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Frequently Asked Questions Telework

  • The USAJOBS website lists all available Federal Government positions. Positions that may be telework eligible are not generally designated differently than other positions, although the job description may give insight as to whether the duties may be suitable for telework.  For example, job duties considered to be "portable" might include responsibilities such as analyzing data, coordinating events, and writing reports. Information about whether or not a position may be telework eligible could be discussed during the interview or offer stage of a job search.
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  • Yes.  There is no Governmentwide restriction on teleworkers following alternative work schedules. However, individual agency policies may restrict the combination of telework and other flexibilities, so managers and employees should discuss this issue with their telework coordinator or Telework Managing Officer.
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  • Effective performance management is the same whether or not an employee teleworks. Managers should measure employee performance by results, not physical presence. Go to www.opm.gov/perform for guidelines on good performance management techniques.
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  •  Yes.  In fact, best practices in telework support this.  Managers and supervisors are encouraged to promote a positive telework culture in their agencies by modeling participation in the telework program.  As with any position, whether or not telework is feasible – and what kind of telework (how frequent, how regular, etc.) is most appropriate – is dependent on the business needs of the organization.  See your agency telework policy for details and any restrictions.
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  • For the most recent telework data, visit the Annual Reports to Congress page and view the latest report.
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  • Yes. OPM provides web-based employee training modules, in accordance with the requirements of the Telework Enhancement Act of 2010.   Agencies may offer additional training or require additional training. Check with your agency telework coordinator or Telework Managing Officer to find out about any training your agency may offer.
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  • Agency telework policies establish the basic guidelines for telework eligibility and the application process. Within this framework, managers and supervisors generally have discretion to implement telework to fit the business needs of their organizations. You can work with your telework coordinator to fully understand the relevant policies and procedures. If you are eligible by the terms of the policy and have followed proper procedures, your telework coordinator can help you write a business-based proposal to submit to your manager.
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  • Equipment and who will provide it will vary by situation. Many Federal agencies provide equipment (e.g., laptops, second phone lines, etc.) at home-based worksites. Each agency must establish its own policies on the provision and installation of equipment. GSA's FMR bulletins provide some additional guidance for equipping home-based offices.  
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  • Agencies should allow pre-decisional involvement to the fullest extent practicable as provided in Executive Order 13522 and satisfy collective bargaining obligations by working with labor when developing their telework policies and agreements.
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  • Government employees who suffer work-related injuries and/or damages at the alternative worksite are covered under the Military Personnel and Civilian Employees Claims Act, the Federal Tort Claims Act, or the Federal Employees' Compensation Act (workers' compensation).
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