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Welcome, today is Friday, May 16, 2008 |
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Resource Center >
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> Frequently Asked Questions
What is telework?
Public Law 106-346 (FY 2001 Department of Transportation and Related Agencies Appropriations Act), Section 359 defines telecommuting as "any arrangement in which an employee regularly performs officially assigned duties at home or other work sites geographically convenient to the residence of the employee."
Additionally, the Office of Personnel Management (OPM), describes telework (also known as telecommuting, flexiwork, and flexiplace) as “an alternative work arrangement for employees to conduct all or some of their work away from the primary workplace. The work location can be a residence, a telecenter, an office closer to the employee’s residence, or another acceptable location. The telework schedule may be fixed or episodic.”
What are the different types of telework?
The OPM identifies three types of telework: Full time, part time, and situational. In a full time telework situation, the employee completes all or almost all duties outside of a traditional office setting. Often times, full time teleworking is also referred to as occupational or home-based work. In a part time telework situation the employee teleworks on a regularly scheduled basis, but not five days per week. For example, the employee may telework one or more days a week, every two weeks, or several days in a month. Situational or episodic teleworkers do not telework on a regular basis. This type of telework opportunity may be a result of a medical problem, inclement weather or hazardous conditions, or the need to be focused on a special project.
When is an employee eligible to telework?
Public Law 106-346 (FY 2001 Department of Transportation and Related Agencies Appropriations Act), Section 359 defines eligible employee as "any satisfactorily performing employee of the agency whose job may typically be performed at least one day per week at an alternative workplace."
Each Federal agency sets up its own approval process, but typically the immediate supervisor decides whether an employee can work off-site, depending on the nature of the position and the characteristics of the employee.
Ideal position characteristics include work that requires thinking and writing, telephone-intensive tasks, and computer-oriented tasks. Positions that require the employee’s physical presence on the job, face-to-face contact supervisors or other employees, clients, or the public, or positions that require access to highly sensitive materials or material that cannot be moved from the regular office may not be suitable for telework.
Ideal employee characteristics include the ability to work without regular monitoring/supervision, independently identify required work products, successfully plan work production schedules, effectively meet deadlines, and computer proficiency.
I want to telework, where do I begin?
If you are interested in Telework, speak with your agency Telework Coordinator. The Telework Coordinator can help you determine the most appropriate course of action within your agency. Typically your agency will provide you with its recommended telework agreement between supervisor and employee. This agreement is written so everyone has a clear understanding of the program parameters, including the telework schedule and site, as well as work to be completed. This agreement may also include a list of items your agency is willing to provide for the employee such as additional phone lines, office connectivity, a computer, software, or a printer.
I supervise a teleworker, how can I monitor work performance when the employee is not physically present?
Managers can measure what the employee produces by examining the product or results of the employee's efforts. It is also helpful to use project schedules, key milestones, regular status reports, and team reviews.
How is information and data secured when teleworking?
In 2002, the National Institute of Standards and Technology (NIST) published its Special Security Publication 800-46, for Telecommuting and Broadband Communications. This publication reviews the threats and vulnerabilities, and recommends countermeasures to ensure secure and effective teleworking.
Additionally, over the past two decades industry has developed innovative Internet and computer security solutions to reduce the risk of a cyber attack. Commercial firewalls, encryption, anti-virus and scam, automated software updates, and backup solutions give organizations the tools they need to deploy secure teleworking programs. For more information, read the July 2005 report from the Cyber Security Industry Alliance.
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