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MARCH 2026
IRS managers continue to operate in a high-demand, rapidly evolving environment. Strong leadership in 2026 requires clarity, consistency, and communication. Employees perform best when expectations are clearly defined and aligned with mission outcomes.
Example:
A manager who starts each week with a 10-minute “priority alignment” meeting often sees improved workflow efficiency and fewer rework issues.
➡️ Manager Tip of the Month:
“Clarity reduces conflict—write it down before it becomes an issue.”
Employee engagement remains one of the strongest predictors of retention and performance. Federal data consistently shows that engaged teams experience up to 40% lower turnover and higher productivity.
Example:
A team implementing a simple Friday recognition email saw improved morale and reduced absenteeism during filing season.
➡️ Newsletter Feature: Team Spotlight
Click Here to: Highlight a unit that exceeds performance targets or demonstrates exceptional collaboration.
The filing season continues to place significant operational demands on IRS teams, with increased workload and resource balancing across functions.
What Managers Should Watch:
Example:
Managers who implemented rotating break schedules and micro-recovery periods saw fewer errors and improved employee endurance.
➡️ Newsletter Feature: Filing Season Dashboard
Federal workforce changes continue to shape IRS operations. Managers must stay informed and proactive in adapting to policy shifts.
Manager Actions:
Example:
Managers who provide monthly performance check-ins reduce end-of-year review disputes by up to 25%.
➡️ Newsletter Feature: Policy Pulse
Plain-language breakdown of OPM and IRS updates impacting managers.
Maintaining a fair, consistent, and inclusive workplace is a core responsibility of IRS managers and critical to minimizing risk.
Example:
Two employees requesting similar accommodations should be evaluated using the same criteria and documentation process.
➡️ EEO Quick Tip:
“If it’s not consistent, it’s a risk—apply the same standard every time.”
Retention remains a challenge across the federal workforce, making engagement a critical leadership priority.
Manager Actions:
Example:
A manager who implemented quarterly career discussions saw improved retention and increased internal promotions.
➡️ Newsletter Feature: Recognition Roundup
Click here to: Highlight employee achievements, promotions, and peer recognition.
PMA represents a strong and diverse community—many of whom continue to serve in critical roles across the agency. Whether leading teams, supporting operations, or driving policy and analysis, our members play a vital role in advancing the IRS mission.
In today’s evolving environment, your leadership, expertise, and commitment are more important than ever. By fostering clear communication, supporting one another, and recognizing the contributions across all roles, we strengthen not only our teams—but the future of our organization.
Together, we continue to lead, support, and elevate the voice of IRS professionals nationwide.
PMA Soaring Eagles Feds In Motion
Join the PMA Soaring Eagles in the FEDS in Motion Challenge and be part of something that truly makes a difference. This nationwide event supports the Federal Employee Education and Assistance Fund (FEEA)—an organization dedicated to providing emergency hardship loans, disaster relief, and scholarships to federal employees and their families.Together, we’ll complete a 37-mile movement challenge in 37 days starting May 1st., The challenge is held over several weeks, making it achievable for everyone—whether you walk, jog, bike, or simply stay active at your own pace. Every mile you move helps raise awareness and support for fellow federal employees in need.More than just a fitness goal, this is an opportunity to give back, build healthy habits, and connect with colleagues across the IRS and PMA community. Join the Soaring Eagles and help us rise together—for our mission, our community, and each other.Join our group here  then 📸 Join us on Instagram @voiceofpma
2025 - 2026 Leadership Succession Review Modified Stage Presentation Schedule
Prior sessions are recorded and a new session is coming up soon!
Microsoft Teams, All start times 12pm EST
Title: LSR Overview
Date: 10/2/2025 Meeting ID: 230 987 868 048 1 Passcode: rn2d2xH6
12/11/25 Â ID: 274 260 693 867 0 Password: qg7UD9oR
1/08/26 Â ID: 293 328 382 391 7 Password: vz3do2KR
Stage 3
3/05/26 Â ID: 217 260 660 103 3 Password: eH2DH2rb
Stage 4
5/7/26 Â ID: 272 694 531 726 Password: cC2QV69w
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During this filing season, IRS managers within Wage & Investment (W&I) – Submission Processing and Accounts Management have been at the forefront of maintaining operations under increased demand. With return volumes surging and taxpayer inquiries rising, managers across these functions led efforts to rebalance workloads, adjust staffing coverage, and maintain processing accuracy under tight timelines.
In several campuses, managers implemented daily workload briefings and real-time inventory tracking, allowing teams to shift resources quickly and reduce backlogs. These efforts contributed to improved turnaround times and helped sustain service levels during peak filing weeks—despite ongoing staffing constraints and competing priorities.
This level of coordination reinforces the essential role IRS managers play in driving operational stability, supporting employees, and ensuring mission delivery when it matters most.
In today’s environment, effective leadership is not just about managing workloads—it’s about guiding teams through change, maintaining stability, and reinforcing the mission. IRS managers are not only responding to challenges—they are shaping the future of the agency.
Organizations Step Up to Help Federal Employees Leaving Service
New tools are launching to help former Feds find new jobs, as well as help with financial, emotional, and other issues. The platforms use a mix of AI, coaching, and other services. 
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