What's Happening?
The Internal Revenue Service (IRS) has come under scrutiny following a report by the Treasury Inspector General for Tax Administration (TIGTA) that revealed significant delays in equipping new hires. In 2024, the IRS onboarded nearly 19,000 employees,
but many did not receive necessary equipment or performance expectations in a timely manner. Specifically, 40% of these employees received their laptops more than five workdays after their start date, hindering their ability to perform job duties, participate in online training, and access agency systems. Additionally, 44% of new hires did not receive critical job elements, such as performance expectations, within 30 days of starting. The IRS also faced challenges with managers not completing required quarterly touchpoint activities, which are designed to guide discussions with new employees on training and performance. In response to these issues, TIGTA made several recommendations to the IRS, including improving the timing of equipment requests and formalizing new employee orientation guidance.
Why It's Important?
The delays in equipping new IRS hires have significant implications for the agency's operational efficiency and effectiveness. With nearly 19,000 new employees affected, the IRS's ability to fulfill its tax administration duties could be compromised, potentially leading to delays in processing tax returns and addressing taxpayer inquiries. The lack of timely equipment and performance guidance can also impact employee morale and productivity, as new hires may feel unsupported and unprepared to meet job expectations. Furthermore, the IRS's failure to implement effective onboarding processes could undermine public confidence in the agency's ability to manage its workforce and resources efficiently. This situation highlights the importance of robust human resource management practices in federal agencies, particularly those with critical public service roles.
What's Next?
The IRS has agreed to implement most of TIGTA's recommendations, which include determining when managers must request new laptops and formalizing standard new employee orientation guidance. The agency is also expected to alert managers when performance plans are overdue and establish guidance for quarterly touchpoint meetings. These steps aim to improve the onboarding process and ensure new hires are equipped and informed in a timely manner. As the IRS works to address these issues, it will be crucial for the agency to monitor the effectiveness of these changes and make further adjustments as needed. Stakeholders, including Congress and taxpayer advocacy groups, may continue to scrutinize the IRS's efforts to improve its workforce management practices.
