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Return to Article: Agency officials say resistance to telework is dropping

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  Management says they're all for it, then discourage those who apply, with strict intensive daily reporting requirements, not needed for those with identical jobs, who stay in the office. The unspoken attitude seems to be that anyone working from home will be spending hours at the swimming pool.

  Defense Dept Employee

  GovExec.com reader Posted August 19, 2004 8:40 AM
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  At all agencies work at home should be offered to 75% of those whose jobs could be telecommuted. At my agency, after several years, they have just allowed the percentages to go up to 50% of those eligible. The reason that most managers seem to fear telecommuting is if employees work at home, managers can not justify giving promotions to SES or higher grades since they have fewer people in the office.

  What amazes me is that if you work at home you have much more stringent documentation requirements. Workers in the office do not have to tell management what they do every day at their desk. Workers at home do. People who work at home have to let their supervisor know in advance what they will be accomplishing for each of the days they are not in the office. At work, we submit a monthly report to the supervisor detailing our accomplishments. Working at home, the requirement is a daily one. Management would like to make working at home as unattractive an option as possible.

  GovExec.com reader Posted August 2, 2004 4:46 PM
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  Of course, it would help if they had broadband at the telecommuting centers.

  GovExec.com reader Posted July 12, 2004 1:12 PM
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  It's just incredible how my agency is skirting this law. Managers want to maintain control. They poll their employees to comply with the law. They submit a list of names for statistical purposes. And, that's the end of it. Telecommuting is not taking place. (except for certain middle and upper management types). Certainly not the 25% our Congress is shooting for! I asked my manager three different times about telecommuting. He got angry and basically told me to shut up about it. Make no mistake, resistance is not dropping. Requests to telecommute are. If were talking about middle and upper Management personnel, that's entirely different. Management knows a good thing when they see it. Even though they provide neither a good or a service for the taxpayer. It's typical under this administration.

  GovExec.com reader Posted July 11, 2004 7:17 PM
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  I wonder which "Agencies" Ms. Coles James and Mr. Perry are referring to?

  It certainly is not mine!

  Managerial resistance to Telework in Citizenship and Immigration Services (CIS) has "mushroomed" (as in a nuclear detonation) over the past few years.

  The forerunner to CIS, the Immigration and Naturalization Service (INS) had several Telework/work-at-home programs in place since 1999. One of these programs, that for the Administrative Appeals Office, had been identified as a model program. Now, CIS HQ has mandated a moratorium on new entrants into these programs.

  Telework is good for the nation and good for the government. It is cost effective. It reduces the need for the government to fund the office space for the employees. The employee is able to concentrate more on his or her work, leading to higher quality work and more productivity. It eliminates the stress and safety hazards of commuting, and is more "environmentally friendly".

  It is a win-win situation!

  But Agency mangers do not want to loosen their "control" over the employees. They appear to subscribe to Theory X management instead of Theory Y!

  So 19th century!!!

  Kevin M Tinker Posted July 10, 2004 2:53 AM
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  A 2001 law?!?!!? Need more time?!?!? 3 years wasn't long enough?!? No sweat! It's A-76 to the rescue!! We were told there was a probability we wouldn't even have flexi-time!!! Tele...what?!?!?

  A-76'd in the Heartland Posted July 9, 2004 4:09 PM
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  Telecommuting is a great idea and in theory it works. Kind of. My questions deal with:

  1) Would the employee purchase their own supplies? long distance? fax machine? multiple lines to have phone, fax, computer?

  2) For those who do telecommute, how is this monitored in terms of performance? With the big push to go to pay for performance, this seems to leave the manager with little to go on, except for deliverables from the worker.

  If there is anyone who does telecommute, I would like to know how you are currently working those things out. I think it's a good idea, but I just don't know how all the logistics play out. Any one out there willing to share?

  Mary Helen Moore Posted July 9, 2004 10:21 AM
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  I have a recent, chronic medical condition and am on medications that prevent me from driving and sitting/standing for long periods of time. Telework is an ideal option for me. My CMO does not have a local SOP in place and instead of considering my request to telework (medical), they are associating my condition to a "disability".

  In spite of the fact I should not drive, my supervisors require I come into the office at least once a week for staff meetings and/or assorted paperwork. These things can be handled via email/fax/phone. This is a direct safety hazard and I, and the public, are being put at risk.

  My supervisor is also requiring detailed reports of work accomplished instead of preparing a work plan in advance with schedules. This is not required of others in the office and not equal treatment.

  Management should not hold the employee responsible due to their lack of deligence and doubts. By the way, I have received Sustained Superior Accomplishment Awards, Army Appreciation Awards, and National Awards during my 27 years as a government employee and I believe I have demonstrated my capability of responsibility.

  Susan M. Elliott Posted July 9, 2004 9:48 AM
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  Who can't tell that the Federal Government is stalling?

  To Today's article on Less Agency Resistance - - I ask:

  What's the Proof? These statistics are likely deceiving. Over the past 2 years in my agency alone, many Fed employees have "signed up" for telecommuting. Those in my office have filled out the forms, gone the extra mile to meet the various requirements and now only some are actually telecommuting. My management soon found various excuses or office priorities to to keep one from telecommuting or they requested further justification of what would be produced while telecommuting. Although many of us tried to overcome the manager mindset i.e. control-obstacles, the response from the manager was mostly the same. . . "we need you here, the files are here, I might need you for on-the-spot requests". The employee's counter fight: job productivity based on 'quiet time', no interruptions from chatty co-workers and not as much phone ringing etc, have gone unnoticed. But because of management's discouragement I've found it not worth the effort in order to start telecommuting again.

  My major concern today is the validity of the data being sent to Congress about Telework levels. I'm concerned that Fed Agency statistics appear to show that a large number of employees are telecommuting. How does an agency report its compliance with the Congressional Telework Directive? Is compliance based on the number of employees who've signed up or is it based on the number of employees who are actually telecommuting? I haven't seen a survey which asks "Are You Telecommuting?"

  Hmmmmm. . . Who Can Answer That. Not my agency. I've asked them already.

  I've decided to cc my Congressperson when I'm done. You should too. Don't forget to send cc to VA Congressional Representatives Frank Wolf and Tom Davis. Both are members of the appropriations committee who steadfastly support the telecommute bill.

  Karen Thomas Fed Gov 30+ years

  GovExec.com reader Posted July 9, 2004 9:16 AM
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  The critical requirement of this initiative, that telecommuting be as productive as in-house work, is the one I see largely ignored in those agencies where I have observed the practice. Supervisors who cannot or will not meet requirements to implement such basic requirements as providing performance based work standards, performance counselling or evaluations can hardly be expected to complete or enforce a telecomuting contract. In many instances it is the employee who decides that he or she wants to avoid distraction that requests to work on a particular project. In many of these instances production goals are neither requested or provided. I have even observed child care in the guise of telecommuting like some kind of an alternate work schedule and with the tacit approval of supervisors.

  As with any workplace initiative, supervisors and employees alike must be committed to enforcing and adhering to essential rules. Telecommuting, as I have observed it, is another flavor of the day requirement that is implemented half heartedly to check a block rather than as a potentially useful means of increasing productivity and morale.

  Ralph L. Timmons Posted July 9, 2004 7:35 AM