Communication Breakdowns, Hiring Volume Surges, and Aging System Integration Challenges Delayed Some IRS Hiring Efforts

The IRS Human Capital Officer should design a corrective action plan focused on improving training, communication, and coordination between the BOD/function hiring representatives and the HR specialists throughout the hiring process to further assist with reducing delays in the application process.

The IRS Human Capital Officer should develop comprehensive, up-to-date reference materials that the HR specialists and the BOD/function hiring representatives can use as they process hiring actions.

The IRS Human Capital Officer should coordinate with the Chief, Facilities Management and Security Services, to update hiring process workflow instructions to include alerting applicants to upcoming deadlines in the fingerprinting process. These instructions should also ensure that applicants are informed to complete the fingerprinting process within a certain time frame that will allow the Personnel Security function sufficient time to complete the remaining initial security checks steps. If the applicant is unable to complete the fingerprinting process within the given time frame, then a reason should be provided and should be added to the prospective employee’s file.

The IRS Human Capital Officer should request from the OPM additional automation enhancements to USA Staffing to improve its information accuracy and reduce data input errors.