goddard space flight center office of human capital management our vision: deliver integrated,...

Goddard Space Flight Center

Office of Human Capital Management



Our Vision: Deliver integrated, strategic human capital solutions as an innovative, value-added partner.

Our Mission: Fuel the Goddard mission by igniting human and organizational excellence.

Merle Robbins, Telework Program Manager

Code 115

[email protected]

301-286-3773

Telework/Work from Anywhere (WFA) Program“Work is what you do, not where you go”







• Telework/WFA Program Basics

• Managing Teleworking/WFA Employees

• Typical Questions/Concerns

• Keys to Success

• Communication Resources

• Resources

Program Overview

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Benefits

• Organization

• Employees

• Society

Types

• Routine (formerly Core)

• Situational (formerly Episodic)

Consideration must be given to:

• The nature of the position

• The employee

• The alternate worksite

Telework/WFA Program Basics

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Managing Teleworking/WFA Employees

• Know Goddard’s Telework/WFA coordinator, policy and procedures, including applicable collective bargaining agreements

• Complete Telework Training for Managers• Determine employee eligibility• Understand and assess the needs of the workgroup• Maintain valid telework/WFA agreements with employees• Communicate expectations• Base denials on business reasons• Remain equitable in assigning work and rewarding performance• Conduct telework/WFA exercises

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Typical Questions/Concerns• How much authority do I have in determining whether an

employee is allowed to telework? Do the current priorities of the organization align with what the employee has identified as work products or activities that can be performed at home?

The supervisor is the ultimate decision maker. He/she has the authority to deny or approve telework for any of his/her employees. However, the decision should be based on a business reason that supports the mission. Bottom-line: Telework is not an employee entitlement, but you should not deny telework just because you don’t support the concept.

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Typical Questions/Concerns

• How do I know that my teleworker is working? Do I have the right to request that he/she present evidence of the work completed after a telework period?

Yes, but only if the supervisor is also requesting proof of work from all other employees in the office. Supervisors are reminded that processes put in place for the teleworker should also be in place for the employee in the office.

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• It’s difficult to treat a teleworker the same as a non-teleworker when you can’t walk down the hall and have an impromptu discussion.

Keep in mind that non-teleworkers may be away from their

desk, in a meeting, or on the phone when you want to connect. As a supervisor, discuss with the teleworker the best methods of communication on those days when he/she is working remotely.

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• Our Division supports secretaries teleworking on an episodic basis. I don’t agree, but what can I do?

As with any new policy/procedure, it is not always readily accepted by all employees. Keep an open mind and provide comments to the Telework Program Manager for ways to improve the process.

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Typical Questions/Concerns• Can I require my employee to telework on a Code

Red day; and/or Can I required my employee to call into a meeting on a Code Red day? If the employee is already scheduled to telework on a Code

Red day, that employee is still required to work even though the Center is closed. Time should be recorded as TLWK on timecard.

If the employee is not scheduled to telework on a Code Red day, then you may not require that employee to work or call into a meeting. However, if the employee voluntarily agrees to call into a meeting, that is acceptable. If employee works, that portion of time should be recorded as TLWK with balance of time recorded as ADMIN Leave.

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Keys to Success• Ensure clear work requirements and job expectations are in

place

• Complete checklists prior to starting a telework/ WFA arrangement (see HR Portal)

• Maintain open communications with your teleworkers

• Be open to feedback on how the Telework/WFA arrangement is working

• Keep track of any challenges with the arrangement and make adjustments, as necessary

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Keys to Success• Hold teleworkers accountable for completing assigned work

products, just as if working at the traditional worksite

• Ensure Telework/WFA is transparent. This means that employees should be accessible by phone and email during their normally scheduled hours and have the ability to retrieve files, if necessary

• Do not require anything more of teleworking employees than you do of employees sitting in their office

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Communication Resources• Telephone

• Outlook

• Lync (Microsoft Office 2013) -- one on one through instant messaging, or group chat (up to 15 participants) Training available through Aces Website)

• Instant Messaging – through Lync

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• NASA’s Telework Policy

• NPR 3600.2

• OPM’s Telework Website

• www.telework.gov

• Telework Program Manager

• Merle Robbins

• 301-286-3773

• [email protected]

• NASA’s Human Resources Portal WFA page (internal NASA only)

• https://hr.nasa.gov/portal/server.pt/community/employees_home/239/work_from_anywhere_%28new

%29/133590

Resources

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goddard space flight center office of human capital management our vision: deliver integrated,...

Documents

goddard mission

valueadded partner

organizational excellence

hisher employees

wfa program work

employee eligibility

employee entitlement

valid teleworkwfa agreements