Processes and Procedures for Rehiring Employees With Prior Conduct or Performance Issues Were Implemented but Not Always Followed

The Human Capital Officer should update the Internal Revenue Manual to require Employment Talent and Security staff to review all Automated Labor and Employee Relations Tracking System (ALERTS) issues in the hiring tool, not just those within the past six years.

The Human Capital Officer should update the hiring tool used to review Automated Labor and Employee Relations Tracking System (ALERTS) history so that the tool includes all past conduct and performance issues during the selection process.

The Human Capital Officer should conduct periodic quality reviews of the rehire process to ensure that implemented controls are effective and documentation of decisions to rehire former employees with prior conduct or performance issues receive appropriate levels of concurrence and approval prior to a tentative offer being issued.

The Human Capital Officer should train selecting officials on the new requirements (including application of the conduct and performance matrices) and advise them that compliance with the procedures is subject to quality review.