# Presentation: 142982

## Teleworking

Glenn Woodley
U.S. General Services Administration
Office of Governmentwide Policy

- Glenn Woodley
- U.S. General Services Administration
- Office of Governmentwide Policy

**Notes:**
  Hello, I’m Glenn Woodley, Senior Program Analyst in GSA’s - Office of Governmentwide Policy – Real Property Policy.  Primarily, we formulate progressive real property policies, promote innovative workplaces, and partner with OPM and other agencies to advance teleworking.
  Although our topic is teleworking, which has great environmental, social, and practical value, I suggest that we refrain from discussing it as an “exclusive entity.”  It is only one part of an “inclusive compendium of connecters” that has evolved from smoke signals, drums, and various message transmitters to the computers, satellites, and communications systems and processes we use today.  All of these systems and processes were basically designed to “connect people” and  “free them from the tyranny of geography.”  Although telework has great value we hope (managers, human resources experts, and associates) embrace it because it makes good business sense/good government sense.  We hope to focus attention on “how to get work done anyplace, anytime, and with anyone” and simply allow “telework” to facilitate that process. 

## What is it?Telework=Telecommuting=Flexiplace=Mobile/Portable Careers 
Work-at-Home
Telework Centers
Other Convenient Worksites

- Work-at-Home
- Telework Centers
- Other Convenient Worksites

**Notes:**
The terms listed above are all interchangeable for most purposes.
Teleworking is accomplishing work or learning how to do it better, away from the principal office:
at home,
at a telework center (which may be a multi-agency office building, college, National Guard armory, training facility, etc.)
at any alternate work location (such as a satellite office, hotel room, or subway, bus, train, etc.)
at a place more geographically convenient.
If we promote teleworking principles to create, foster, and increase “Portable/Mobile Careers, as well as, Remote Training/Educational Opportunities”, I believe it may facilitate more management acceptance than promoting “telework” as a separate and distinct entity.     

## Something for All!

- Something for All!

**Notes:**
Listed here are some of the many benefits of telework.
Suffice it to say that telework can be a win, win, win proposition for all.  Unlike the private business environment, Federal managers don’t have much control over pay and benefits, but they do have the ability to affect morale—and teleworking is a good managerial tool to accomplish that goal.
Interesting Notes:
15.7% of those who responded to a 2000 Washington Post Salary Survey of most desired “perks” chose telework over 9.6% who chose more pay.
36% of those who responded to a similar survey in 2001, reported that they would be willing to take a pay cut of 10% or more for a shorter commute. 
 (People probably wouldn’t actually do this, but this shows how important it is to them.)
Contrary to what many may believe to be the greatest motivation behind teleworking, a study in the United Kingdom found that only 5% of those who wanted to telework were motivated by child care considerations.

## It’s now the law!
	PL 106-346, § 359:  Each executive agency shall establish a policy under which eligible employees of the agency may participate in telecommuting to the maximum extent possible without diminished employee performance . . . .

- It’s now the law!
- 	PL 106-346, § 359:  *Each executive agency shall establish a policy under which **eligible** employees of the agency may participate in telecommuting to the maximum extent possible without diminished employee performance* . . . .

**Notes:**
Since October 23, 2000, telework is mandated for Federal agencies!
The question most asked by agencies is:  What does eligible mean?
Conference Report language accompanying the law defines an eligible employee as:  “any satisfactorily performing employee...whose job may typically be performed (away from the office) at least one day per week.”
Some key points of OPM’s February 9, 2001, guidance to agencies for implementing this law include:An agency may have a telework policy in place, but that does not mean it is in compliance with the law.  Many agencies have telecommuting policies, but this does not necessarily mean they are in compliance with the new law. The law requires that agencies act to remove barriers to telework and increase actual participation. The purpose of the law is to require that each agency take a fresh look at the barriers that currently inhibit the use of this flexibility, act to remove them and increase actual participation.

Agencies should use broad objective criteria when identifying positions that are appropriate for telework. The law recognizes that not all positions are appropriate for telecommuting; therefore, each agency must identify positions that are appropriate in a manner that focuses on broad objective criteria.

After agencies establish their eligibility criteria, subject to applicable agency policies or bargaining obligations, employees who meet them and want to participate must be allowed that opportunity if they are satisfactory performers.

## 	And, the law continues . . .
	Not later than 6 months after the date of the enactment of this Act, the Director of the Office of Personnel Management shall provide that the requirements of this section are applied to 25 percent of the Federal workforce, and to an additional 25 percent of such workforce each year thereafter.

- 	And, the law continues . . .
- 	*Not later than 6 months after the date of the enactment of this Act, the Director of the Office of Personnel Management shall provide that the requirements of this section are applied to **25 percent** of the Federal workforce, and to an **additional 25 percent** of such workforce **each year thereafter**.*

**Notes:**
The law establishes quotas and goals: 
Not later than 6 months after the date of the enactment of this Act, the Director of the Office of Personnel Management shall provide that the requirements of this section are applied to 25 percent of the Federal workforce, and to an additional 25 percent of such workforce each year thereafter.
Many people ask what the chief sponsor of this law, Congressman Frank Wolf, thinks about eligibility:He has been quoted as saying that he thinks 45-60% of Federal employees are eligible to telework.  
In October 2001, agencies reported to OPM that:
29.5% of the Federal workforce was “eligible” [29.5% of 1.7 million (1,765,967) = 520,960] and that 
14.3 of the “eligible” workforce was then teleworking (74,487)
(OPM does not plan to ask agencies for any further report on their progress until at least Fall, 2002.)

Since this law was enacted and signed by the President on October 23, 2000, at least 50% of the eligible Federal workforce who wished to telework, should have been teleworking by the end of April 2002.
It would appear that agencies still have a long way to go to fully comply with the law.

## Statistics

- <date/time>

- Statistics

## FEDERAL TELEWORK 

- Progress
- OPM, January 2002
- 4.2% KNOWN to be teleworking.
- Half of increase from DoD alone.
- 14.3% of eligibles teleworking.
- 13 agencies reported 20% or more eligibles teleworking.

**Notes:**
While ITAC found that 21.2% of the U.S. workforce was teleworking to some degree in 2001, during an almost identical period, OPM found that:
Only about 4.2% of the Federal Executive Branch workforce (74,487 of 1.7 million) was KNOWN to be teleworking.
Emphasis has been placed on KNOWN here because there is presently no Governmentwide, nor typically even agencywide, uniform method for identifying teleworkers or counting them. DoD will soon begin tracking telework activity through their payroll system.)
OPM concluded from the data it collected as of October 1, 2001, and reported in January 2002 that:
There had been a 39.5% increase in the number of teleworkers since its last report in April 2001 (data collect through March 2001).  (Only about 2.6-3.1% were found in the April study, but only 1% were found in OPM’s 1998 study.)Half of the reported increase came from DoD alone.  (But that number is based on those employees offered the opportunity to telework rather than the actual number of teleworkers.)
13 agencies reported 20% or better of their eligibles teleworking:
And, nearly all responding agencies reported having agency-wide written policies, covering all categories of employees, including executives, supervisors, and managers.
OPM’s Office of Merit Systems Oversight and Evaluation issued July 2000, concluded that telework was the most commonly denied of the family-friendly options (66% of the employees studied were covered by policies, just not allowed to telework).

## Who does it?

- Who does it?

## Characteristics
Portable Work
Ability to Work Independently
Acceptable Level of  Performance
Management by Results!

- Characteristics
- Portable Work
- Ability to Work Independently
- Acceptable Level of  Performance
- Management by Results!

**Notes:**
The characteristics listed here are consistent with OPM’s current guidelines.
Do not establish and/or negotiate telework policies which are too restrictive.
(As an example, one agency required telework candidates to perform better than fully successful and subsequently had to revise their policy.)
A teleworker self-assessment survey can be a useful tool in screening potential teleworkers.  Some may be found at www.telework.gov.

## Initiatives
Studies
Web-based training
Additional guidance
More legislation/hearings?
Free trial use of telework centers
Spouse Telework Employment Program (STEP)

- Initiatives
- Studies
- Web-based training
- Additional guidance
- More legislation/hearings?
- Free trial use of telework centers
- Spouse Telework Employment Program (STEP)

**Notes:**
*GSA has issued a report to Congress on Technology Barriers and Solutions to Federal Home-Based Telework. 
GSA and National Institute for Occupational Safety and Health are working on a teleworker safety training module to help reduce the risk of occupational injury and illness to teleworkers in their homes.
The Interagency Telework Issues Working Group has sent a report of its recommendations to OPM which may propose new or revised guidance.  Approved recommendations will be posted at the telework.gov website.  
Congresswoman Connie Morella and GSA have initiated contracts to build two new telework centers in Montgomery County, MD.  
*105 new teleworkers have started using the telework centers in the greater Washington, DC area since GSA offered a 60-day free trial for those who signed up to begin use of centers before June 30, 2002. 
The Spouse Telework Employment Program, STEP, which is a partnership that presently includes the Departments of Defense, Labor (Employment Training Administration), and State; the Coast Guard, the National Guard Bureau, GSA, and the private sector has been initiated. The agencies are circulating an MOA which will formalize the partnership and seek to provide career telework opportunities to spouses of Federal civilian and military personnel who are relocated to other geographic areas. This will address critical civilian, military, and foreign service retention issues. 
*President George W. Bush also incorporated telework into his New Freedom Initiative, which asks Congress to create a fund to help people with disabilities to buy equipment needed to telecommute.  It also seeks to provide tax incentives to encourage employers to provide such equipment.

## Telework Issues Working Group
	An interagency initiative to:
		--review,
		--assess, and
		--recommend, policy changes
	that will facilitate agency use.

- 	An *interagency* initiative to:
- 		--review,
- 		--assess, and
- 		--recommend, policy changes
- 	that will facilitate agency use.

**Notes:**
OPM and GSA co-lead the Telework Issues Working Group, which is a team of about 25 volunteers, representing 16 different Federal agencies both big and small and with very different missions. 

## Group Members

Agriculture
Coast Guard
Commerce
Defense
Education 
Energy
GSA

- Agriculture
- Coast Guard
- Commerce
- Defense
- Education
- Energy
- GSA

- HHS
- Labor
- Nat’l Science Foundation
- OPM
- State
- TVA
- Transportation
- USAID
- Veterans’ Affairs

## What?
Legal/Procurement
Telecommunications/Computers& Other Equipment
Human Resources Management

- Legal/Procurement
- Telecommunications/Computers& Other Equipment
- Human Resources Management

**Notes:**
The subject matter categories shown here and on the following slide encompass the 77 specific issues raised by agencies and that have been studied by the Interagency Working Group.

## and what’s more?
Worksite Health/Safety
Continuity of Operations Program
Training & General Support
Taxes

- Worksite Health/Safety
- Continuity of Operations Program
- Training & General Support
- Taxes

**Notes:**
Watch www.telework.gov for report updates.
Among the categories above, COOP is a primary concern:
COOP--specifically deals with agencies’ preparedness in emergencies and their use of telework in responding to emergencies.
On July 26, 1999, FEMA published Federal Preparedness Circular 65 (FPC 65) to provide COOP guidance to the Federal Executive Branch.  Presidential Decision Directive 67 also advised all agencies to designate alternate operating facilities prior to the event, as part of their COOP plans and prepare their personnel for the possibility of unannounced relocation of essential functions and/or COOP Team members to these facilities should an emergency necessitate that action.  Contact Linda Grinnage, 202- 501- 0012, GSA-Emergency Preparedness.

GSA sponsored Telework Centers in the Washington, DC metro area are available as COOP sites for the Federal government. While the development of COOP sites is relatively new - the telework centers are an ideal situation to assist small numbers of employees to continue their agency’s ongoing operations in times of emergency. Already in place and ready to go without a large commitment of federal dollars that would be required to open new locations that may be underutilized and require unnecessary federal funding.  Contact Penny Einarsen, 202-208-1585, GSA-PBS. 

## Technology Barriers Study

	H.R. 4871, House Report 106-756:
	“identify and develop a plan to resolve technology barrier issues that impede the creation of home workstations for Federal employees.”

- Technology Barriers Study
- 	H.R. 4871, House Report 106-756:
- 	*“**identify and develop a plan to resolve technology barrier issues that impede the creation of home workstations for Federal employees.”*

**Notes:**
Another study initiative mentioned earlier was Technology Barriers and Solutions for Federal Home-Based Telework.
Congress asked GSA to conduct a study of technological barriers to teleworking and to report on it.  GSA contracted with an independent consultant, Booz, Allen, & Hamilton to conduct the study in August 2001.  
Focus was technical, not HR or management
Focus was on home-based, not telework centers

## Representative 
Agencies

Commerce
Defense
DISA
NIMA
FTC

- Agencies
- Commerce
- Defense
- DISA
- NIMA
- FTC

- GSA
- Interior
- Justice
- NASA
- HHS
- Treasury
- Veterans’ Affairs

## What?
80% use dial-up connections 
50% use computers provided by agency; 63% software
27% provided with second phone line or cell phone by agency

- 80% use dial-up connections
- 50% use computers provided by agency; 63% software
- 27% provided with second phone line or cell phone by agency

**Notes:**
In order to compile data for the study, more than 2400 teleworkers (2416) and nearly 900 teleworker managers (897) were invited to complete questionnaires: 
43% of the teleworkers (1030) responded and
38% of the managers (339) responded. 
The IT Barriers Report that was sent to Congress, May 9, 2002, included the following updated information:

 78% use dial-up analog telephone lines for connectivity
 47% use government issued computer for telework
 63% use government issued applications software
 27% use government issued second phone line/cell phone 

## and what’s more?
Teleworkers reported fewer technology barriers than their managers did.
Teleworkers and their managers rated equipment and software performance similarly.

- Teleworkers reported fewer technology barriers than their managers did.
- Teleworkers and their managers rated equipment and software performance similarly.

**Notes:**
The chief barriers identified by those questioned were technical support, speed, and reliability of network connections.
3% of teleworkers said that technological barriers might cause them to consider giving up teleworking.
And, both managers and teleworkers rated training as the least barrier.
The final report was submitted to Congress, May 9, 2002.
It includes several agency case studies and recommended practices and concluded that there were no technology barriers to teleworking.

## Resources
Telework.gov
GSA Telework Listserv
Telecommute.org
ITAC Telework News
Recent Publications

- Resources
- Telework.gov
- GSA Telework Listserv
- Telecommute.org
- ITAC Telework News
- Recent Publications

## OPM Director Kay Coles James
Speaks to Federal Managers
January 25, 2002
  “In case you haven’t gotten the message, telework is here to stay and you are going to do it, and you are going to love it!”

- OPM Director Kay Coles James
- Speaks to Federal Managers
- January 25, 2002
*  “**In case you haven’t gotten the message, telework is here to stay and you are going to do it, and you are going to love it!”*

**Notes:**
OPM Director, Kay Coles James is a major proponent of teleworking and has expressed her views quite succinctly.  We request your support and ask that you assist the managers in your organizations to establish positions, policies, and staffing requests that allows it to progress sensibly.
I suggest that we refrain from discussing telework as an “exclusive entity” with managers and associates.  Discuss it as part of an “inclusive compendium of people connecters” that has evolved into the sophisticated communications systems and processes we use today.  It makes good business sense/good government sense “to be able to get work done anyplace, anytime, and with anyone”.  It also makes good business sense/good government sense for us to establish portable/mobile careers and increase remote training,  education, and teleworking opportunities. 
Per Knight Kiplinger, telework is one of the connecters that “frees us from the tyranny of geography and gives us the ability to create a mobile-global workforce”. 
I will be available for questions at the end of this session.  Thank you.