Pursuant to a congressional request, GAO reviewed the Internal Revenue Service's (IRS) efforts to recruit college graduates for its enforcement staff, focusing on: (1) the quality of IRS enforcement recruits; (2) IRS management of its college recruitment program; and (3) IRS relationships with colleges and universities.
Recommendations for Executive Action
|Internal Revenue Service||1. The Commissioner of Internal Revenue should direct the Human Resources Division to assess the Campus Executive Program to: (1) determine what each district office is doing to establish effective working relationships with target schools; and (2) identify any needed changes to the program.|
|Internal Revenue Service||2. The Commissioner of Internal Revenue should direct the Human Resources Division to take a more active role in directing and overseeing the college recruitment program.|
|Human Resources Division||3. The IRS Human Resources Division should develop a set of performance measures that can be used to assess the quality of new enforcement staff (academic performance is an example of such a measure).|
|Human Resources Division||4. The IRS Human Resources Division should establish standards for each of those measures (in top 10 percent of graduating class might be one standard of academic performance).|
|Human Resources Division||5. The IRS Human Resources Division should develop a measurement system that will allow comparisons of data on new enforcement staff to the standards.|
|Human Resources Division||6. The IRS Human Resources Division should use this information to periodically evaluate the effectiveness of the college recruitment program at the district, regional, and national levels.|