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CSCO Advocacy Group: Empowering IRS Employees in Atlanta

The CSCO Advocacy Group aims to create a platform for Atlanta IRS employees to voice their job-related issues. Our mission is to listen, address, and proactively seek resolutions, ensuring employee interests are prioritized. We focus on providing timely solutions to conflicts between management and staff, emphasizing communication and feedback. Management is committed to responding in writing within 30 days about the resolution of raised issues. Our group offers an objective perspective and serves as a bridge between employees and management, without any fees involved.

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CSCO Advocacy Group: Empowering IRS Employees in Atlanta

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  1. Contents • Mission Statement • Purpose • Issues • Committee Members

  2. Mission statement Why the committee came about. • The CSCO Advocacy Group motto is to listen, address and be proactive when seeking resolutions to employee job issues. Your interest are my focus. • Goal 1: To discuss each issue and suggest appropriate solutions in writing to the Operations Manager in an expeditions manner. • Solution: Management will respond in writing within 30 days to the CSCO Advocacy Group, stating whether or not the issue will be resolved through implementation.

  3. purpose • Create a platform where IRS employees of Atlanta CSCO operation can be heard. • Provide a hands on approach to conflict resolution between management and subordinates. • To get responses and solutions to outstanding issues in a more expeditious manner. • No fees required . • CSCO Advocacy Group can provided an objective perspective with current and relative insight • Doesn’t restrict from working with EEO, but guides you in resolution prior to this step. • A connect between management and Operations' Manager. CSCO Advocacy Group Differences from NTEU

  4. Categorized focus Job Related Issues • Negative criticism and communication tactics of Frontline and Department managers. • Requests for leave and processing methods by frontline managers. • Additional training for employees who want it. • EQRS errors and effects on annual Evaluation. Department Manager Operations Manager

  5. Committee Members James Jackson T-207 Leslie Ayers T-102 Karen Jones T-201 Erica Brown T-107 Hedi Parker T-205 Paul Augustin T-209 Teresita Turner T-202 Allysia Williams T-206 LakreshaGilyard T204 Beverly Cooper T-207

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