Managers should avoid the distribution of work on the basis of “availability” in relation to physical presence. It is also important that managers avoid the trap of thinking that someone who is present and looks busy actually does more work than someone who is not there. Good performance management practices are essential for telecommuting to work efficiently and fairly. Executives should familiarize themselves and their employees with their agency`s policy, including existing collective agreements, to ensure that they meet their requirements. In addition, all agencies should have guidance on information systems and technology security, and managers must ensure that their equipment selection and telework agreements comply with these guidelines. Information security covers the protection of confidential “documentation documents” files and documents. University policy allows staff to telework if authorized by the employee`s supervisor or another designated official. With a well-thought-out plan, telework can benefit not only the employee, but also the supervisor, the team and the university in general. Telework often improves job satisfaction by increasing workstation flexibility, allowing the university to retain valued employees who might otherwise change jobs. It can also reduce commuting and address space restrictions. Managers and line managers should strive to use telework as much as possible if federal telework programs are to be successful. The success of an organization`s telework program depends on the regular and routine use of employees at all levels. Experience is the only way to enable managers, staff, IT support and other stakeholders to use technologies, devices, communication, workflows and related issues that can hinder the transparency of telecommuting.
People expected or expected to telework in an emergency, including managers and superiors, should be encouraged to telework with some frequency in the event of a non-emergency. Managers and superiors should set themselves the goal of regularly participating in telework in order to lead by example and to become familiar with the dynamism of management in a telework environment. The most important thing is that the agreement should be signed and dated by the manager. Managers and TMOs are encouraged to store copies of all telework agreements. Telework contracts are living documents and should be checked by the supervisor and employee and signed regularly, preferably at least once a year. New telework agreements should at least be concluded when a new relationship between employees and managers is established. For more information, check out your telecommuting policy, the telework coordinator or the TMO. You can find your telecommuting coordinator by browsing OPM`s work-life contact base. If the question of the potential effectiveness of the agreement arises, a supervisor may consider allowing the worker to telework on a pilot basis.
A supervisor should set an audit period beyond which a decision on telework in progress can be made. There may be circumstances in which a telework application cannot be accepted. In order to demonstrate consistency and fairness within the unit, it is important that the refusal be explained to the employee and based on guidelines, the impact on the operation of the units and/or on the employee`s work data set.