Program Manager (Department Manager)

General Manager Duties: As a Department Manager you will: Define business goals, develop work plans and set short and long term priorities to be accomplished by subordinates. Direct, coordinate and oversee work plans through subordinate managers and supervisors.

Assign work based on priorities, selective consideration of the difficulty and requirements of assignments, and the capabilities of employees. Evaluate program implementation and effectiveness. Provide guidance, advice, counsel or instruction to subordinates in resolving administrative and on technical problems.

Manage relationships with functional executives of IRS operating divisions within the area serviced, officials of other agencies, and in advising management officials of higher rank.

Develop performance standards and evaluate work performance of subordinate supervisors and managers; Serve as the reviewing official on evaluations and performance recognition or disciplinary actions of non-supervisory employees rated by subordinate supervisors.

Manage and resolve group grievances, employee complaints and/or other issues elevated to the second level. Make decisions and/or approve expenses on routine and/or non-routine, costly or controversial requests and/or personnel related actions (e.g., selection, training, promotions).

Serve as a coach and/or mentor to subordinate managers and/or employees on an ongoing basis, tailoring the emphasis based on the particular needs and background.

Initiate ways to improve efficiency of the department and increase the quality of the work directed; Find and implement ways to eliminate or reduce significant bottlenecks and barriers to production, promote team building or improve business practices. The following are the job specific duties of this position.

You will have the opportunity to learn to perform these duties and receive training to help you grow in this position. Works with TS executives, Area Directors, and counterparts in other IRS Divisions in formulating new or revised policies for TS. Develop overall objectives, strategies, actions and critical success factors for Policy.

Ensures that area plans and accomplishments are consistent with TS goals, schedules, and policies. Conducts briefings and prepares comprehensive reports to keep top-level managers and leaders apprised of program plans and progress and to communicate findings and recommendations.

Prepares agency directives, IRM issuances, memoranda, TS policy statements, and other written guidelines and recommendations. Makes recommendations for actions when adjustments or a difference course of action is necessary. STANDARD POSITION DESCRIPTIONS (SPD): PD99341 Visit the IRS SPD Library to access the position descriptions.

Federal experience is not required. Experience may have been gained in the public sector, private sector or through Volunteer Service. One year of experience refers to full-time work; part-timework is considered on a prorated basis.

To ensure full credit for your work experience, please indicate dates of employment by month/day/year, and indicate number of hours worked per week, on your resume. You must meet the following requirements by the closing date of this announcement.

SPECIALIZED EXPERIENCE: To be minimally qualified for this position you must have at least one year of specialized experience equivalent to the next lower level payband or GS grade in the normal line of progression in the Federal Service.

Specialized experience would include one year of substantive supervisory or program management experience at the GS-11, 12 or 13 level or equivalent level.

To be qualifying for this position your experience must include: Applying management techniques, methods, theories, principles, and labor relations concepts, to assure optimum utilization of personnel, equipment, and space for the accomplishment of all program objectives with combined technical and administrative oversight.

Utilizing compliance programs, work functions, and staff hour planning methods and techniques such as calculating the need for Full Time Employees (FTE) and staff to plan, direct and manage the functions and employees of the department or section.

Identifying cause for error trends and performance gaps by reviewing quality reports and conducting root cause analysis.

Identifying risks, evaluating workflows, and implementing procedural or training improvements (e.g., Continuing Professional Education (CPE), Continuous Manager Education 365 (CME 365), or needs-based training, etc.) Utilizing work systems (e.g., Integrated Data Retrieval System (IDRS), Accounts Management System (AMS), Embedded Quality Review System, National Quality Review System (EQRS/NQRS), Embedded Quality Submission Processing (EQSP), Batch Blocking Tracking System (BBTS) or Servicewide Electronic Research Program (SERP), etc.) and processes affecting assigned functions and decisions concerning workflow, production, and quality; short-term and long-term inventory management, workload balancing and resource allocation.

Applying budget and fiscal methods used in establishing and maintaining an organization, (i.e. ability to maintain and manage financial resources).

Maintaining proficiency in written and verbal communication techniques to effectively and diplomatically interact with internal and external customers, providing feedback on employee writing and performance, and providing clear instruction to audiences at all levels (frontline staff, operation managers, executives, etc.) Experience applying regulations, other official guidance and principles, including the latest procedures and techniques sufficient to oversee the planning, development and implementation of the technical aspects of programs specific to the department manager level including disciplinary processes (e.g., writing counseling memos, developing action plans/Performance Improvement Plans (PIPs) etc.) using Internal Revenue Manual (IRM), Code of Federal Regulations (CFR), Servicewide Electronic Research Program (SERP) or other official guidance.) AND You must also meet the following requirement(s): TIME AFTER COMPETITIVE APPOINTMENT (TACA): By the closing date (or if this is an open continuous announcement, by the cut-off date) specified in this job announcement, current civilian employees must have completed at least 90 days of federal civilian service since their latest non-temporary appointment from a competitive referral certificate, known as time after competitive appointment.

For this requirement, a competitive appointment is one where you applied to and were appointed from an announcement open to "All US Citizens". For more information on qualifications please refer to OPM's Qualifications Standards. Go to Understanding the IRS Paybands for GS/IR conversion.