Readiness Programs

The Leadership Readiness Programs are a critical part of the IRS Succession Planning Strategy. Their purpose is to identify and train qualified individuals selected by their business unit who aspire to the next level of leadership. Classes are taught by vendors and experienced IRS executives and managers who provide participants with developmental challenges and opportunities that increase their skills and knowledge to prepare them for the next step in their careers.

The IRS has the following readiness programs for each level of leadership:

Frontline Leader Readiness Program (FLRP) - is designed to identify and develop high-potential, motivated employees for front line manager positions throughout the service. The nine month program is the beginning of a process aimed at development of IRS leaders. The program starts a transformational process to prepare participants for leadership before they are permanently selected as front line managers. This is accomplished through experiential opportunities in and out of the classroom. 1) Announcement and Selection- Participants are competitively selected by the business unit for the program. The target audience is employees who aspire to apply for a front line manager position upon completion of the program. This highly successful program identifies and accelerates the development of our front line management base. Applicants for FLRP must meet eligibility requirements for a front line management position. 2) Curriculum and Course Content- The program develops the participants with an extensive exploration of leadership competencies through pre and post classroom, classroom and virtual sessions, web-based research tools and shadow and acting assignments. A major component of the program is the use of the DISC assessment. The value of self-awareness in communications assists participants in both work and personal situations. Participants are placed into table teams and the networking extends far into their careers. 3) Coaching - Participants are assigned a coach. Additionally their manager of record and their table team instructor serve as coaches. 4) Developmental Assignments - FLRP includes two developmental activities after completion of the week 1 classroom session: a one week shadow assignment and a minimum 60 day consecutive acting manager assignment. 5) Program Completion Criteria- FLRP Program certification is completed by the participant’s table team instructor and their manager of record certifying that all requirements of the program have been met. 6) Participant Progress and Program Completion- A FLRP Tracking Spreadsheet is maintained by the instructor for each participant in the table team. A tracking database is also available to all IRS business units for tracking FLRP participants and graduates.

Executive Readiness Program (XR)

Leading Leaders Readiness Course (LLRC) is the corporate training component for the business units Department Manager Readiness Program (DMRP)/Senior Manager Readiness Program (SMRP)

LLRC is a leadership development course designed to help individuals with potential for mid-level managers eligible for the department and senior manager levels to strengthen their leadership competencies and supporting behaviors. The six administrative components of the LLRC are:

Announcement and Selection business units announce and fill for the DMRP/SMRP as needed for succession planning in their business unit.

Business units will form their own interview panels and interview candidates applying for their DMRP/SMRP. Cross-business unit panels are optional

Final selections are made by the business units.

LSR ratings (leadership competencies and behaviors) are used for 50% of ranking, and business unit specific technical competencies are ranked by the business units and count for 50% of the ranking. (Criteria above is already established in MSP 2.0 process.)

Curriculum and Course Content Department Manager and Senior Manager Readiness Program participants will attend the Leading Leaders Readiness Course (LLRC) and will attend the two week Senior Manager Course when selected for a permanent department or senior manager position.

Coaching and Mentoring

SMRP participants will receive training and practice as part of the Leading Leaders Readiness Course on how to effectively coach and mentor others.

Developmental Assignments (functional and cross-functional) business unit Executive Champions retain responsibility for developmental assignments for their DMRP/SMRP participants. Participants must have executive approval before accepting a developmental assignment.

Business units are encouraged to identify developmental assignments and opportunities that do not require immediate business-specific technical expertise. These assignments will be made available to program participants from other business units to facilitate the possibility of placing participants into positions for which they lack the technical background.

Assignments may be function-specific to meet the business division’s needs.

A Servicewide opportunity website is available for business units to post DMRP/SMRP developmental opportunities. Use of the website is not required but encouraged. The website is similar to the Executive Readiness (XR) Opportunities website.

Business Units are encouraged to leverage the Geographic Leadership Communities (GLCs) to assist in identifying local business unit or cross-business unit developmental opportunities for DMRP/SMRP participants.

The development assignment is at least 120 days and may be extended.

Program Completion Criteria Required Program elements:

Completion of the six virtual Saba Meeting sessions and one-week classroom session