r/IRS_Source

In case anyone's been keeping track, it is now month 2 since the IRS IT All-Hands meeting. I have yet to see any new hiring or job postings being done for IRS IT on USAJOBS.

I have seen some murmurs on r/usajobs regarding "TechForce" hiring being done for IRS IT, and I certainly hope that's not what he meant by opening up new 175 IRS IT jobs. Considering that TechForce seems to be a 2-3 year contract, and not an actual permanent fed position.

Also, the leaked IRS employee headcount document for 2027 explicitly states that there are no plans to increase IT employees for 2027. I can only conclude that the CIO lied.

Looking for advice - I am currently/was an IT Professional in the IRS. I was a technical project manager and now im doing taxes on an involuntary detail. I have been applying to get back to relevant work and have been interviewing and even referred for a few positions within other agencies. Some of these positions I am positive come with a probationary period, anywhere from 1 year to 3 years of probation. If offered, is it worth taking a position that comes with a probationary period, or should i just stay put? I think i may know the answer, but it is becoming increasingly difficult to watch my career and profession be railroaded and wondering what i should do if an opportunity presents itself.

They told us it was for cleaning, but it just seems so odd that I can't leave anything at my desk at the end of the day

It seems unfathomable that it could get worse. IMS is over 20 years old and works like the stuff I was working on in the 1990s. Lol

Why can't we just modify an off the shelf big 4 product?

Can a FLM deny a RA requesting up to 2 days a month telework due to the EO RTO?

All,

I recently had a quick interactive process meeting with my FLM and RAC. The RAC was very friendly and asked me about my request and why I needed it. He also asked my manager if they had any questions, and my manager confirmed that they approved my RA request. The RAC did inquire if we had tried any alternative accommodations and advised that they are not mandatory, but Treasury might ask why one wasn’t considered. Ultimately, they decided to document everything and send it to Treasury for review.

Now I’m just wondering how long Treasury will take for review…Any ideas?

I submitted my RA in January.

Witnessed a colleague work a second job on government equipment and government time. Dude never got caught and retired happily ever after.

I'm sure there's crazier.

What have you seen in your time here?

There is a discussion meeting about the LB&I realignment this Thursday. Does anyone have any details or know what topics are going to be discussed? I want to know what to expect for the future. Speculation discussion is welcome here.

I was taken out of my manager position. I am a martyr.

Revenue agent here. I’m usually one of the first people in and among the last to leave my office, and it’s starting to burn me out. I’ve lost weight, stopped enjoying my hobbies, and weekdays and weekends have started to blur together.

My reviews are decent for someone only two years in, but every time I close a case, another one immediately replaces it. Does this job ever get easier?

For those who’ve been doing this longer: do you actually clock out and leave work at work? How do you get over the anxiety that you haven’t done enough during your 40 hours?

The grass at Ogden main building has yet to be cut or had the sprinklers turned on. It's about a foot tall now and full of weeds, getting drier by the day. Insane.

The proposal will also hurt veterans.
https://www.federalregister.gov/documents/2026/03/05/2026-04377/reduction-in-force

OPM’s proposal to radically change the decades-old formula by which agencies carry out reductions-in-force (RIFs).

Currently, in a RIF, agencies are supposed to prioritize objective criteria, such as length of service. But OPM’s proposal would give more weight to subjective and potentially discriminatory performance evaluations.

Recently, OPM proposed a forced ratings distribution system, which will require more employees to receive lower ratings no matter how well they actually perform. OPM also separately proposed to remove employees’ and unions’ ability to challenge RIF decisions at the Merit Service Protection Board.

Comments close May 4, 2026.

Should I accept an honors program position with the IRS Office of Chief Counsel? Practically everyone is saying not to join the federal government right now, and I get why. But current issues aside, this is (or at least was) my dream job, and I'm trying to think long term.

I work in commercial litigation at a mid-sized firm right now (1850 billable), and I actually mostly enjoy it, but I don't think I would want to work at a firm once I have a family. This IRS position seems like a good opportunity to get into a government tax position that will hopefully get better by the time I have kids.

On the other hand, it feels like the benefits just don't outweigh the cons. It would be almost a $70k pay cut. That could be worth it to me if it was truly 9-5/9-6, no work in the evenings or on weekends except for trial, but it sounds like that's not a guarantee anymore. I'm not willing to work the same/similar hours for that kind of pay cut. At the same time, I feel like this is almost a once-in-a-lifetime chance for me to get a non-billable job in tax law (an area I've always thought I wanted to practice in).

Overworked.
Under appreciated.
No help.
Team members are saying they will “help” but then when you ask them for help they are nowhere to be found.
Micromanagement.
New team without official notice - just a “meeting”.
Meetings everyday - all day. Work piling up.
2+ hour commute.
No union.
No telework.
No raise.
$4.50 gallon gas.
New virus on the horizon?
All hands that tell us nothing - shoving AI down our throats.
The job market is horrible in the private sector.
I thought 2025 was really bad..and to be fair it was. This year…it’s just really tough mentally on us all.

For those of you who have been with the government for a very long time…some even 40+ years. How did you do it? I’m struggling and it’s only year 3.

Leadership is not about authority alone… it is about judgment, accountability, and the ability to recognize the difference between managing people and simply managing numbers. Employees are not obstacles to work being completed, they are the reason the mission succeeds in the first place. Strong organizations are built when good employees are supported, heard, and valued … not treated as garbage or disposable.

Every workplace has challenges. There will always be employees who need correction, improvement, or accountability. But leadership loses credibility when the same approach is applied to everyone equally, regardless of effort, performance, or circumstances. The employees who consistently work, carry heavy workloads, and continue producing results should not feel punished alongside those who do not contribute at the same level.

Managers… you were given authority for a reason. Not simply to enforce directives, but to make thoughtful decisions, exercise discretion, and lead with both fairness and common sense. Sometimes the best management decision is not the easiest one , it is the one that requires listening, having honest conversations, understanding obstacles, and finding practical solutions that protect both the workforce and the mission.

Good leadership is proactive. It recognizes that unresolved concerns, poor communication, and unnecessary rigidity do not just hurt morale… they create long-term problems for agencies, teams, and public trust. Policies matter, but so does humanity. “We were directed to” can only go so far when people stop feeling respected, supported, or understood.

Leaders also need to understand that many employees’ lives have been turned upside down. Just because someone does not openly say it, or because the impact is not immediately visible, does not mean it is not there. In many cases, the employees carrying the heaviest emotional weight are the very ones trying to do the right thing and continuing to perform despite everything around them changing.

The strongest leaders are the ones who understand that taking care of dedicated employees is not weakness .. it is smart management. Reward strong work. Encourage accountability fairly. Understand that different roles come with different demands. Have honest conversations with employees and truly listen to what they are experiencing, what obstacles they are facing, and what support they may need to continue succeeding.

Do not let pressure, fear, or constant change slowly break down the people who have continued to give their best. Because little by little, that is exactly what can happen. And too often, the ones who suffer the most are the good employees ..the ones who care deeply, carry more than they should, and continue pushing forward without complaint.

Leadership is not measured by how much control someone has. It is measured by the decisions they make when they have it and whether they choose to build people up or wear them  down. And don’t forget , you have a duty not only to follow rules and directives but also follow the law.

Time will pass but people wont forget.

As a federal employee, I have a responsibility to follow laws, policies, and protection of the public even when facing pressure or conflicting guidance. My duty is not only to carry out my work ethically and professionally, but also to protect the integrity of the agency, the rights of the clients and the government from unnecessary risk, future litigation, or avoidable taxpayer expense. Upholding the law and established procedures is part of my obligation to both the public and the country I work for .

Do the right thing.

Over a year ago I had my offers rescinded due to the hiring freeze and lately I've been thinking about things that couldve been and what my career would look like today. I had two offers for the revenue agent and revenue officer position. What drew me to both positions was the investigative work involved which provided a nice change of pace to my current accounting job.

Ive heard people tell me as an accountant that next time I should just take an RA role because thats where I could apply my accounting experience. But in terms of investigative work, which position would have been given more opportunities? RA or RO?

Current RO, 3 years in rn, how do you guys deal with the anxiety of leaving on time, and feeling like you haven’t done enough to justify your time? I know I’m putting in acceptable work based on my reviews. But it feels like I need to start staying late just to keep my head above water, but I can’t bring myself to start that habit. Is being terribly behind all the time just how it is even 5+ years in?

We should’ve got a pizza party right, 0512’s?

To be clear, I have no interest in watching a video thanking me for my service and dedication when your actions indicate the exact opposite.

Here's what I'm asking for:

- Market pay and benefits, including annual inflation adjustments

- Support for my work and the Service's mission

- Reinstatement of NTEU and telework

What else am I missing?

Since we had the union contract canceled my manager has taken a hard turn and went from giving people good ratings to now being extremely nitpicky and marking people down on everything. Anyone else having the same experience? I don’t feel that my quality of work has gone down but it’s concerning suddenly seeing im marked as failing everything when nothing has changed. In fact personally I feel that this has been my best work in awhile.