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WHAT IS THE HUMAN CAPITAL OFFICE DIVISION? The HCO mission is to make IRS an employer of choice and a leader in human capital planning and management. It develops strategies and tools for recruiting, hiring, developing and retaining a highly skilled and high performing workforce to support the IRS mission. HCO develops and implements technology-enabled systems to improve human capital planning and management and to empower employees to achieve their potential.
WHAT DOES A FRONT LINE MANAGER DO? As a Front Line Manager, first level supervisor, you will be responsible for assigning, directing, and reviewing the work of subordinate employees. You will use your leadership skills and management techniques for planning, scheduling, and coordinating work operations, planning and carrying out the training and development of employees, evaluating employees' work performance, and in performing all other related administrative functions. Generally, you will direct the work operations of subordinates performing administrative, complex clerical, technical and/or work comparable in nature. The functions, activities, and services provided may have limited geographic coverage and support activities within specific agency program segments.
As a Front Line Manager you will:
- Plan work to be accomplished by subordinates, sets and adjusts short-term priorities, and prepares schedules for completion of work.
- Assign work to subordinates based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees.
- Evaluate work performance of subordinates and makes recommendations for outstanding performance recognition and/or disciplinary action.
- Give advice, counsel, or instruction to employees on work and administrative matters.
- Interview candidates for positions within the organization/unit, and recommend appointment, promotion, or reassignment to such positions.
- Hear and resolve complaints from employees, refer group grievances and/or more serious unresolved complaints as appropriate.
- Effect minor disciplinary measures, such as warnings and reprimands, recommend other actions in more serious cases.
- Identify developmental and training needs of employees, providing or arranging for needed development and training.
- Initiate ways to improve production, work processes, and/or to increase the quality of the work directed.
WHERE CAN I FIND OUT MORE ABOUT OTHER IRS CAREERS? If you want to find out more about IRS careers, visit us on the web at www.jobs.irs.gov
This is a Term appt, made for an initial period of 13 months and may be extended in increments of 1 year (or less) up to the 4 year limit. There may be a potential for conversion under RRA 98 to a permanent appt in the competitive service through internal merit promotion procedures. Conversion to a permanent appt is not automatic or guaranteed. To be eligible for conversion, you must apply and compete for an internal vacancy announcement that is in the same line of work and open to Term employees. In addition, you must have completed 2 years of current continuous service under a Term appt (or any combination of Term appts under competitive procedures) and received at least a fully successful performance rating.
Occasional travel - Travel may be required 1 to 5 nights per month
Job family (Series)
This job originated on www.usajobs.gov. For the full announcement and to apply, visit www.usajobs.gov/GetJob/ViewDetails/540895800. Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.