Completion Date: 03/31/2023
1st Quarter: The Taxpayer Advocate Service (TAS) continued to advocate for improvements in IRS hiring, recruitment, and employee training processes during the first quarter of Fiscal Year (FY) 2023 by advocating for the Direct Hire Authority (DHA). TAS believes it is one of the best ways to expedite the current hiring process to hire individuals into the competitive civil service in permanent or nonpermanent positions by bypassing obstacles to allow for quicker hiring. The National Taxpayer Advocate will recommend in her 2022 Annual Report to Congress (ARC) the IRS pursue DHA for more critical positions across the service. Also, the NTA will recommend in the ARC that IRS reallocate budgetary resources to invest in a web-based personnel security inventory management system to upgrade current IRS background investigation system technology to eliminate antiquated processes, reduce manual workload, and improve interconnection with other systems. Further, TAS hired a new analyst to manage our interview and career pathing program. The program manager began by engaging in knowledge transfer activities to learn the program and our organizational goals. The program manager then worked to develop a plan that analyzes potential options to improve and streamline the IRS interview and selection process.
2nd Quarter: TAS continued advocating for improvements in IRS hiring, recruitment, and employee training processes in the second quarter of 2023 through several activities. We recommended the IRS reallocate additional budgetary resources to their Strategic Talent Analytics and Recruitment Solutions (STARS) team so it can implement an updated Strategic Recruitment Plan to increase recruitment partnerships with private sector recruiting firms, universities, community colleges, and any other sources where diverse and qualified applicants may be underemployed. While the IRS made improvements in the hiring process, TAS identified certain barriers still exist, including the security clearance and fingerprinting processes (fingerprinting appointment availability continues to be a challenge) which is impacting the pace of hiring. To further streamline the personnel security and employee screening processes, TAS recommended IRS reallocate budgetary resources to invest in a web-based personnel security inventory management system to upgrade current background investigation system technology to eliminate antiquated processes, reduce manual workload, and improve interconnection with other systems. TAS also encouraged IRS’ Human Capital Office (HCO) to work with the Facilities Management and Security Services, the Treasury Department, and other stakeholders to consider additional ways to shorten the security clearance, background check, and fingerprinting processes, including by considering outsourcing parts of the process to additional contractors.
Further, TAS contributed four members to an IRS University service wide analyst training team, who have driven the identification of analyst training needs and curriculum that includes a capstone exercise. The team completed their assignment with recommendations forwarded by IRS University team leaders for HCO next steps determination.
This objective is closed.