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GSA official says telecommuting is about work, not location
There is no such thing as telecommuting, Glenn Woodley, senior program analyst for the General Services Administration, told a group of federal employees Wednesday afternoon.
"Managers in the federal government are not concerned about whether or not you drive 30 miles to work," Woodley said during a session about telecommuting initiatives in the federal workplace at the Office of Personnel Management's annual Strategic Compensation Conference. "Managers are concerned about whether or not you are working."
Based on that argument, telework is the best definition for what should be happening in the federal workplace, according to Woodley.
According to OPM, 4.2 percent of the federal workforce participated in telework programs as of January. Both OPM and GSA have taken several measures to increase telecommuting in the federal workplace. In March, GSA Administrator Stephen Perry offered to let agencies use telework centers for free for 60 days. OPM Director Kay Coles James vowed to telework at least once a month last fall, encouraging federal employees to follow her lead.
Woodley took a different tack to spark interest in telecommuting programs, emphasizing that telework should be incorporated into job descriptions and performance plans as the federal government shifts to include mobile or portable careers.
"All telework really does is connect people," Woodley said. "Where you are should not have anything to with how well you carry out your work."
To illustrate his point, Woodley pointed to the Defense Department, which has half of the federal government's telecommuting population, a number that rose after the Sept. 11 attacks. Defense Department officials used telecommuting temporarily after the attacks and found that it worked well for the agency, Woodley said.
"Once they went out they said, 'Why do we need them all back here, they function well where they are,'" he said.
Woodley and Mallie Burruss, a work/life program specialist at OPM, said that some jobs and employees may not be suited to telework. "If people can't work independently in your office, why would you want to send them home [to work]?" Woodley asked.
But, Burruss said, management needs to approach every position assuming that there is a portion of every job that can be done at home, or at a telework center. "You have to really be creative and think outside the box," she said.
Burruss gave aspiring teleworkers a tip for broaching a conversation with their managers and supervisors about starting a telecommuting program. "Look at the benefits that the agency and the federal government will get," she said. "Sell it on the business end."
COMMENTS
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- If the telework model is to ever become a reality on a lage scale some serious institutional changes will have to be made. My wife was a GS-12 Information Technology Specialist with the Army Test and Evaluation Command headquartered in Alexandria, VA. Her position was as a Network Operations Center System Administrator specialist working in a field office at the Operational Test Command in Fort Hood, TX. When I accepted a position in Pensacola, FL. my wife informed her chain of command that she would be looking for a position in Florida and would have to resign her position in order to accompany me to my new job. Her seniors approached her and asked if she would be interested in continuing her career via a telework agreement from Pensacola, FL. My wife said she would and soon began her telework assignment from Pensacola as a systems administrator in March 2002. She was originally offered a 90 trial period that was subsequently extended to 120 days. The senior IT civilian had assured here during the trial period that they were very happy with her performance and saw no reason why they would not continue the arrangement. During the interim, the Chief of Staff transferred and the incoming COS decided he did not want to continue the telework program. After the 120 day period ended, they informed her that she would have to return to FT. Hood or resign. When my wife questioned the reason behind the termination they indicated they no longer wanted to support a telework arrangement. Based on the previous assurances she was given she had not pursued any Civil Service jobs in the local area and was quite surprised when they informed her of the telework termination. However, this same senior IT civlian asked if she would be interested in a telework position with the contractor (MADEN TECH) who held the IT contract for ATEC and said he would insure she was moved over to the new contract that was up for bid should Maden Tech lose it. Since she was out of a job, and we counted on her income, she had little choice but to resign in July and accept the position with the contractor while she continued to look for a government position. Almost immediately after her resignation, we were told her government position was transferred from Ft. Hood to Alexandria. She was recently informed by Maden Tech that they had lost the contract, that all positions would be terminated Sept 20, and that she would not be picked up on the new contract. At this point, you are probably thinking that she is a borderline employee who they decided didn't have the motivation to telework. Let me assure you could not be further from the truth. She has consistently received outstanding evaluations, merit promotions, and cash performance awards.She is the hardest working person I know and prides herself in knowing she is an expert in her field. I think it is a shame that someone her abilities and professionalism is treated in such a cavalier and unprofessional manner. I understand that these types of programs are not required and are only provided if it benefits the mission of the command. I also understand that any individual taking part in this program can be asked to return to their physical place of work if the telework position is no longer a viable arrangement. I truly believe that the telework program is (outstanding program)that can solve numerous problems with the traditional work environment. However, if this is the way teleworkers can expect to be treated, don't be surprised if very few individuals stepp up to take advantage of it. I hope Mr. Woodley and Ms. Burrus have better cooperation from other organizations. Hollis Stringer Posted February 24, 2003 4:09 PM
- Great article! The questions that should be asked by the press are: Why is only 4.2 percent of the federal workforce participating in this program? Why are we not at the 25 percent of the workforce called for by law? Isn't it true that the vast majority of senior staff and first line supervisors have employee control issues? Why are we being told about the eventual success of this program while staff members at all government agencies are quietly undermining it? These are just some of the questions that I would like answers to from management. I have seen senior staff at my agency take full advantage of telecommuting while rank and file employees are told that we do not have a policy. It's favoritism, plain and simple. If you are a buddy of Management, then you can work from home. If not, too bad for you. Maybe I am mistaken, but I thought that telecommunting for 25 percent of the Federal Workforce (including DoD) was mandatory. What's up with that? On a more positive note, if this policy were implemented to the fullest extent possible, it would save gas, the air, car wrecks, and reduce stress-related illnesses. There are just a whole host of things this policy could improve. That is, if it were embraced. Phil Dearing Posted February 24, 2003 3:35 PM
