Continue to support and expand TAS leadership development programs to provide employees tools and opportunities to grow in their careers

Activity 1: Conduct a detailed analysis of the Taxpayer Advocate Service’s succession plan to identify potential risks and identify steps to mitigate those risks.

Activity 2: Provide education material and individual assistance to TAS employees with the start of the new LSR cycle.

TAS leaders from the Operations Support Division met to discuss redundancies across the organization and identified potential changes in several programs, including the detail opportunities database, resume-building, recruitment, and activities related to Career Pathing and LinkedIn Learning. The Leadership Development and Support Office (LDSO) launched a communication and awareness campaign for the Leadership Succession Review (LSR) program in the 1st quarter. Additionally, five workshops on LSR and Career Learning Plan (CLP) were conducted, including one workshop for the Aspiring Leaders Program (ALP) which had Servicewide impact, reaching 125 aspiring leaders.

Due to the hiring freeze and recent Executive Order (EO), the TAS Leadership Development and Support Office (LDSO) paused operations on the TAS detail database, resume building, recruitment, and activities related to Career Pathing and LinkedIn Learning to ensure alignment with updated federal guidance. To pivot, the acting LDSO Director completed skills assessment for current team members. This information was recently provided to leadership.

Leadership Succession Review (LSR) communications decreased in Q2 due to shifting priorities from EOs; in Q2, IRS paused LSR system usage to remove DEI language; LDSO conducted four workshops on LSR/ Career Learning Plan (CLP) and published two Communication Assistance Requests to prepare for Stage 2 of the LSR cycle. In addition, LDSO conducted one LSR and CLP workshop with Servicewide impact to Aspiring Leaders Program participants reaching 38 aspiring leaders.

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