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Frequently Asked Questions Telework

  • The certificate is accessed at the completion of the Employee Telework 101 Module 5 – Game. Simply go to the end of Module 5 and you will come to the dialog box that reads:  Certificate of Completion.  You should then be able to fill out your information and print the certificate.  If that does not work, another option is to try this link to print your certificate.
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  • Some supervisors express concern that when their employees are teleworking, they will not be able to monitor that employee's work effort.  But when approached correctly, supervisors discover they are better able to monitor the work by shifting the focus from how much work the employee looks like he/she is accomplishing to how much he/she actually is accomplishing.  By focusing on the work product instead of the work activity, many supervisors find they are better able to communicate clear expectations to their employees.  The resulting agreement on job expectations often leads to increases in employee productivity and job satisfaction.
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  • It is important to note that performance standards for teleworking employees must be the same as performance standards for non-teleworking employees. Management expectations for performance should be clearly addressed in the employee's performance plan, and the performance plan should be reviewed to ensure the standards do not create inequities or inconsistencies between teleworking and non-teleworking employees. Like non-teleworking employees, teleworkers are held accountable for the results they produce. Good performance management techniques practiced by the manager will mean a smoother, easier transition to a telework environment.
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  • Yes, OPM offers a Governmentwide telework training program for managers on our website.  Additionally, individual agencies have the option of offering their own on-line or classroom based telework training tailored to their organizations.  In addition to the training for managers offered on our website, there is also specialized training available through OPM's Eastern and Western Management Development Centers. Details on the Development Centers and course schedules can be found at the Center for Leadership Development's website.
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  • There is no current prohibition in Federal law or regulation that says managers and supervisors cannot telework.  Managers and supervisors must be committed to using telework to the fullest extent possible within their organizations if Federal telework programs are to succeed.  Experience is the only way to enable managers and employees to work through any technology, equipment, communications, workflow, and associated issues that may inhibit the transparency of telework.  Also, individuals expected or anticipated to telework during an emergency situation, including managers and supervisors, should be encouraged to telework with some frequency under non-emergency situations.  Managers and supervisors should make it a point to regularly participate in telework in order to lead by example and be comfortable with the dynamics of managing in a telework environment.
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  • Information about the total number of Federal employees participating in telework can be found on OPM’s telework website.  Each year, OPM issues an Annual Report to Congress on the Status of Telework in the Federal Government that addresses each Executive agency’s telework program, the level of participation, method of measuring participation, agency participation goals, and progress in meeting these goals.
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  • The answer depends upon the intended use of the checklist.  If the checklist is used solely for program purposes, such as acquainting the teleworker with workplace safety, then the agency may require employees to sign such a checklist to participate in telework.  However, if the checklist is intended to have legal standing for safety and/or liability purposes, then the answer is no. For more information, please refer to GSA's Guidelines for Alternative Workplace Arrangements.  For more information about your agency equipment policy for telework, please consult your agency telework policy or telework coordinator.
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  • The Telework Enhancement Act is silent on the question of whether an employee is automatically entitled to substitute his/her telework day if it falls on a Federal holiday.  Ultimately the agency’s telework policy and telework agreement should provide the framework for the discussion that needs to take place between the manager and the employee about expectations, including whether the agency’s telework policy allows for a substitution of the telework day if it falls on a holiday.  For more information, please refer to your agency telework policy, contact your agency telework coordinator, or visit your agency HR Department.
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  • Yes.  The Telework Enhancement Act allows for termination of a telework agreement if an employee does not comply with the terms of the written agreement and/or if the performance of the employee falls below a certain standard (usually fully successful).  Telework denial or termination decisions should be based on the operational needs of the organization and/or performance in accordance with the requirements of the Act and the agency’s telework policy. When deciding to terminate a telework agreement, a manager should be able to document and demonstrate that:
    • The employee’s teleworking directly and negatively impacts the employee’s performance or the performance of the work group/organization
    • Continuation of telework will interfere with remediation of the standards such as the employee’s ability to attain or return to a fully successful performance level.
    Also, as a general rule, a manager’s termination of a telework agreement should follow some basic principles:
    • Be in writing
    • Provide an explanation 
    • Be timely
    • Follow agency policies and procedures for denial/termination of telework requests
    • Include any appeals/grievance procedures available to the employee
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