General government: IRS Strategic Workforce Planning (2019-07)
Year Identified: 2019
Area Number: 7
Area Type: Fragmentation, Overlap & Duplication
Actions
The Commissioner of Internal Revenue should fully implement the Workforce Planning initiative, including taking the following actions: (1) conducting enterprise strategy andplanning, (2) conducting workforce analysis, (3) creating a workforce plan, (4) implementing the workforce plan, and (5) monitoring and evaluating the results.
The Commissioner of Internal Revenue should fully implement the Workforce Planning initiative, including taking the following actions: (1) conducting enterprise strategy andplanning, (2) conducting workforce analysis, (3) creating a workforce plan, (4) implementing the workforce plan, and (5) monitoring and evaluating the results.
As of February 2020, the Internal Revenue Service (IRS) reported it has hired or made final offers to new members of its Workforce Planning branch that will help implement theWorkforce Planning initiative. According to IRS, the agency is updating its workforce planning policy, and will establish a workforce plan including an enterprise strategy andinitiate related workforce analysis by December 2020. By December 2021, IRS expects to implement the workforce plan and a process to monitor and evaluate the results of theworkforce plan. Full implementation of a workforce plan that provides a comprehensive inventory of its current workforce will allow IRS to develop competency and staffingrequirements to conduct agency-wide activities associated with identifying and addressing skills gaps.
The Commissioner of Internal Revenue should ensure the Human Capital Officer and Deputy Commissioner for Services and Enforcement collaborate to develop a work plan or othermechanism that prioritizes and schedules skills assessments for mission critical occupations at highest risk of skills gaps, such as those identified by Treasury or where keyactivities have been scaled back, for the purposes of developing a strategy to close the gaps.
The Commissioner of Internal Revenue should ensure the Human Capital Officer and Deputy Commissioner for Services and Enforcement collaborate to develop a work plan or othermechanism that prioritizes and schedules skills assessments for mission critical occupations at highest risk of skills gaps, such as those identified by Treasury or where keyactivities have been scaled back, for the purposes of developing a strategy to close the gaps.
As of February 2020, IRS reported that it expects to fully implement this action by June 15, 2020. IRS reported that full implementation of related actions has been delayeddue to limited resources. To date, the IRS Human Capital Officer has (1) identified mission critical occupations (MCOs), (2) collaborated with the Employment, Talent andSecurity (ETS) Division to develop an implementation schedule for the assessments, (3) obtained the Worklife Benefits and Performance Division and ETS Division Directors'approval of the implementation schedule, and (4) published and distributed the schedule. Going forward, the IRS Human Capital Officer will coordinate with the Chief FinancialOfficer and the Deputy Commissioner for Services and Enforcement in developing a work plan or other mechanism that prioritizes and schedules skills assessments for missioncritical occupations. IRS will also validate its list of 22 positions established in coordination with Treasury. A work plan for addressing MCOs and skills gaps could help IRSidentify and close skills gaps on a timely basis. Without such a plan, IRS risks continuing to scale back on mission-critical activities, adding to the existing fragmentationof its human capital planning efforts.
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