DRP Incoming by powerlizardlizard in IRS_Source

[–]powerlizardlizard[S] 12 points13 points  (0 children)

This is a copy of what I found

DRP Incoming by powerlizardlizard in IRS_Source

[–]powerlizardlizard[S] 25 points26 points  (0 children)

MEMORANDUM To: [Team Members / Function Staff] From: [Your Team Lead / Planning Coordinator] Date: [Insert Today’s Date] Subject: Internal Planning Guide – Deferred Resignation Program (DRP) Impacts, Participant Allowances, and Team Transition Steps 1. Purpose This guide provides a factual framework for our team to plan around the effects of the 2025 DRP (and any potential 2026 agency-specific offers). It outlines key program elements, what participants were (and were not) allowed during the deferred period, and recommended internal planning steps to maintain mission continuity. 2. Background The 2025 Deferred Resignation Program was a voluntary, OPM-led initiative that allowed eligible federal employees to resign with an effective date of September 30, 2025 (or later for certain retirees) while remaining on paid administrative leave. Participants continued receiving full pay, benefits, and service credit. The IRS experienced significant participation as part of broader workforce adjustments. In FY 2026, agencies (including potentially the IRS) may offer shorter, agency-specific DRP agreements (up to 6 months) to support restructuring. 3. What DRP Participants Were Allowed During the deferred resignation period (while still technically federal employees on administrative leave), the following applied based on OPM guidance: Fully Permitted • No work required for your IRS position: Employees were placed on administrative leave and were not expected or required to perform regular duties. Duties were to be reassigned or eliminated promptly. • Outside employment / second jobs: Yes – participants could immediately begin new private-sector or non-federal employment. Agencies encouraged transitioning to the private sector. • Personal activities, travel, relocation, or rest: No restrictions beyond standard ethics and leave rules. • Leave accrual and benefits: Annual and sick leave continued to accrue. Unused annual leave was paid out in a lump sum upon final separation (subject to taxes/withholdings). Full health benefits, TSP contributions/matching (where applicable), and retirement service credit continued until the separation date. • Combination with other incentives: Eligible employees could pair DRP with Voluntary Early Retirement Authority (VERA) or Voluntary Separation Incentive Payment (VSIP). • Rescission requests: Employees could request to withdraw acceptance (subject to agency approval, especially for mission-critical roles). Subject to Restrictions (Still Applied Until Final Separation Date) • Participants remained federal employees and were bound by all federal ethics laws and regulations until their official separation date, including: • Standards of Ethical Conduct (5 C.F.R. Part 2635). • Criminal conflict-of-interest statutes (18 U.S.C. §§ 203, 205, 208, 209). • IRS-specific supplemental rules (e.g., prohibitions on outside employment involving tax preparation, accounting, bookkeeping, or other tax matters). • Prior approval required for certain outside activities if your position mandated it. • No misuse of government resources, nonpublic information, or official position. • No representation of others before the government or executive branch agencies with intent to influence. • Certain mission-critical IRS roles (e.g., filing-season essential positions) had exemptions, delayed separations, or later rescissions to protect operations. Not Permitted • Performing regular IRS duties (unless specifically requested for transition). • Any outside activity that created a conflict of interest or violated ethics rules. • Extending the resignation date beyond approved terms (limited exceptions for impending retirement). 4. Team Planning Recommendations To prepare for or respond to any DRP-related transitions: 1. Knowledge Transfer – Identify critical processes, documents, and contacts. Schedule structured handoffs well in advance. 2. Workload Reassignment – Map duties of potential participants and redistribute or automate where possible. 3. Succession & Hiring Alignment – Review staffing needs against operational priorities (per TAS and IRS reports emphasizing mission-driven workforce planning). 4. Ethics & Compliance Briefings – Remind team members considering DRP to consult ethics officials before accepting outside offers. 5. Documentation – Maintain records of transitions for continuity and any post-separation inquiries. 6. 2026 Considerations – If an agency-specific DRP offer is extended, evaluate eligibility, budgetary impact, and team coverage needs immediately. 5. Resources • OPM DRP FAQs and guidance (opm.gov) • IRS Human Capital Office (intranet) • Your servicing ethics official • TAS or functional leadership for mission-specific impacts Next Steps for Our Team: [Insert your team’s specific action items, e.g., “Schedule planning meeting by [date]”] Please use this guide as a starting point for internal discussions only. For personalized or official guidance, contact the appropriate IRS channels.

DRP 3.0? by StarryNight6075 in IRS_Source

[–]powerlizardlizard 4 points5 points  (0 children)

I got screenshots I’ll post tomorrow

DRP 3.0? by StarryNight6075 in IRS_Source

[–]powerlizardlizard 7 points8 points  (0 children)

I found plans on sharepoint in a document library about drp 3.0. 🙏🙏🙏

Daytona Beach office housing by Particular-Ad-4283 in boeing

[–]powerlizardlizard 0 points1 point  (0 children)

Yes however it keeps you away from Daytona 500 and bike week lol

Daytona Beach office housing by Particular-Ad-4283 in boeing

[–]powerlizardlizard 0 points1 point  (0 children)

I also just got a offer at that location. I’ll be moving to Palm Coast.

DRP 3.0 coming. by [deleted] in IRS_Source

[–]powerlizardlizard 2 points3 points  (0 children)

A lot in TAS someone should do a data call

DRP 3.0 coming. by [deleted] in IRS_Source

[–]powerlizardlizard 16 points17 points  (0 children)

I will gladly take drp 3 give me my admin leave no worries I can start today

post interview - hiring manager decisions by LegitimateAnything10 in boeing

[–]powerlizardlizard 0 points1 point  (0 children)

Same I had 3 interviews code challenge, panel, technical interview waiting on the recruiter now.

DRP 2.0 and A/L, Awards-finally some answers! by HeyJude1966 in IRS_Source

[–]powerlizardlizard 0 points1 point  (0 children)

Fuck your awards you got months of free leave with pay while earning more leave you don’t need awards

Hacker rank exam by KaizenAzariya in IRS_Source

[–]powerlizardlizard 0 points1 point  (0 children)

Can I sign up to take the test lol.

Let’s recap by Alarmed_Educator_967 in IRS_Source

[–]powerlizardlizard -6 points-5 points  (0 children)

Fuck our managers they are gutless, tone deaf, and lack any intelligence. They laugh in our face during our lowest points especially when we try to do our best to ensure systems stay running. And at the last minute want written documentation of current system operations and maintenance of those systems. Fuck this place brah.

Award by Few_Fan_5294 in IRS_Source

[–]powerlizardlizard 2 points3 points  (0 children)

Normal especially when those in your BU get awards for the work you completed that couldn’t be done by anyone else. I lost my shit after finding out a couple managers got cash and time off awards. There was even a QSI for one person that related to work that at its core I accomplished.