscal Year 2011 available online at http://www.vba.va.gov/
REPORTS/abr/index.asp.
SSA reports updated payment and recipient data for the SSDI program every month, whereas the VA reports payment
and recipient data at the end of each fiscal year. Therefore, the most recent available SSDI payment data is August
2012 and the most recent available data for VDC is for FY2011. SSDI figures for August 2012 are referenced later in
this report; however, SSDI figures for the end of September 2011 (the end of the federal fiscal year) are also used in
this report for comparisons with VDC.
4 Except when making a determination under Individual Unemployability (IU) rules, as discussed later in this report
under “100%/Total Disability Ratings.”
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This report seeks to clarify why one group of individuals with disabilities may be eligible for
benefits under VDC, but ineligible for benefits under SSDI (and vice versa), through a description
and comparison of several distinguishing characteristics of the SSDI and VDC programs. This
report concludes with a discussion of the challenges facing the administration of both programs,
including processing delays for pending claims and appeals.
These issues will be of particular interest to Congress because of the increasing numbers of SSDI
claims resulting from a combination of the recent economic decline, an increase in the number of
baby-boomers approaching retirement age and their most disability-prone years, as well the
extension of presumptive conditions that have expanded the pool of veterans eligible for VDC.5
Social Security Disability Insurance
Eligibility Requirements
SSDI was established in 1956 as a component of the Old Age, Survivors and Disability Insurance
(OASDI) program. Its primary purpose is to replace a portion of an insured workers’ earnings,
should a medically determinable illness or injury impede his or her ability to work. For SSDI
benefits, an individual must have a sufficient work history6 and must be unable to engage in any
employment that brings income in excess of the substantial gainful activity (SGA) threshold,7 as
a result of one or more medical conditions that is expected to last 12 months or longer, or result in
death.8

5 For example, diabetes mellitus (Type II, adult onset) was granted presumptive condition status for in-country Vietnam
veterans (38 C.F.R. §3.309(e)) effective in late FY2001. Prior to the new regulation, 1,183 veterans began receiving
disability compensation during FY2000 for Type II diabetes; that number quadrupled to 4,741 during FY2001. By
FY2002, an additional 111,932 veterans began receiving disability compensation for Type II diabetes. At the end of
FY2011, a total of 354,581 veterans are receiving VDC for Type II diabetes. Also, 1,501,078 World War II (191,425),
Korean Conflict (148,180) and Vietnam-era veterans (1,161,473 made up largely of baby-boomers) are receiving
disability compensation and comprise 44.7% of all VDC recipients.
For more information on the presumptive conditions policy, see CRS Report R41405, Veterans Affairs: Presumptive
Service Connection and Disability Compensation, coordinated by Sidath Viranga Panangala.
6 Requires 40 quarters of coverage (generally 10 years), or one quarter of coverage for each year after 1950 or from the
age of 21 up to the onset of a disability. In addition, the individual must have at least 20 quarters of coverage in the 40
quarters preceding the onset of disability (recency of work test). Workers under the age of 31 need to have credit in
one-half of the quarters during the period between when they attained the age of 21 and when they became disabled,
with a minimum of six quarters. For additional information, see “Eligibility Requirements” in CRS Report RL32279,
Primer on Disability Benefits: Social Security Disability Insurance (SSDI) and Supplemental Security Income (SSI), by
Umar Moulta-Ali.
7 Under Social Security law, an individual is eligible for benefits only if he or she is unable to engage in employment
activity in excess of the SGA threshold determined by the commissioner of SSA. The SGA amount is adjusted annually
to reflect the growth in average wages, and in 2012, this amount is set at $1,048 a month. However, individuals
disabled by blindness are only considered to be engaging in SGA if their earnings exceed $1,690 a month. For
additional information, see CRS Report RS20479, Social Security: Substantial Gainful Activity for the Blind, by Umar
Moulta-Ali.
8 For additional information on benefits, determination processes and financing for SSDI, see CRS Report RL32279,
Primer on Disability Benefits: Social Security Disability Insurance (SSDI) and Supplemental Security Income (SSI), by
Umar Moulta-Ali.
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SSDI Benefits
To ensure that a condition is long-term, a worker only becomes eligible to apply for SSDI five
months after the onset of a disability, and the worker is further evaluated to determine if the
disability will last longer than 12 months or result in death. Once payments commence, claimants
may be eligible for up to 12 months of retroactive benefits for the period between the date of
disability-onset and their benefits application date.9 Monthly payments are determined based on a
worker’s past earnings and can be supplemented if the claimant has qualifying dependents.
Individuals with disabilities become eligible to receive health care benefits through Medicare, 24
months after becoming eligible for SSDI.10 Benefit payments continue until the individual: (1)
dies; (2) reaches the retirement age, at which point his or her benefits remain the same, but are
paid out of the Old-Age and Survivors Insurance (OASI) trust fund;11 or (3) experiences an
improvement in his or her medical condition, enabling him or her to return to the workforce. In
August 2012, approximately 8.7 million disabled workers were receiving an average of $1,111.36
per month in SSDI cash benefits.12
SSDI Determination Process
Disability determinations for SSDI benefits entail a five-step process (see Figure 1). First, an
applicant files for benefits with the SSA at the agency’s website, a field office, or through a toll-
free phone line. The responsibility for adjudicating the application then shifts to medical and
vocational experts at state-level Disability Determination Services (DDS) agencies. A disability
examiner from the DDS will then determine if the claimant’s
• income falls below the SGA threshold (Step 1),
• condition is current and expected to last longer than 12 months or result in death
(Step 2), and
• condition meets the SSA medical listings (Step 3),
If the first three steps are satisfied, the claimant is deemed eligible to receive SSDI benefits. If the
claimant’s condition does not meet—or is not equal in severity to—a condition in the SSA
medical listings, he or she can be further evaluated for SSDI eligibility by examining whether the
claimant’s
• remaining capacities would enable him or her to perform their past work (Step 4),
and
• condition would still enable him or her to work in other jobs that exist within the
national economy (Step 5).

9 See CRS Report RS22220, Social Security Disability Insurance (SSDI): The Five-Month Waiting Period for Benefits,
by Umar Moulta-Ali.
10 Individuals become eligible for SSDI five months after the onset of a disability, so eligibility for Medicare entails at
least a 29-month waiting period from disability-onset. See CRS Report RS22195, Social Security Disability Insurance
(SSDI) and Medicare: The 24-Month Waiting Period for SSDI Beneficiaries Under Age 65, by Umar Moulta-Ali.
11 Under Title II of the Social Security Act, SSA operates two separate trust funds: (1) the Federal OASI trust fund for
eligible retirees and (2) the Federal Disability Insurance (DI) trust fund for eligible individuals with disabilities.
12 Includes only disabled workers and excludes dependents and survivors. August 2012 data available though the SSA
Beneficiary Data site at http://www.ssa.gov/OACT/ProgData/icp.html.
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Figure 1. Social Security Administration’s Five-Step Sequential Evaluation Process
for Determining Disability

Source: Adapted from GAO Report GAO-09-511T Testimony Before the Subcommittees on Income Security and
Family Support and Social Security, Committee on Ways and Means, House of Representatives. Social Security
Administration: Further Actions Needed to Address Disability Claims and Service Delivery Challenges.
Notes: In 2012, the SGA threshold is $1,690 per month for blind recipients and $1,048 per month for
individuals with other disabilities.
If a disability examiner decides that an individual meets the requirements for a particular step, the
application proceeds to the next step for further review. With the exception of Step 3, if an
individual does not meet the requirements at any step in the process, their application is denied. If
an SSDI claimant reaches Step 3 of the evaluation process, a DDS official has already determined
that the claimant’s earnings do not exceed the SGA threshold and that the condition is both long-
term and limits the claimant’s ability to work. If the claimant’s condition meets, or is equal in
severity to, the SSA’s Medical Listings (at Step 3), the claimant is deemed eligible to receive
benefits. If the claimant’s conditions does not meet SSA’s Medical Listings, the claimant can still
meet eligibility requirements if he or she is unable to perform past work (Step 4) or other types of
work that exist in the national economy (Step 5).
The disability determination process can be long and complex and is largely contingent upon
receipt of all necessary documents by SSA. Processing time for initial application decisions
averaged 109 days in FY2011.13 If, at any point in the assessment process, a claimant’s
application is denied by the state DDS, that individual can begin the appeals process.
SSDI Four-Step Appeals Process
If an application for SSDI benefits is denied at any point in the five-step determination process, a
claimant can appeal the ruling up to four possible levels (see Figure 2). The appeals process

13 SSA’s FY2011 Performance and Accountability Report, p. 15, at http://www.ssa.gov/finance/.
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includes three levels of administrative review through SSA before a case can then be appealed to
the U.S. court system, in this order:
1. reconsideration of the claimant’s application by the state DDS office,
2. a hearing by an Administrative Law Judge (ALJ),
3. a review by Social Security Appeals Council (SSAC), and
4. filing suit against SSA in U.S. district court.
If a claimant’s initial application or subsequent appeal is denied, he or she must request an appeal
to the next level, in writing, within 60 days of receiving the prior decision.14 Claimants can also
present any additional evidence or comments to support their cases at any step in the
administrative appeals process. U.S. district court is generally the final level of appeal pursued in
SSDI cases. On rare occasions, SSDI cases can be appealed beyond U.S. district court to the U.S.
court of appeals and, ultimately, the U.S. Supreme Court.
Figure 2. SSDI Appeals Process

If the initial SSDI application is denied, the claimant can appeal for…
Reconsideration
A
pp
If denied, the
eal
claimant can
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appeal for an…
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Administrative Hearing
d
If granted in
If denied, the
a
claimant’s favor, SSA
OR
n
claimant can
OR
d
can appeal to the…
appeal to the…
Be
Social Security Appeals Council (SSAC)
nefi
t
Can be remanded to the
If denied a case
s Awa
ALJ for further review
review, the
and possible return to OR
claimant can
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the SSAC.
appeal to the…
rded
U.S. District Court
Appeal denied
OR

Source: Congressional Research Service figure with information on the SSDI appeals process provided from
How the Disability Appeals Process Works at https://secure.ssa.gov/apps6z/iAppeals/msg002.jsp.
Notes: U.S. district court is generally the final level of appeal pursued in SSDI cases. On rare occasions, SSDI
cases can be appealed beyond U.S. district court to the U.S. court of appeals and, ultimately, the U.S. Supreme
Court.

14 In counting the 60 days, SSA assumes that a claimant has received the decision via postal mail within five days. If a
filing deadline is missed, a claimant’s case may be dismissed, forfeiting his or her right to further appeal. Claimants can
make a written request to SSA to have this deadline extended.
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Step 1 in the SSDI Appeals Process (Reconsideration)
Upon receipt of the initial appeal request, the state DDS office will “reconsider” the application,
which involves a review by a disability examiner who was not involved in the initial application
process. To have a case reconsidered, the claimant completes and submits a Request for
Reconsideration and an Appeal Disability Report (online or a paper form) to SSA. SSA will then
send the case to the state DDS office, although 10 states currently do not conduct the
reconsideration step.15 A DDS official—other than the person who made the first determination—
reviews the claimant’s medical records along with any additional evidence provided and makes a
new determination about the claimant’s disability. After a review of the medical records, the
claimant is notified in writing of the decision. If the claimant disagrees with the reconsideration
decision, he or she may then request a formal hearing with an Administrative Law Judge (ALJ).
Step 2 in the SSDI Appeals Process (Administrative Hearing)
If a claimant disagrees with the reconsidered judgment, he or she can appeal the decision by
completing and submitting a Request for Hearing by an ALJ and an Appeal Disability Report
(online or a paper form) to SSA. SSA will then send the request to the Office of Disability
Adjudication and Review, where claimants can request a face-to-face meeting with the ALJ
assigned to their case.16 After talking with the claimant and his or her representative, the claimant
will be notified in writing of the ALJ’s decision on the case. If the ALJ rules against the claimant,
the case can be further appealed to the Social Security Appeals Council (SSAC). SSA can also
bring a case to the SSAC, even if the ALJ has ruled in the claimant’s favor.
Step 3 in the SSDI Appeals Process (Social Security Appeals Council)
A claimant whose appeal is denied by an ALJ can complete and submit a Request for Review of
Decision/Order of Administrative Law Judge (in paper form) to SSA, who forwards the request to
the Office of Disability Adjudication and Review. An official from the SSAC will review the
claimant’s medical records and will either remand the case back to the ALJ for further review,
deny the request to review the case, or make a new independent determination. Claimants will be
notified in writing of the decision on the case. If a claimant disagrees with the decision of the
SSAC, or the claimant’s request for appeal is denied, he or she can file a civil suit in U.S. district
court for further review and judgment.

15 In 1999, SSA eliminated the Reconsideration step in 10 states as part of the Disability Redesign Prototype initiative
which included Alaska, Alabama, California (Los Angeles West and North Branches), Colorado, Louisiana, Michigan,
Missouri, New Hampshire, New York, and Pennsylvania. Although SSA expected the initiative to result in earlier
decisions and shorter wait-times for claimants, the opposite has been true. In FY2011, SSA reinstated the
Reconsideration step in the state of Michigan and is evaluating potential reinstatements in Colorado and other states.
Source: Congressional testimony of Michael Astrue, Commissioner of Social Security Administration to the House
Committee on Ways and Means, Subcommittee on Income Security and Family Support and Subcommittee on Social
Security, 111th Cong., 2nd sess., April 27, 2010, at http://www.socialsecurity.gov/oig/communications/
testimony_speeches/04272010testimony.htm.
16 Federal ALJs preside at formal adjudicatory and rulemaking proceedings conducted by executive branch agencies.
For more information, see CRS Report RL34607, Administrative Law Judges: An Overview, by Daniel T. Shedd.
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Step 4 in the SSDI Appeals Process (U.S. District Court)
Although legal representation is optional through other parts of the appellate process, the claimant
must hire an attorney if he or she decides to file a civil suit against SSA in U.S. district court. The
case will be heard by a district court judge who will notify the claimant in writing of the decision
on the case.
Veterans Disability Compensation
Background in Brief
Prior to World War I, disability compensation was part of a pension system based on service
during a particular conflict.17 The current ratings system for disabilities began in the 1940s and,
with adjustments, is still in use today. The current system relies on ratings (0% to 100% in 10%
increments) for one or more disabling injuries or illnesses resulting from—or aggravated by—
military service, with a total percentage rating determining the level of compensation.18
VDC Eligibility Requirements
Eligibility for VDC benefits is determined using a two-step process. First, a claimant must prove
that he or she is a veteran, defined as a “… person who served in the active military, naval, or air
service, and who was discharged or released there from under conditions other than
dishonorable,” which is determined largely upon official military service records.19 Second,
claimants must demonstrate that injuries, diseases, or other medical conditions are related to
military service.
Although veterans must adhere to time restrictions for several other VA benefits and services,
there are no time limits on filing claims for compensation related to most disabilities.20 The VA
and Veterans Service Organizations (VSO) assist veterans in the application process.
VDC Determination Process
A veteran who suffers from an injury or illness will apply for disability compensation with the
VA.21 The initial VA disability assessment focuses solely on determining whether a condition(s)

17 Omar N. Bradley, Clarence G. Adamy, and William J. Donovan, et al., Veterans Benefits in the United States,
President’s Commission on Veterans’ Pensions, April 1956 (cited hereafter as “Bradley Report”). The Bradley Report
provides a comprehensive overview of the evolution of veterans’ benefits programs.
18 See CRS Report RL34626, Veterans’ Benefits: Benefits Available for Disabled Veterans, by Christine Scott, Carol D.
Davis, and Libby Perl.
19 38 U.S.C. §101(2); 38 C.F.R. §3.1(d). For an expanded discussion on the definition of “veteran,” eligible “discharge
criteria,” and the “active service” requirement for VA benefits, see CRS Report R42324, “Who is a Veteran?”—Basic
Eligibility for Veterans’ Benefits, by Christine Scott.
20 There is a time limit (one-year) from the date a claim is filed with the VA for the claim to be completed (fully
developed), that is all required information must be provided.
21 Disabled servicemembers separating from military service have to undergo two separate evaluations, initially
through the Department of Defense (DOD) and then through the VA, post-separation. The DOD evaluation simply
(continued...)
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was caused or aggravated by military service.22 For VDC evaluations, veterans are given the
benefit of the doubt when there is equal evidence that an injury or illness is, or is not, service-
connected.23 If an injury, illness, or combination thereof is determined to be service-connected,
the condition(s) are then evaluated based on the Veterans Affairs Schedule for Rating Disabilities
(VASRD), a scale that ranges from 0% to 100% in increments of 10%. A “zero percent” rating
means that a service-connected disability exists, but is not so disabling that it entitles the veteran
to compensation payments, whereas a 100% rating means that the veteran is totally disabled by
VDC standards. Claimants must receive at least a 10% rating based on the VASRD to be eligible
for any compensation under VDC.24
Veterans who are severely disabled due to a service-connected condition(s) can also be
considered for Special Monthly Compensation (SMC), which provides additional payments for
(1) disabilities deriving from the loss of use of certain organs or extremities, and (2) veterans with
a 100% disability rating who are so severely disabled that they require aid and attendance or are
otherwise housebound.25
Ratings can be changed over time, as a result of a new condition(s), or if a condition(s) worsens
over time.
100%/Total Disability Ratings
There are two ways for a veteran to receive a total (i.e., 100%) disability rating determination.
The first possibility involves receiving a 100% disability rating based solely on the severity of a
service-connected condition or combination of conditions.26 The second possibility is to qualify
for an Individual Unemployability (IU) determination, which allows certain veterans to receive
compensation at the 100% disabled rate, even if their disabilities (individually or combined) are
not rated at that level. To qualify for the IU benefit, a veteran must be unable to work and (1)

(...continued)
identifies whether a servicemember is “fit” for military duty. If determined to be unfit, the servicemember usually
separates from military service and will then be evaluated by the VA for veterans benefits. DOD and VA jointly
launched the Benefits Delivery at Discharge (BDD) and Quick Start programs to accelerate receipt of VA disability
payments to servicemembers using one comprehensive medical evaluation. BDD allows servicemembers to file claims
for most VA benefits (including disability compensation) 60 to 180 days prior to separation from military service (less
than 60 days under the Quick Start program). For an expanded discussion on the DOD and VA disability evaluation
process, see CRS Report RL33991, Disability Evaluation of Military Servicemembers, by Christine Scott and Don J.
Jansen. For additional information on the BDD and Quick Start programs, see http://www.vba.va.gov/bln/21/topics/
predischarge/quickstart.htm.
22 See CRS Report RL34626, Veterans’ Benefits: Benefits Available for Disabled Veterans, by Christine Scott, Carol D.
Davis, and Libby Perl.
23 38 U.S.C. §5107(b).
24 Disability compensation ratings of 30% will be increased if the veteran has a spouse or dependents.
25 38 U.S.C. §1114(k); 38 C.F.R. §3.350. Criteria for determining need for aid and attendance and “permanently
bedridden” can be found at 38 C.F.R. §3.352(a).
26 Ratings for multiple disabilities are each given an individual rating based on the VASRD, and are combined (not
added) for a total score based on the ratio between the disability ratings and the remaining level of “efficiency” of the
veteran. For example, a veteran with a 30% rating is considered to have 70% efficiency. The effect of an additional
20% disability rating is considered to leave only 80% of the efficiency remaining, or 56% (i.e., 70 multiplied by .80).
For the separate ratings of 20% and 30%, the veteran will not receive a total rating of 50%, but a combined rating of
44% (the inverse of the level of efficiency or 100-56), which is rounded to 40%. Source: 38 C.F.R. Ch.1 §4.25.
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have one service-connected disability rated at least 60%, or (2) have two or more disabilities with
one disability rated at least 40%, and a combined rating of at least 70%.27
Presumptive Conditions
The presumptive conditions policy of the VA entitles certain veterans, and/or survivors and
dependents, to a presumption of service-connection for certain diseases or conditions related to
certain conflicts or military service situations. Eligibility for presumptive disability benefits varies
depending on the circumstances of a veteran’s active-duty service and the type of diagnosis.
Current groups include former POWs; Vietnam veterans exposed to Agent Orange; Atomic
veterans exposed to ionizing radiation; Gulf War veterans with undiagnosed illnesses; veterans
diagnosed with certain chronic diseases within one year of release from active duty; and veterans,
with 90 days or more of continuous service, diagnosed with Lou Gehrig’s disease following
discharge from active duty.28
VDC Benefits
Disability compensation pays a monthly cash benefit to disabled veterans who are at least 10%
disabled as a result of military service. Benefit payment amounts are contingent upon the
claimants’ level of disability based on the VASRD as determined by the VA. The claimants’
marital status, number of children or other dependents, and certain disabilities (qualifying for
SMC) are additional factors that will affect payment.29 At the end of FY2011, approximately 3.4
million veterans were receiving VDC benefits.30
VDC Appeals Process
Currently, there are four levels of appeals that a claimant could potentially undergo (see Figure
3). Regional VA offices make the first determination to allow or disallow veterans’ claims, and
claimants can initially appeal unsatisfactory VA office decisions to the Board of Veterans’ Appeals
(BVA), an internal administrative body to the VA. Appeals usually relate to a disagreement on the
service-connectedness of a condition or dispute over a rating determination. If a claimant wishes
to appeal the decision of the BVA, the case then moves outside of the VA to the Court of Appeals
for Veterans Claims (CAVC), a federal court. CAVC decisions can be appealed to the Court of
Appeals for the Federal Circuit and ultimately, the Supreme Court.31

27 For additional information on IU rules and eligibility criteria, see the VA Fact Sheet at http://www.vba.va.gov/VA/
benefits/factsheets/serviceconnected/iu.doc and the October 27, 2005 testimony from Daniel L. Cooper, VA Under
Secretary for Benefits to the Senate Committee on Veterans’ Affairs http://www4.va.gov/OCA/testimony/svac/
05102720.asp.
28 For a comprehensive list of “Presumptive” conditions, see the VA Fact Sheet at http://www.vba.va.gov/VBA/
benefits/factsheets/serviceconnected/presumptive.doc.
29 See Veterans Compensation Benefits Rate Tables http://www.vba.va.gov/bln/21/Rates/comp01.htm. For an
explanation of rate tables see How to Read Compensation and SMC Benefits Rate Tables http://www.vba.va.gov/bln/
21/Rates/comp01b.htm.
30 Veterans Benefits Administration Annual Benefits Report, Fiscal Year 2011 at http://www.vba.va.gov/REPORTS/
abr/2011_abr.pdf. Excludes dependents and survivors.
31 For more information, see CRS Report R42609, Overview of the Appeal Process for Veterans’ Claims, by Daniel T.
Shedd, which traces the appeals process for veterans from the initial application to the Supreme Court.
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Figure 3. Flow Chart of the Various Steps in the VA Appeal Process

Source: Adapted from How Do I Appeal? published by the Board of Veterans Appeals, Department of Veterans
Affairs; VA Pamphlet 1-02-02A (April 2002). See http://www.bva.va.gov/docs/Pamphlets/010202A.pdf.
Notes: As noted in CRS Report R42324, “Who is a Veteran?”—Basic Eligibility for Veterans’ Benefits, these filing
time limits for appeals apply in most cases. However, they do not apply to “simultaneously contested claims,”
when more than one person is trying to receive benefits that only one person is entitled to, such as life insurance
proceeds. See Board of Veterans’ Appeals, Understanding the Appeal Process, published by the Department of
Veterans Affairs; VA Pamphlet 01-00-1 (January 2000) p11.
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Distinctions Between SSDI and VDC Programs
There are clear differences in the general goals of SSA and VA disability compensation programs
that have likely evolved from the SSDI focus on administering benefits primarily for a civilian
work population, which contrasts with the VDC focus on compensating individuals for the
adverse health conditions connected to military service.
Comparison of Recipient Populations
As observed in Table 1, which draws comparisons between the populations of SSDI and VDC
recipients, the SSDI program is more than twice as large as the VDC program, in terms of the
number of recipients served. An SSDI recipient receives less than half the amount in cash
payments as a comparable VDC recipient.32 Additionally, although the male-to-female ratio of
SSDI recipients is relatively even, over 90% of all VDC recipients are men. The most prevalent
disabilities for SSDI recipients are mental disorders and medical issues related to the
musculoskeletal system, whereas the most prevalent conditions among VDC recipients are
auditory-related. Both programs tend to serve populations approaching retirement age as the
typical VDC and SSDI recipients are all over the age of 55.

32 Drawing comparisons of payments to SSDI recipients and VDC recipients presents a unique challenge because of the
varying rules and policies that govern the payment schedules for each program. For example, the average monthly
payment for an SSDI recipient at the end of FY2011 was $1,110.50, excluding additional possible payments for a
spouse and/or children. The typical SSDI recipient either cannot work, or is earning less than the substantial gainful
activity threshold as a result of a long-term disability. A comparable VDC recipient who cannot work as a result of a
service-connected condition(s), or is making less than the gainful employment threshold has likely (1) received a
100%/total disability rating based on the VASRD, or (2) received benefits at the 100%/total disability level under
individual unemployability provisions. Presumably, this comparable individual would earn the maximum VDC benefit
in FY2011 of $2,769 (tax-free) before including any additional possible payments for a spouse, dependents and/or
special monthly compensation. While others have compared average payments to SSDI and VDC recipients—across-
the-board—without accounting for the various nuances in program rules, the “Comparable Monthly Payments” figures
presented in Table 1 represent a more equivalent measure.
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Table 1. Comparison of SSDI and VDC Recipients, End of FY2011
SSDI
VDC
Insured Workers (Includes Civilians
Former Military Servicemembers
Primary Recipients
and Military Servicemembers)
Number of Recipients (excludes
8.58 million
3.21 million
dependents and/or survivors)
Comparable Monthly Paymentsa $1,110.50 (average monthly benefit)
$2,769 (maximum monthly benefit)
(1) Musculoskeletal System and
(1) Tinnitus
Connective Tissue
(2) Hearing Loss
Most Prevalent Disabilities
(2) Mood Disorders
(in December 2011)
Modal Age Category
60-64 (2.2 million recipients)
55-74 (1.5 million recipients)
Male to Female Ratio
1.1 10.9
(estimate)
Sources: Information on SSDI disability prevalence comes from the Annual Statistical Report on the Social
Security Disability Insurance Program, 2011 at http://www.ssa.gov/policy/docs/statcomps/di_asr/2009/index.html.
Al other SSA figures are calculated using September 2010 data available though the SSA Beneficiary Data site at
http://www.ssa.gov/OACT/ProgData/icp.html.
Information on VDC recipient male-to-female ratio comes from the October 28, 2009 Veterans Benefits
Administration Presentation to the Advisory Committee for Women Veterans at http://www1.va.gov/womenvet/
docs/VBA.ppt. Al other VDC data and figures are from the Veterans Benefits Administration Annual Benefits
Report, Fiscal Year 2011 at http://www.vba.va.gov/REPORTS/abr/index.asp.
Notes: Unless otherwise noted, SSDI data and figures are from calendar year 2011 and VDC data and figures
are from FY2011.
a. For SSDI, this figure excludes additional possible payments for a spouse or children. For VDC, this figure
excludes additional possible payments for a spouse, dependents, or special monthly compensation. See
footnote 32 under “Comparison of Recipient Populations” for an explanation of why the average SSDI
monthly benefit is compared with the maximum VDC monthly benefit.
SSDI and VDC Program Administration
A side-by-side comparison of important SSDI and VDC administrative rules is presented in Table
2. As mentioned earlier in this report, both programs have separate funding sources (FICA and
SECA taxes for SSDI vs. mandatory congressional budget appropriations for VDC), differing
definitions of a disability, as well as agency-specific tools for determining program qualifications
and eligibility. In addition, SSA does not provide benefits for individuals with short-term or
partial disabilities, whereas the VDC program is non-contributory with benefits based on the
severity of each service-connected condition(s) rather than earnings history.
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Table 2. Comparison of Key SSDI and VDC Program Components
SSDI
VDC
Source of Funding
Federal Insurance Contributions
Department of Veterans Affairs
Act (FICA) payroll tax on
Budget (mandatory
employers and employees, and
appropriation).
the Self-Employment
Contributions Act (SECA) tax on
the self-employed.
Definition of Disability
Long-term or terminal illness or
One or more injuries or illnesses
injury that prevents an individual
caused or aggravated by military
from working or engaging in
service.
substantial gainful activity (SGA).
General Qualifications
Sufficient work history and FICA
Service in the active military and
and/or SECA tax contributions.
discharge or release under
conditions other than
dishonorable.
Disability Determination Process
See “SSDI Determination
See “VDC Determination
Process”
Process”
– If disability can be matched to
– Verification of “veteran” status.
the Medical Listings (three steps).
– Establishing service connection
– If disability cannot be matched
of disability based on VA Schedule
to the Medical Listings (five steps). for Rating Disabilities (VASRD).
Benefit Amounts Determined By
Past Earnings. Additional benefits
Rating based on the VASRD.
may be available for a spouse,
Additional benefits may be
and/or dependents.
available for a spouse, and/or
dependents, as well as through
individual unemployability (IU),
and/or special monthly
compensation (SMC) provisions.
Benefits for Partial Disability
No Yes
Adjudicators
Disability Determination Services
Veterans Benefits Administration
(DDS, state government)
(federal government)
Healthcare Benefits
Medicare is available, 24 months
No-cost VA health care to treat
after the recipient becomes
service-connected conditions
eligible for SSDI (eligibility for
only. Healthcare benefits for non-
SSDI begins five months after the
service connected conditions may
onset of a disability).
be subject to a copayment.
2012 Income thresholds for:
$1,690. (monthly for blind)
$11,702 per year
Substantial Gainful Activity (SSDI)
$1,010. (monthly for non-blind)
(for IU determinations only).
and Substantially Gainful
Employment (VDC)
Levels of Appeal
(1) Reconsideration by DDS
(1) Board of Veterans’ Appeals
(2) Hearing by an Administrative
(2) Court of Appeals for Veterans
Law Judge (ALJ)
Claims (CAVC)
(3) Review by the Social Security
(3) Court of Appeals for the
Appeals Council (SSAC)
Federal Circuit
(4) U.S. district court
(4) U.S. Supreme Court
Program Issues
Claims & Appeals Pending
Claims & Appeals Pending
Reducing Improper Payments
Update of VASRD Body Systems
Source: Table prepared by CRS.
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Notes: See http://www.ssa.gov/OACT/COLA/sga.html for further information on SSA SGA rules. The VDC
substantially gainful employment threshold is based on the 2011 Census poverty threshold for one person under
65 years old at http://www.census.gov/hhes/www/poverty/data/threshld/index.html. The VDC threshold is
applicable for Individual Unemployability (IU) determinations only. There are no substantially gainful employment
restrictions for other VDC recipients.
U.S. district court is generally the final level of appeal pursued in SSDI cases. On rare occasions, SSDI cases can
be appealed beyond U.S. district court to the U.S. court of appeals and, ultimately, the U.S. Supreme Court.
Health Care Benefits for SSDI and VDC Recipients
Both SSDI and VDC programs contain a health care component. Recipients of SSDI must wait 24
months from when they become eligible for SSDI to become eligible for Medicare. As stated
earlier in this report, individuals must still wait an initial five months from the onset of a
disability to become eligible for SSDI, generally resulting in a 29-month total wait-time for
Medicare eligibility.33
Veterans do not pay premiums or enrollment fees for VA health care, and eligibility for VA health
care is generally based on a variety of factors including, but not limited to, income, status as a
former POW, and the existence of service connected conditions. Veterans can receive treatment
for service-connected conditions without being required to make copayments; however, under
current law, most veterans are required to make copayments for the treatment of nonservice-
connected conditions.34 Veterans who have a service-connected rating of 50% or more and are
enrolled in the VA health care system do not pay copayments even for nonservice-connected
care.35
Thresholds for Substantial Gainful Activity Under SSDI and Substantially
Gainful Employment Under VDC
SSDI and VDC apply similar restrictions (and terminology) for the level of earnings that certain
beneficiaries are able to attain, while still maintaining eligibility for the programs. Both SGA
(under the SSDI program) and substantially gainful employment (under the VDC program)36 refer
to the level of work that a person can perform to be considered a “productive” member of the
workforce, and therefore ineligible to receive benefits meant to compensate for an inability to
work. In 2012, SSDI recipients who earn $1,010 per month ($1,690 for blind recipients) or less
can still maintain eligibility for benefits. Moreover, SGA regulations under SSDI allow recipients
to possibly deduct certain impairment-related expenses such as medication, medical supplies, and
devices from their monthly earnings.

33 The 24-month waiting period for Medicare eligibility begins after an individual is disabled for five months,
regardless of when they are actually approved for SSDI benefits. For example, if it takes a person 20 months to receive
approval for SSDI, his or her waiting period for Medicare would actually only be four months. Also, if the final
decision on SSDI eligibility takes longer than 24 months, the individual is entitled to retroactive Medicare benefits and
can submit any bills they paid themselves for reimbursement.
34 38 U.S.C. §1729.
35 See “The VA Health Care System and Eligibility for Care” in CRS Report R41198, TRICARE and VA Health Care:
Impact of the Patient Protection and Affordable Care Act (ACA), by Sidath Viranga Panangala and Don J. Jansen.
36 Referred to hereafter as gainful employment.
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Under the VDC program, gainful employment determinations are only made for recipients of IU
compensation; there are no earnings restrictions for other VDC recipients. Gainful employment is
indexed against the census poverty threshold for a single person, which is $11,702 per year for
2011. Figures for both SGA and gainful employment are adjusted annually to reflect growth in
average wages.
Differences in the Disability Evaluation Process
Differences also exist in the standards for SSDI and VDC disability determinations. For example,
a military servicemember will generally undergo a disability evaluation through the DOD and VA
before being considered for Social Security benefits. If he or she is determined to have sustained
a service-connected condition, such as hearing loss, a rating percentage will be assigned and that
servicemember will be compensated accordingly by the VA. However, with the use of adaptive
technologies, such as telephone relay systems (TRS), even a veteran with severe or total hearing
loss can still function effectively in a civilian work environment.37 Hence, the ability to attain
gainful employment anywhere in the national economy—despite having a disability—would
render him or her ineligible for SSDI benefits. Differences between the current SSDI and VDC
evaluation systems make it possible for even a 100% disabled veteran to be denied SSDI
coverage.38 Table 3 illustrates how these differences may operate in four different hypothetical
scenarios.
Table 3. General VDC and SSDI Eligibility Determinations for Four
Hypothetical Veterans
Hypothetical Scenario
VDC-Eligible
SSDI-Eligible
Veteran A—Suffers from one or more service-connected conditions and
receives a 10% (or greater) disability rating from the VA. SSA subsequently
Yes Yes
determines that the veteran’s condition(s) (service-connected or otherwise) also
prevents him or her from attaining employment.a
Veteran B—Suffers from one or more injuries or illnesses, but the VA
determines that the condition(s) is (1) not service-connected, or (2) not severe
enough to warrant compensation, resulting in a 0% disability rating. SSA
No Yes
subsequently determines that the veteran’s condition(s) (service-connected or
otherwise) does prevent him or her from attaining employment.b
Veteran C—Suffers from one or more service-connected conditions and
receives a 10% (or greater) disability rating from the VA. SSA subsequently
determines that the veteran’s condition(s) (service-connected or otherwise)
Yes No
does not prevent him or her from attaining employment based on the age,
education, and work experience of the veteran.c

37 TRS allows persons with hearing impairments to communicate with others over the telephone via a remote, third-
party interpreter who converts text-to-speech (from the hearing-impaired sender to the hearing recipient) and speech-to-
text (from the hearing sender to the hearing-impaired recipient). There are many types of adaptive and assistive
technologies that enable individuals with disabilities to complete work-related tasks. For more information, see
http://www.disability.gov/technology.
38 According to the Government Accountability Office, approximately 3% of wounded warriors (individuals that have
been injured or fallen ill while on active duty since 2001) receiving VA disability benefits are also receiving SSA
disability benefits. See U.S. Government Accountability Office, Social Security Disability: Additional Outreach and
Collaboration on Sharing Medical Records Would Improve Wounded Warriors’ Access to Benefits, GAO-09-762,
September 16, 2009, p. 18, http://www.gao.gov/new.items/d09762.pdf.
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Hypothetical Scenario
VDC-Eligible
SSDI-Eligible
Veteran D—Suffers from one or more injuries or illnesses, but the VA
determines that the condition(s) is (1) not service-connected, or (2) not severe
enough to warrant compensation, resulting in a 0% disability rating. SSA
No No
subsequently determines that the veteran’s condition(s) (service-connected or
otherwise) also does not prevent him or her from attaining employment based
on the age, education, and work experience of the veteran.b
Source: Table prepared by CRS.
Notes: Assumes that each veteran was in covered employment and has a sufficient work history for SSDI.
Additionally, SSA considers all conditions (i.e., service-connected or otherwise) in making disability
determinations. Determinations for SSDI and VDC eligibility are made on a case-by-case basis and can be
affected by a wide variety of factors. This table is for illustrative purposes only and is not meant to be an
exhaustive list of al possible scenarios.
VDC – Individual Unemployability (IU) eligibility:
a. This veteran may be eligible for IU compensation (if sufficiently disabled) due to the veteran’s likely inability
to engage in substantially gainful employment under VDC regulations.
b. This veteran will not be eligible for IU compensation because they are not eligible to receive disability
compensation.
c. This veteran may be eligible for IU compensation if sufficiently disabled, and the veteran is unable to engage
in substantially gainful employment under VDC regulations.
Differences in the Treatment of Benefits
SSDI payment levels are based solely on a worker’s past average monthly earnings and do not
compensate recipients for short-term or temporary disabilities. Taking into account age, education
and work experience, the recipient must not be able to engage in any work that exists in the
national economy. In contrast, VDC—aimed at compensating veterans that have sustained
injuries or illnesses as a result of military service—determines payment amounts based on the
severity of veterans’ service-connected condition(s), without regard for the employability of the
veterans. Certain veterans who are unemployable, and have a rating of less than 100%, may be
granted additional compensation through IU provisions.
VDC benefits also receive differential treatment under the federal tax code. Any income from VA
benefits cannot be taxed or apportioned, as opposed to SSDI, which may be taxable.39
Furthermore, for those veterans that do receive compensation through both programs, VDC
benefits do not offset SSDI payment levels, or vice versa.

39 See CRS Report RL32552, Social Security: Calculation and History of Taxing Benefits, by Christine Scott.
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Continued Divergence Between SSA and VA
Disability Programs
Assessing VA Disability Compensation for Noneconomic Loss
Under current statute, the VASRD is used as the sole tool in determining compensation levels for
veterans with service-connected disabilities. The VASRD ratings are presumed to reflect the
“average” impact of the impairment on “average” earnings capacity or economic loss. However,
because VDC is granted for any condition incurred or aggravated by military service, VDC is also
provided for conditions that do not impact employment or earnings capacity and thus, payments
for those conditions then reflect noneconomic loss. A 2007 report by the Veterans’ Disability
Benefits Commission concluded that VA disability compensation should additionally compensate
veterans for “… their inability to participate in usual life activities and for the impact of their
disabilities on quality of life,” also called noneconomic loss.40 The Institute of Medicine has also
made recommendations on developing and implementing a methodology that can be used to
evaluate the impact of disabilities on veterans’ quality of life. This methodology could
presumably be used to recommend appropriate compensation for veterans’ noneconomic loss.41
CRS is not aware of similar studies or efforts to identify ways to compensate SSDI recipients for
noneconomic loss.
Challenges Facing Federal Disability Programs in Brief
Administering disability benefits through SSA and the VA has posed considerable challenges.42
Both agencies have faced criticism for a failure to thoroughly revise disability evaluation
standards to reflect the changing nature of the U.S. labor market and advances in medical
technology that have redefined the ability of individuals with disabilities to engage in productive
work activities.43 SSA and the VA have also been criticized for their processes of adjudicating
applications, and the high levels of claims and appeals pending.44 These were two of several
government-wide findings that led the Government Accountability Office (GAO) to designate
federal disability programs as “high-risk.”45

40 Veterans’ Disability Benefits Commission, Honoring the Call to Duty: Veterans’ Disability Benefits in the 21st
Century , October 2007, http://veterans.senate.gov/upload/VetDisBenefitComm9-27.pdf.
41 Institute of Medicine, A 21st Century System for Evaluating Veterans for Disability Benefits, Washington, DC, 2007,
pp. 85-89,http://www.iom.edu/Reports/2007/A-21st-Century-System-for-Evaluating-Veterans-for-Disability-
Benefits.aspx.
42 In addition to SSA and the VA, several other federal agencies also provide benefits and services to individuals with
disabilities including the Departments of Labor, Education, and Health and Human Services.
43 U.S. General Accounting Office, SSA and VA Disability Programs: Re-Examination of Disability Criteria Needed to
Help Ensure Program Integrity, GAO-02-597, August 2002, http://www.gao.gov/new.items/d02597.pdf.
44 The recent economic downturn and expansion of presumptive conditions have resulted in an influx of new claims.
For information on SSA plans to reduce hearings backlogs, see U.S. Government Accountability Office, Social
Security Disability: Additional Performance Measures and Better Cost Estimates Could Help Improve SSA’s Efforts to
Eliminate Its Claims Backlog, GAO-09-398, September 2009, http://www.gao.gov/new.items/d09398.pdf.
45 See http://www.gao.gov/highrisk/risks/insurance/federal_disability.php. The GAO maintains a “High-Risk” program
which highlights areas of the federal government “… that are at high risk for waste, fraud, abuse mismanagement or in
need of broad reform.” For more information on GAO High-Risk program, see http://www.gao.gov/highrisk/risks/
(continued...)
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SSA Plan to Address Program Issues
According to SSA, the agency seeks to modernize the disability evaluation system and is
currently in the process of revising its ratings system, and has further reviewed the role of SSDI
in a comprehensive government-wide disability policy. For example, SSA has conducted outreach
efforts to wounded warriors returning from Operations Iraqi Freedom (OIF) and Enduring
Freedom (OEF) to begin the application process for SSA disability benefits prior to separating
from the military.46
In 2007, SSA developed a plan to eliminate hearings backlogs that increased due to the recent
economic decline, increase in baby-boomer claims, and after coming under scrutiny by the GAO,
which insists SSA develop a more comprehensive strategy to reduce backlogs.47 In March 2010,
the SSA Commissioner announced that pending disability hearings stood at 697,437 nationally,
decreasing more than 71,000 cases since December 2008.48
Also, under the provisions of the Ticket to Work and Work Incentives Improvement Act of 1999
(P.L. 106-170), SSA provides vouchers to Social Security disability beneficiaries that can be used
to receive vocational rehabilitation or other employment support services from public or private
providers within the SSA Employment Network.49 SSA has also developed a work incentive
policy that enables SSDI recipients to work and still receive monthly benefits with the goal of
helping those individuals to eventually achieve self-sufficiency.50 In 2012 recipients that earn in
excess of $720 per month enter a “trial work” period, where they can test their ability to perform
on-the-job without losing disability benefits. The disability is not considered to be ended until the
recipient is able to work for at least nine months over a 60-month period.51
SSA also recently concluded the Accelerated Benefits Demonstration project, which tested the
health and employment outcomes of SSDI recipients who received health benefits sooner than the
24-month waiting period.52 Key finding from the study results demonstrated that participants (1)
made extensive use of available program services, (2) reported fewer unmet medical needs, and
(3) were encouraged to seek work, although employment levels did not increase in comparison
with a control group. The results further suggest that continued tracking of participants’

(...continued)
index.php.
46 See “SSA Outreach to Veterans” in CRS Report RL33991, Disability Evaluation of Military Servicemembers, by
Christine Scott and Don J. Jansen.
47 See U.S. Government Accountability Office, SOCIAL SECURITY DISABILITY: Additional Performance Measures
and Better Cost Estimates Could Help Improve SSA’s Efforts to Eliminate Its Hearings Backlog, GAO-09-398,
September 2009, http://www.gao.gov/new.items/d09398.pdf, and U.S. Government Accountability Office, SOCIAL
SECURITY DISABILITY: Management of Disability Claims Workload Will Require Comprehensive Planning, GAO-
10-667T, April 27, 2010, http://www.gao.gov/new.items/d10667t.pdf.
48 See http://www.ssa.gov/pressoffice/pr/hearings-backlog-0310-pr.htm.
49 However, several studies suggest that very few Social Security disability beneficiaries participate in the Ticket
program. For more information, see CRS Report R41934, Ticket to Work and Self-Sufficiency Program: Overview and
Current Issues, by Umar Moulta-Ali.
50 See http://www.abtassociates.com/page.cfm?PageID=40977.
51 See http://www.ssa.gov/OACT/COLA/twp.html.
52 See http://www.ssa.gov/disabilityresearch/accelerated.htm. For more information on SSA’s demonstration projects,
see CRS Report RL33585, Social Security Disability Insurance (SSDI) Demonstration Projects, by Scott Szymendera.
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employment gains will be important to understand the long-term impacts of providing early
health benefits to SSDI beneficiaries.53
VA Response to VDC Program Criticism
As of September 4, 2012, the VA has 820,660 veterans’ claims pending for disability
compensation and 67.5% (554,014) of those claims have been pending for 125 days or longer
(i.e., from the date the claim was received by the VA).54 The number of claims pending has been
of growing concern to veterans, VSOs, and Members of Congress. Congress appropriated
additional resources toward reducing the accumulation of claims and appeals. The average
number of days to process a rating-related claim was 181 days in FY2001, prior to the OIF and
OEF military conflicts. Because of ongoing efforts by the VA to add personnel and make greater
use of technology, the average processing time was reduced to 161 days in FY2009. In addition to
the issues surrounding pending claims, GAO has also specifically cited the VA for inconsistencies
in the ratings systems across the VA regional offices.55
In a separate response to criticism on their process for awarding benefits, the VA—citing the 1956
Bradley Report—asserts that their “… disability ratings represent noneconomic factors, such as
pain and suffering, in addition to average loss of earnings.” They further state that prior proposals
to update the ratings system have proven unpopular with Congress and VSOs. Nevertheless, a
recently established advisory committee will advise the VA Secretary on reviews of the VASRD.56

Author Contact Information

Umar Moulta-Ali

Analyst in Disability Policy
umoultaali@crs.loc.gov, 7-9557



53 For more information see Charles Michalopoulos, David Wittenburg, and Dina A. R. Israel, et al., The Accelerated
Benefits Demonstration and Evaluation Project, MDRC, Impacts on Health and Employment at Twelve Months,
February 2011, http://www.ssa.gov/disabilityresearch/documents/AB%20Vol%201_508%20comply.pdf.
54 See the VA “Monday Morning Workload Reports” available online at http://www.vba.va.gov/rehttp://www.ssa.gov/
disabilityresearch/documents/AB%20Vol%201_508%20comply.pdfports. Only 235,294 (28.7%) of current claims are
initial or original claims; the remainder are claims for survivors, dependents or additional compensation for a veteran
that is related to an increase in evaluation (the disability rating percentage) or additional disabilities for veterans already
receiving disability compensation.
55 U.S. Government Accountability Office, VETERANS’DISABILITY BENEFITS: Claims Processing Challenges and
Opportunities for Improvements, GAO-06-283T, December 7, 2005, http://www.gao.gov/new.items/d06283t.pdf.
56 The Advisory Committee on Disability Compensation was established in 2008 under the provisions of P.L. 110-389,
with the objective of advising the Secretary of Veterans Affairs on the maintenance and periodic readjustment of the
VASRD. For the committee charter, past reports, minutes from past meetings, and a schedule of future meetings, see
http://www1.va.gov/advisory/page.cfm?pg=62.
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