Internal Revenue Service Workforce of Tomorrow

Task Force

AIM Growing Future Leaders WorkshopAugust 6, 2009

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Goals of the IRS Workforce of Tomorrow Task Force

“The goals of this task force are straightforward: to make the IRS the best place to work in government, and to

ensure that five years from now we have the leadership and workforce ready for the next fifteen years at the IRS”

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Workforce of Tomorrow Task Force

Valuing and retaining our people

Streamlining the hiring process

Enhancing the role of managers

Attracting the bestGrowing future

leaders

Planning a dynamic people strategy

Commissioner’s Office

HCO

Subject Matter Experts

External stakeholders

• Operating Divisions/ Functional Divisions

• Human Capital Board

• NTEU Advisory Group

• Oversight Board

• Treasury

• Managers Associations

Structure of Workforce of Tomorrow Task Force

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•Performance commitment regarding mentoring

•Streamlined leadership competencies from 21 to 4

•Leadership Succession Review enhancements and policy changes

•Accelerated readiness program pilot in Criminal Investigation

•Geographic Leadership Council pilot

5. GROWING FUTURE LEADERS5

How can we enhance leadership development at all levels to ensure that the best leaders are identified, developed, and placed in the right positions throughout their careers?

Initiatives developed

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FY09 PERFORMANCE COMMITMENT FOR ALL EXECUTIVES AND SENIOR MANAGERS

I will identify qualified candidates for management and executive development by:

Conducting a  comprehensive developmental discussion with each direct report, which includes  developing  a career learning plan;

Fostering opportunities for  increased learning and career advancement activities;

Participating in recruiting, hiring, coaching and/or training activities

Collaborating within the IRS to improve opportunities for importing/exporting talent

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STREAMLINED LEADERSHIP COMPETENCIES

• Continual learning• Integrity/honesty• Technical credibility• Communication• Developing others• Diversity awareness• Group leadership• Teamwork• Decisiveness • Adaptability• Entrepreneurship• Strategic thinking• Influencing/negotiating• Partnering• Political savvy• Achievement orientation • Business acumen• Customer focus• External awareness• Service motivation• Problem solving

21 original competencies

Personal Leadership

Leading Others

Business Results

Streamlined competencies

Leading Improvement

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WHAT IS THE LEADERSHIP SUCCESSION REVIEW SYSTEM?SAMPLE SCREEN

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SAMPLE LSR ASSESSMENT

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LSR ENHANCEMENTS UNDERWAY OR UNDER CONSIDERATION

• Develop and implement a web-based Career Learning Plan and link to LSR data to identify functional and cross-functional developmental assignments

• Expansion of LSR to include additional non-managerial employees

• Explore using LSR data as a factor for selection into leadership readiness programs and managerial vacancies

• Implement an annual uniform LSR cycle

• Conduct a Lean/Six Sigma analysis of the LSR process to reduce variation across business units

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PROPOSED GEOGRAPHIC LEADERSHIP COUNCIL PILOT

Talent management objectives:

• Mentor emerging leaders at all levels of the organization and across each operating division

• Support talent development opportunities for emerging leaders, including details, shadow assignments, and mentorship programs across divisions

• Promote a culture that supports continuous learning

• Provide board and staff participants an opportunity for development and mentorship

LMSB

SBSE

W&I

MITS

AWSS

TEGE

CI

All business units

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NEXT STEPS

Finalize Workforce of Tomorrow final report and announce to all employees

Release report to external stakeholders including Treasury, Oversight Board, and Congress

Monitor progress of the initiatives

Establish an Annual Workforce Summit

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Questions?

Visit:http://WorkforceofTomorrow.web.irs.gov

Email:*Workforce of Tomorrow