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Telework FAQs

Managing Telework Basics

  • In conjunction with the requirements of the agency telework policy, the manager normally decides when and how often a teleworker is away from the office. Most teleworkers are not away from the office more than one or two days a week. And again, communication does not stop when the employee is teleworking.  Instead, some of the face-to-face communication is replaced with the phone, email, videoconferencing and instant messaging.
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  • A successful telework program can improve organizational efficiency, raise the quality and quantity of work, boost employee morale and job satisfaction, and lower your employee turnover rate.  In addition, the enhanced communication that a telework program fosters can further develop your own skills as a manager.
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  • Sometimes teleworking does not work.  If a teleworker's quality of work declines, treat it as you would any performance issue.  Review the telework agreement and give your employees a chance to improve.  Your telework agreement should include a clause stating that either the manager or the employee can cancel the telework agreement for operational or performance issues.
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  • This is a common myth, but implemented properly, a telework program should not cause any extra work for non-teleworkers.  Teleworking and non-teleworking employees must understand expectations regarding telework arrangements including coverage, communications and responsibilities.  Also, managers should avoid distributing work based on “availability” by physical presence to avoid unfairly burdening coworkers who do not telework. Keep in mind good performance management practices are essential for telework to be effective and equitable.  For more guidance on performance management, please see OPM's Performance Management page.
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