Guides to teleworking

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Remote management

The General Services Administration acts as the chief source of teleworking information for federal agencies, with information and tools for managers and employees at its Web site, www.gsa.gov, and in combination with the Office of Personnel Management, at www.telework.gov.
A telework primer from the Office of Management and Budget is available at the site and gives federal agencies a road map to managing workers at home or remote locations.

A telework agreement provides a clear understanding of what is expected, the work assignments to be completed and in what time frame, OMB said in the May report, Telework: A Management Priority: A Guide for Managers, Supervisors, and Telework Coordinators. If status reports on projects are required, they should be stipulated in the agreement. The time schedule should be clearly noted, including core days and hours.

Managing the performance of the teleworker should be no different than that of employees at the office, according to the guide, if the supervisor:
  • Plans work and sets expectations

  • Monitors teleworkers with regular meetings

  • Diversifies assignments and develops teleworkers' skills with offers of training

  • Appraises performance and discusses issues

  • Rewards performance monetarily or with acknowledgement

  • Offers new responsibilities.

The supervisor should have the street address, phone number and e-mail address of the employee's alternate work site. Teleworkers are kept in the office loop when supervisors let office co-workers know teleworkers' assignments and contact information, and encourage communication between those in the office and those at home.

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