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MSPB Telework Study
Presented by: Laura ShugrueDeputy Director, OPE
US Merit Systems Protection Board
Purpose of Study
To learn how Telework is currently operating in Federal agencies/ organizations, including effective practices and perceived barriers
Methodology
Surveyed 20,000 Professional and Administrative employees, supervisors and managers in 13 Federal organizations.
Both high and low telework agencies
Key Telework Drivers
Legislation Continuity of Operations (COOP) Recruitment and Retention of High
Performing Employees Employee Engagement Environment
What’s Working
More employees are teleworking: 31% of survey respondents telework routinely30% telework on an ad hoc basis
As telework increases so does employee engagement
Telework’s Effect on Organization
Telework has a neutral or positive effect on both employees and organizations81% of non-teleworkers felt that other’s
teleworking had no impact on their personal productivity and performance
72% of teleworkers felt that telework had a positive impact on their personal productivity and performance
Telework’s Effect on Organization
Supervisors felt telework had either neutral or positive effect on organization’s: Communication (80%) Teamwork (82%) Work Relationships (85%)
The more teleworkers supervisors supervise, the more positive they are about telework
Barriers to Telework
Technology Employees in low telework agencies are less likely
to be provided a laptop or have access to equipment/resources to telework
Supervisor/Senior Leader Support Employees in low telework agencies feel
supervisors will not approve request to telework
Barriers (cont.)
Telework is not for everyone Employees must have recent rating of “Fully
Successful” or higher Certain occupations don’t lend themselves to
telework (Border Patrol Agent, Surgeon, etc) Positions that are performed in a classified
environment Employees must demonstrate self-discipline,
motivation, and reliabiliity
Barriers (cont) Employees whose supervisor supports and
encourages telework are more positive about performance management
Recommendations
Agencies: Should develop detailed telework policy and
disseminate to all employees Provide performance management training to
supervisors