As some of you may already be aware, telework arrangements are currently being used throughout the federal government as an employment incentive. Some rationale for adding this flexibility is "to increase employee productivity and satisfaction, increase attractiveness as an employer in competing with private industry, accommodate persons with disabilities, complement Continuity of Operations Program (COOP) plans and lessen environmental impact on automobile usage," as the center policy for telework implementation explains. Hill Air Force Base has recently implemented a pilot telework program effective Dec. 14, 2009, through Dec. 13, 2010. There are two varieties of telework offered up to two days per week: regular and recurring and ad hoc.
The important item to note is that telework is not appropriate for every situation and not everyone will get to participate. So is it right for you and your organization? In order to qualify for telework, both the employee and the position must meet the eligibility requirements outlined in the policy. But before you review the guidance, here is some of the written center policy information to take into consideration:
"Not all positions will qualify for telework. Telework is only appropriate if it benefits the government, and the work activities are portable, do not depend on the employee being at the traditional worksite, no access to classified information, no security issues and are conducive to supervisory oversight at the alternate worksite. Supervisory oversight to include accountability for time and work produced and possible worksite inspection."
The policy goes on to say, "Telework is not an entitlement; management has the right to decline an employee's use of the telework option. Again, use of telework must meet the organization's needs and that includes the ability to provide support to our customers. Management decides whether the employee may telework, depending on the nature of the position and the level of the employee's performance. Management may suspend telework agreements at any time without notice and also reserves the right to recall the employee into the workplace as necessary."
Some of the questions you need to ask yourself: Do I have the ability to work independently and without close supervision? Do I currently have, at minimum, a fully successful performance rating? Have I had the proper training? Am I self-motivated, able to stay focused and not get distracted with the day-to-day? Do I have good communication with my supervisor and co-workers? Is my telework office space safe and conducive to getting the work done? Are proper child care arrangements in place?
Your supervisor will also be evaluating to see if telework will have a negative impact on your office and organization regarding equipment costs and productivity; on your co-workers for morale and workload distribution and ultimately the customer.
As you can imagine, there are computer equipment, safety and security liability issues to address prior to telework commencing. Because of this, participation in the telework program must also be approved by Information Technology, or IT.
The written policy points out, "It is not the intention of telework to provide dependent care or for any purpose other than official duty time. There are current leave rules in place for those contingencies such as annual or sick leave and the Family Medical Leave Act. There are also restrictions that affect earning credit hours or fitness time while on telework so please read the policy guidance carefully."
If you are interested in participating in the pilot program, please review the telework policy, ask yourself honestly the above questions, and speak with your supervisor about whether telework is right for you and your organization.
The telework policy, application and agreement is located on the Hill Guidance Memorandums site at: https://cs.eis.afmc.af.mil/sites/Hill/Policy/OOALC%20Policies/Forms/Inpu....
Specific questions about this program may be addressed to your servicing Employees Relations Specialist in OO-ALC/DPCE, or Amber Hill, at (801) 586-5868. Hill composed the center policy, and she can assist you with your questions.
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