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GETTING WORK
FROM
YOUR TELEWORKERS

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Goals

• Results
• Performance Measurement
• Tools
• Case Studies

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Results

• What are they?
• How do you get them now?
• How do you measure them?
• Expected problems from teleworkers?

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What are Results?

• Achieving organizational effectiveness
• Accomplishing the work of the office and the mission of the agency or Department

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How do you achieve results?
Which Employee?

• Self-directed
• Fully successful rating
• Minimum supervision
• Time & Workload mgmt
• Works independently
• Voluntarily Participate

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Which Position?

• Assignments
• minimal face to face with customers
• portable
• measurable results/outcomes
• accurate performance standards
• Identify non-appropriate positions
• Case by Case basis
• not every position with same series

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Performance Management of Teleworkers

• General Planning
• Plan work in advance
• Set performance expectations
• Employee involvement
• Performance elements
• Planning for Teleworkers
• Work Agreement
• Identify specific or types of assignments
• Set schedules, deadlines
• Continue work in-office work planning

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Work Agreement

• General Monitoring
• measure performance
• Provide feedback
• Continuous
• Identify & address unacceptable performance at anytime
• Monitoring Teleworkers
• regular meeting times
• Discuss work & performance
• Address performance issues
• Cancel agreements

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Performance Management of Teleworkers

• General Development
• increase performance capacity w/ training
• Diversify assignments
• Higher levels of responsibility
• Develop Teleworkers
• Continue to offer training
• Don’t limit assignments
• Offer more responsibility

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Recognition

• Performance Rating
• Timely
• Honest
• Opportunity for more communication
• Reward Performance
• Monetary
• Honorary
• New duties
• Encouragement
• Job Well Done
• Thank You

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Keys to Managing for Results

• Communication
• W/ teleworker
• W/ co-workers
• NO!
• Canceling agreements

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Just Say No?

• When?
• How?
• Consequences
• Concerns
• Call Employee Relations
• Call Telework Coordinator

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Cancellation of an Agreement

• Cancel Agreement
• decline in performance
• unauthorized overtime
• new duties
• employee request
• normally 2 weeks notice
• Concerns
• call program coordinator
• Temporary Cancellation
• meetings
• office coverage
• travel
• temporary assignments
• alternate worksite
• Concerns
• call program coordinator

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Tools

• Employee
• Supervisor
• Position
• Communication
• Equipment
• Work Plan

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EMPLOYEE SUITABILITY Employees should complete this assessment tool before requesting to telecommute. This will assist employees in determining if they have the individual qualities that may lead to a successful telecommuting arrangement.
Assessment Criteria	YES (always)	NO (never)
I am an independent worker. My work is timely and accurate.
My projects are measured by results. I have timelines and/or specific products that I may be measured against.
I do not have any performance problems.
I do not have any conduct issues. I meet agency and federal standards of ethical conduct.
My work activities are portable and do not require special equipment of any kind.
I can maintain contact via phone and/or email and/or fax w/ no adverse impact.
My duties require minimal Face-to-face interaction w/ customers (internal or external)

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POSITION SUITABILITY This assessment tool is designed to assist supervisors in identifying those positions or duties of a position that are appropriate for telecommuting.
JOB FUNCTION	YES (always)	SOMETIMES (% of time)	NO (never)
Task or functions are project oriented (independently performed)
Work can be scheduled or time controlled
Quantity and quality of performance are Measurable
Co-worker functions are impacted by telecommuter
Work requires minimal special equipment, materials, etc
Communication may be accomplished via phone and/or email and/or fax
Face-to-face interaction w/ customers (internal or external) is minimal

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COMMUNICATIONS ASSESSMENT Employees should complete this assessment tool before requesting to telecommute. This will assist in determining communication methods while telecommuting. It is recommended that all employees know when a co-worker will telecommute.
Method of Communication (meetings, email, phone, face to face, etc)	Communication w/ which Customer (supervisor, co-workers, citizens, et)	Frequency of Current Use	Equipment required for communication method (phone, internet, computer, meeting space, etc)	Would communication method need to change for telecommuting?
Email
Phone
On-site Meetings
Face to Face
Off-site visits
Other:
Other:
Other:

 

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Employee Weekly Work Plan It is suggested that all employees and not just telecommuters use this tool. This will ensure that all employees are being measured effectively and consistently. Employees should include task(s) to be completed for the day, the priority of that task(s), whether is an individual or team task(s) and when the supervisor needs or can expect a product.
	Task	Priority	Responsibility	Due Date
Monday Teleworking Office
Tuesday Teleworking Office
Wednesday Teleworking Office
Thursday Teleworking Office
Friday Teleworking Office

 

DeShawn M. Shepard

Departmental Program Manager for Work/Life
U.S. Department of Transportation
(202) 366-8085
DeShawn.Shepard@ost.dot.gov