HCO, ETS established Servicewide personnel staffing accountability procedures to fulfill effective and strategic management of external and internal placement programs in support of the HCAAF and IHCAAF Talent Management human capital system.

HCO, ETS, Policy and Programs Office is responsible for managing the Service’s personnel staffing accountability programs and will ensure adherence to:

The intent of the IRS Personnel Staffing Accountability Program is to drive human capital recruitment and retention decisions by using the results of the assessments to improve and correct talent management practices. The findings of the assessment will provide meaningful data in which to base initiatives and training to improve human capital talent management policy and procedures. It also ensures a level of accountability from leadership and management throughout the Service.

The IRS staffing assessment reviews are coordinated and led by the Accountability Program Manager or Team Lead in the HCO, ETS, Policy and Program Office. IRS review cadre members include senior subject matter experts (SME) on internal staffing, delegated examining, and pay setting programs. The IRS review cadre include OPM staff members when assessing delegated examining activities.

Cadre members are selected from HCO, ETS, Policy and Programs Office staff and from each of the Employment Operations. Cadre members must be Senior Human Resource Specialists at the GS-12 level or above.

Accountability assessments of the Internal Placement Program activities for each employment office will be conducted on a rotational basis. The scope of these assessments may include a comprehensive review of the entire program or it may focus on one or several specific program areas where a need for such a review has been identified.

On-site or off-site reviews will ensure success in fulfilling human capital talent management initiatives. Employment offices will be notified in advance and in writing of the schedule and the primary focus of the review.

A report of the review will be released to the appropriate employment office management and management officials within 60 days of the audit date and will include findings, i.e., strengths, weaknesses, violations, discrepancies, required actions, best practices and recommendations for improvement. The employment office is required to provide a written response to the findings report within 60 days of receipt. The response must identify corrective actions taken that will address the compliance aspect of the report.

In partnership with OPM/Treasury, accountability assessments/audits of delegated examining activities at employment offices are conducted on-site to ensure success in carrying out human capital talent management initiatives. The assessments will focus on reviewing the recruitment and hiring processes of the Delegated Examining Units (DEU) and will ensure adherence to merit system principles, laws, regulations and IRS/Treasury policies and procedures. The assessments also establish a framework to ensure effective use of recruitment and retention practices that produce results and support the strategic management of IRS’ human capital talent.

A report of the review will be released to OPM, Treasury, and the appropriate employment office management and management officials within 60 days of the audit date and will include findings, i.e., strengths, weaknesses, violations, discrepancies, required actions, best practices and recommendations for improvement. The DEU management and staff are required to provide a written response to the findings report within 60 days of receipt. The response must identify corrective actions taken that will address the compliance aspect of the report.

An annual report of the audits conducted during a fiscal year will be provided to OPM and Treasury and will include all findings, best practices, identified areas of improvement, and corrective actions taken to improve human capital strategies and program integrity.

A number of special programs are available to Treasury bureau employees who meet program requirements. The evaluation of each special program ensures regulatory compliance while supporting the Service's mission. Special programs include:

Evaluation of these programs supports the IRS Personnel Staffing Accountability Program by:

Accountability reviews of the special programs will be conducted on-site or off-site. Employment offices will be notified in advance and in writing of the schedule and primary focus of the review.

A report of the review will be released to the appropriate employment office management and management officials within 60 days of the review date and will include findings i.e., strengths, weaknesses, violations, discrepancies, required actions, best practices and recommendations for improvement. The employment office is required to provide a written response to the findings report within 60 days of receipt. The response must identify corrective actions taken that will address the compliance aspect of the report.