Mobile Work Exchange

There is a serious lack of consistency when it comes to implementing the Telework Enhancement Act of 2010. While Department-level managers tout participation rates (number of people with telework agreements in place) that actual use of telework as allowed by agency-level and division-level managers is far less. There is no REAL support from the Department requiring first-line managers to effectively implement a telework policy that is consistent and therefore many employees find themselves subjected to the whims and biases of their immediate supervisors.

Agree with annonymous. Until you target training specifically to middle management and include compliance in performance evaluations, you will be doomed to, at best, ad hoc, use of telework by a majority of telework agreement users.

I am interested in understanding how the number of employees with signed Telework Agreements constitutes "success." The applicable Agency may have met its goal in identifying positions eligibel for Telework and then having the employees sitting in those positions complete the Agreements, but by what standards or criteria are those employees any more or any less "productive" than when they are physically at their gov't issued desks? I have been a 1st and 2nd line manager at an Agency which has both field and staff employees; with limited exceptions (e.g., professional staff personnel) all field employees could/should telework. It was also reasonably easy to ascertain whether there was any productivity increase; however, I am not convinced that there is a standard by which "staff" employees can be measured. What does constitute a sustainable telework program and what are the parameters for measuring positive strides?

I agree with the comment of no real support from the first-line managers. If the immediate supervisor is anti-telework, along with the immediate supervisor's supervisor (all out in the field), there's no incentive to even try. We're told it's for high traffic areas such as DC and the like....that's not in line with how the program is meant to be utilized. No where in the law or our agency regulations does it limit the use of teleworking to DC and other high-traffic areas.

Same here I have actually lost telecommuting days and am only allowed to do so once every two weeks. This is NOT performance based just a management decision for all. This is not fair or consistant with others at NIH. With gas what it is if the President would required managers to allow those eligible to telecommute 3-4 days a week imagine the gas it would save not to mention cleaner air especially on bad air days.

If there will be no ABSOLUTE cut and dry, enforceable mandate, telework will never get the support needed to be fully implemented by all agencies. Is there a measure to show how many employees actually participate in their telework program versus employees/position eligible for participation? We were told we could submit a request BUT every request was denied. The reason being "the telework agreement would place an unordinary amount of work on those who choose not to participate." If I'm TELEWORKING...what's the difference? Another "caution" management has is the productivity issue. "How do I know you're working?" How do they know I'm working at my gov't issued desk? They don’t stand over my shoulder monitoring every keystroke. But of course the privileged few are allowed to telework as often as needed, sometimes even over the weekend...HOLIDAY weekend at that. There needs to be more enforcement, more guidance, more information for manager that show the benefit and ways of weeding out those that would take advantage of the system.

Implementing Telework Program is a challenge for Departments outside the Washington DC area. Many of the places around the country don't have telework centers or equipment to install in people's home office so they can work other than at the current office. With all the fiscal issues facing our Country, implementing this although a good idea, practicality may be another factor that was not fully flushed out before the mandatory implementation was imposed.

Agreed on all counts; I work and live in the “high traffic” area of the DC Metro area and it’s like pulling teeth to get permission to work from home. On the off chance that someone is allowed to work from home, we are buried in paperwork (reporting up on what we did while working from home). Mind you, my team is located all over the country and there is no face-time with my coworkers or manager, so what’s the purpose. Management is trying to make the experience so cumbersome for the employee that many pull out of the program.

The Agency I work for had its employees sign telework agreements and submitted those numbers as “eligible personnel” who can work from home. However, management would not, and nor did they ever plan to allow those eligible’s to work from home, therefore the numbers submitted are bogus.

If Congress was really interested in saving money on the overhead it takes to operate these mega buildings, saving dollars used on transportation subsidies, and helping to conserve fuel, etc., then they should have a mechanism in place to police each agency to ensure the telework program operates as it was intended. It is as if Congress does NOT want this succeed. This is not rocket science. As it stands, don’t expect the government to save any dollars with this program until firmer guidelines are in place for the agencies to follow.

It is all bogus!!! There are agencies of Federal Departments that introduce additional rules, interpret laws incorrectly, and even ignore Labor-Management Agreements to establish some so called 'Program.' This Union has encountered the agencies that establish rules sporatically across offices. The Federal Government continues a program rooted in the 20th Century, while the Private sector practices telework in its truest sense. All this good legislation and even guidance is for not, as long as individual discretion is allowed to establish program parameters.

Telework will not work until managers learn how to manage. Managers say "people come here and do nothing, why would I let them stay home?" but who's responsible for these individuals? The manager. As of today, I have not seen a leader yet, but managers in title only. The real test will be on bad weather days when agencies will expect employees to work from home.

I telework on a permanent basis and the benefits far outweigh the disadvantages. I am able to work on projects without being subjected to the politics of my office, getting entangled in gossip mongering, and have a higher quality of life in general. I save money on gas, eating out, and care-giving to my elderly parent. Disadvantages include not getting that facetime that is so needed if I expect to be promoted (I was pretty much told that I had sacrificed any promotion potential if I teleworked), but all of that pales in comparison to what I have gained through teleworking. I agree with the other posts that supervisors need training on how to manage teleworking so that workers can optimize the experience and also put their (the supervisor's) mind at ease that those of us actually telecommuting really are productive. Consistency and training is the key to application and implementation of the law. Until the government sees that this is a viable option to saving money and higher productivity, it will never really get off the ground.

I fully agree with AFGE. There are agencies that create different rules and ignore the INTENT of telework. Let’s break it down a little further. There are divisions under the agency that create their own rules. The Agency headquarters give no real guidance. In fact sister sites do differently, no consistency across the board. The mindsets of some of these commands are stuck in antiquated thought. The dinosaurs need to retire and we need to move forward into the 21st century. We are told that WE ARE one but only when it meets their purposes. This program could be such a benefit in savings for the Government and on the environment. Needless to say the savings for some employees with long commutes, with the pay freezes the savings can help offset the increases in food and energy.

The report and the excitement surrounding the federal telework program seems to revolve around Washington, DC. While I personally know how crowded that area is, the federal government also involves every Army, Navy, Air Force and Marine base within and without the country. I don't honestly know how the other services are scoring on telework compliance, but it seems as if the Army is blowing the program off, which confuses me, because of the Public Laws about it.
Of course I have an interest in the program, but I cannot telework more than two days a week in my job. I like to see the progression of technology and intelligent solutions to issues which affect us individually as well as affecting the corporate economy.

I agree, it is bogus. I work for the same DOD agency/same department that in 2008 I was permitted to Telework full time thanks to a progressive thinking and supportive director. But when the job relocated due to BRAC, a new location and all new management the position(s) are not eligible for the entire office. 99% of the work that I did and still do is online. Its a win win but as stated above many managers are living in the stone age with their control issues. The improvement is on paper only, we are still not in compliance, its all for show.

Wished I teleworked. Have been denied at every request. Currently we are refreshing the desk top computers in my department but there is no money in the budget for equipment for me to work at home. Management’s only argument. It’s going to be a long bumpy road.

The "cost" argument against telework is bogus, too. Agencies really serious about telework can recoup any equipment expense by reducing space needs in the office. I'd be happy to share an office with someone if it meant being able to telework 2-3 days a week.

The "cost" argument against telework is bogus, too. Agencies really serious about telework can recoup any equipment expense by reducing space needs in the office. I'd be happy to share an office with someone if it meant being able to telework 2-3 days a week.

WIll not see Telework for DOD facilities outside of DC in my lifetime.

I'm serving as a union steward for the American Federation of Government Employees in the Department of Veterans Affairs. I've been appointed to specifically address telework issues.

I have about a dozen employees who wish to grieve notification of not being permitted to telework due to managers disallowing a whole category of positions. I suspect some of these positions are denied a teleworking arrangment in one organization while other federal organizations
are allowing and accommodating persons with essentially identical tasks to fulfilll, at least temporarily, their duties while telecomutting from alternative work sites.

Can you provide any helpful points of contact whereby we can make comparisons across federal organizations?

For example, are paralegals in your organization being given the opportunity to fulfill tasks through a
telework arrangement?

Do you know of first line IT support personnel that are being allowed to telecommute in your organization?

Given that the involved individuals have the personal attributes to qualify, I seek specific instances where similar tasks in one organization are not treated the same in another organization.

I request helpful input be sent to ken.stoner@va.gov