DISCUSSION ON BEING AN EFFECTIVE TELEWORKER

Telework or Not?

“The term “telework” or “teleworking” refers to a work flexibility arrangement under which an employee performs the duties and responsibilities of [his/her] position, and other authorized activities, from an approved worksite other than the location from which the employee would otherwise work.”

Agencies define “telework” in different ways. At FNCS, we collapse all situations involving “telework” into that term. We now have three major categories:

Part-time Full-time Expanded

Telework is simply a way of getting work done efficiently and effectively while communicating from a different location

2What is Telework?

What is Telework?

History of telework People have been working from

alternate locations, and under similar arrangements, well before the “telework” framework began to evolve. Informal arrangements lacked regulatory

structure No standardization within/across parts of

the Agency

Original Authorization/Regulation Public Law 106-346 (2000)

– Required all Agencies to develop telework policies

3History of Telework

History of telework

Other Authorizations/Regulations

Public Law 108-199 (2004) Section 627 Required Departments to devise telework programs

and identify a Department Coordinator Public Law 108-447 (2004)

Required specific agencies to achieve specific telework participation levels

Recent Mandate/Regulation

Public Law 111-292 (2010) – Telework Enhancement Act Strengthened previous laws Created new management requirements regarding

eligibility and the need for telework agreements

OPM Weather and Emergency Related Dismissal Guidance

4History of Telework

Benefits for the Employee

Increases flexibility in juggling work and home life allowing for child-care/elder-care arrangements through alternative work hours

Allows employee to work when they are more productive (i.e. some employees have more energy working in unconventional work hours), setting their own schedule and pace

Less sick time -- teleworkers may be able to work a few hours when sick rather than taking entire sick day; Employees can often telework during recuperation of illness or surgery when coming into a traditional office would not be an option

Increases productivity when focus is solely on the work (less meetings, less interruptions)

Savings on gasoline and other commuting costs Savings include lunches at home and lower costs for

reduced business wardrobe Creates more control for the employee over their work

environment More personal time when not commuting daily Boost morale through added benefits Creates fair and accurate work performance

evaluations based on productivity and quality of work rather than by clock-punching

5History of Telework

Discussion Point: What types of jobs or types of people are ideal for teleworking?

Benefits for the Employer

Increased Productivity: Employers that allow Teleworking see an increase between 10% and 40% in productivity from their employees, although 10%-20% is a more accurate number.

Decreased Absenteeism: Employees who telework take, on average, four fewer sick days a year than employees who do not. Employees who Telework are less likely to go to a Dr. appointment and take the rest of the day off.

Improved Morale: Employees who are allowed to Telework by their manager are most likely to deem it as a perk; in turn more likely to remain positive in their position and produce an increased workload.

Decreased Overhead: Telework can significantly decrease overhead costs associated with leased office space, equipment and parking.

Retention and Recruitment Tool: Telework is an attractive benefit when attempting to retain your employees as well as a tool to lure skilled professionals to join your team.

6History of Telework

Discussion Point: Who is the ideal manager for supervising telework?

Seamless Communications

Seamless Communications Timeliness and Responsiveness Methods of communication Business Rules

How business is conducted Business etiquette

Expectation

Depends on the “Reality” of the work environment

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Discussion Point: What’s needed in this unit to get the job done, well?

High Functioning Telework Team Dynamics

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Shared Vision and Goals

Strong Interpersonal Relationships

EffectiveCommunicationsDiscussion Point:

Can someone share a positive or negative experience with Team Dynamics?

This is not location specific and applies no less in a ‘telework” environment

Effective Communications

More important than ever since the supervisor cannot always “see” what you are working on!

9

EffectiveCommunications

How does your supervisor

communicate with you now?

Phone Electronically

Drop by cubicle

Yell down the hall

MeetingsPassive

Information Sharing

Avoid Imbalance

Seamlessness Principles Telephone usage --same as office, readily accessible -- Soft Phone --responsive, return calls -- voice message if unavailable for a

stretch Computer and office equipment

usage --yours or ours, Citrix or [E]VPN

Communications technology -- Office Communicator -- Live Meeting, VTC -- Polycom Leave usage Checking up

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Self Assessment

Do I have a sufficient amount of portable work for my allocated Telework days?

Am I able to work independently without the close supervision of management?

Can I communicate with manager, co-workers and customers while maintaining a seamless transition from on-site to off-site?

Do I have a suitable environment that will be conducive to my daily tasks?

Am I able to maintain flexibility with my Telework arrangements, in order to meet the demands of my manager, co-workers and customers?

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Discussion Point: Are you a good candidate? Why?

Scenario

Q: As a supervisor, I have a lot of concerns about people teleworking. Let's face it – you can't really know what your employees are up to when they are sitting at home while they work. How can I be sure that they are getting the job done and not doing personal things? What about customer service? If a customer needs an answer quickly, how can I be sure that our teleworkers will respond?

A: Discussion among Associates

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Takeaways

Telework is NOT one size fits all – it requires active and sustained commitment to make it work!

You should be working to support effective telework arrangements.

Customers, co-workers and stakeholders will judge our success in advancing

mission objectives.

They are why we’re working.

They don’t care where we’re working, if we get it done.

13Success