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Home > Business and Economics Books > Business and Management > Additional Consideration of Prior Conduct and Performance Issues Is Needed When Hiting Formaer Employees
Additional Consideration of Prior Conduct and Performance Issues Is Needed When Hiting Formaer Employees

Additional Consideration of Prior Conduct and Performance Issues Is Needed When Hiting Formaer Employees


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About the Book

Between January 2010 and September 2013, IRS records show that the IRS hired more than 7,000 former employees (78 percent were temporary or seasonal positions). Most rehired employees do not have performance or conduct issues associated with prior IRS employment. However, TIGTA found that the IRS did hire hundreds of former employees with these types of issues. TIGTA reviewed a random sample from more than 300 employees with significant prior performance or conduct issues who were hired between January 2010 and July 2013 and determined that the IRS appropriately applied OPM suitability standards (e.g., determining whether applicants had prior criminal activity, material false statements, or illegal drug use). However, TIGTA identified hundreds of former employees who were hired with prior substantiated conduct or performance issues. For example, 141 former employees with prior substantiated tax issues, including five who the IRS found had willfully failed to file their Federal tax returns, were hired. Other substantiated issues from previous IRS employment included unauthorized access to taxpayer information, leave abuse, falsification of official forms, unacceptable performance, misuse of IRS property, and off-duty misconduct. Although they may meet OPM suitability standards, rehiring prior employees with known conduct and performance issues presents increased risk to the IRS and taxpayers. For example, TIGTA found that nearly 20 percent of the hired former employees sampled with prior substantiated or unresolved conduct or performance issues had new conduct or performance issues (e.g., tax noncompliance or unauthorized access to tax account information). During the audit, IRS officials stated that prior conduct and performance issues do not play a significant role in deciding the candidates who are best qualified for hiring and that they believe they are applying OPM suitability standards appropriately. In addition, IRS officials stated that the OPM and IRS General Legal Services should be consulted to determine if full consideration of prior conduct and performance issues violates Federal regulations.


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Product Details
  • ISBN-13: 9781512085396
  • Publisher: Createspace
  • Publisher Imprint: Createspace
  • Height: 279 mm
  • No of Pages: 26
  • Spine Width: 1 mm
  • Width: 216 mm
  • ISBN-10: 1512085391
  • Publisher Date: 07 May 2015
  • Binding: Paperback
  • Language: English
  • Returnable: N
  • Weight: 86 gr


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