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Telework has been available in the Federal
Government for a couple of decades now, under various program names and
guises, but always with the same basic concept – getting employees out
of the office and working at least some of the time from an alternate
location. Depending on individual agency goals and needs, a vital
telework initiative can help recruit and retain valuable employees,
enhance morale, support Continuity of Operations, reduce real estate
costs, and mitigate environmental impact.
With the concern over a possible H1N1 virus
pandemic, now is an especially important time for agency leadership to
be looking at ways to improve upon their telework programs. A fully
performing telework program means critical agency functions can
continue to operate effectively, with employees working on regular
agency business at their homes or telework centers, even when they are
unable to come to the office because of public health restrictions or
family care responsibilities. But those telework programs need to be
in place and employees and managers experienced in teleworking before
the crisis hits.
Our annual Call for Telework Data has shown
some growth in Federal telework over time, but progress has been slow
and not always steady. Congress has taken note and has demonstrated a
desire to increase participation, with pending legislation in both the
House and Senate. I am now committing OPM to moving the Federal
Telework Program forward, with an ambitious agenda that will require
support and assistance from you and your staff.
The Initiative
This initiative consists of five key elements:
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Advisory Group:
Agencies already have a long track record of telework program and
policy development; we will draw on this knowledge and expertise in
formulating standards.
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Policy Review:
We believe that strong, consistent policies are critical to program
success and will work with agencies to promote best practices.
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Telework Managing Officer:
We recommend that all agencies establish a Telework Managing Officer
position, and we will work intensively with these Telework Managing
Officers to provide the support and assistance they need and to
cultivate a community of practice.
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Appeals Process:
We strongly encourage all agencies to ensure they have an effective,
transparent appeals process for employees whose requests for telework
or other flexible work arrangements are denied
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Training:
We commit to working with Congress to assure the provision of
high-quality, broadly-accessible telework training that will provide
the baseline everybody needs to achieve success.
Agency Action Steps
Over the next few months I will ask you to take
several actions related to these five elements. At this time, OPM is
focusing on the first two: the advisory group, and the policy review.
Based on information provided in the most
recent Call for Telework Data, as well as agency missions and telework
program development, my staff will select a small group of agency
telework coordinators to assist us in building a framework for policy
excellence. Action: If your telework coordinator is invited, we ask you to provide them with the resources they need to fully participate.
Using standards developed by this group, OPM
will then evaluate all agency telework policies and will provide
feedback and consultation on bringing them all up to these standards.
In advance of this review we need to compile all of the policies and
prepare them for assessment.
Action: Submit your agency telework policy by May 25, 2009, via email to: worklife@opm.gov. Please provide the name and contact information for the staff person you wish us to work with as we evaluate the policy.
As we move forward with the telework program,
setting and achieving the goals we need to demonstrate success, I look
forward to collaborating with all of you.
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