The Office of Personnel Management (OPM) has released updated remote work guidelines for federal employees as the government continues to move away from maximum telework policies during the COVID-19 pandemic.
The guidelines complement the more comprehensive 2021 guidelines on integrating remote and teleworking into the federal government’s workforce.
The updated guidelines are intended to help agencies design and implement their own remote work policies. It is important to note that remote work is different from telecommuting because remote work is performed 100 percent of the time away from the work location, while telecommuters are expected to commute to the office a few days per week.
“There is no one-size-fits-all approach,” wrote OPM Executive Director Rob Shriver. “Certain flexible work arrangements may not make sense for every agency, function or team, or be appropriate for every position or individual.”
Responsible agencies
The guidelines put the ball in the hands of federal agencies, pointing out that they are responsible for “determining job positions and determining employee suitability and participation in remote work.”
OPM recommends that a member of agency leadership oversee the tracking and implementation of remote work and that agencies have current, written remote work policies.
Regarding accountability, agencies are asked to clearly outline the roles and responsibilities of supervisors in monitoring employee compliance.
Not for everyone
Agencies are required to have a standardized evaluation process to determine which positions are eligible for remote work.
As for such positions, the guidance advises agencies to proceed with caution before granting remote work opportunities to senior managers and new and inexperienced talent. The guidance notes that such arrangements “should be carefully considered” as having senior managers in an office is valuable and supports mentoring and learning opportunities for new and inexperienced talent.
If an employee lives near an office to which he or she is assigned, OPM strongly encourages agencies to consider telecommuting for such a position.
In addition, agencies will be asked to conduct a cost-benefit analysis to determine the impact of remote work on the agency’s ability to fulfil its mission, the impact on recruitment and retention, and the impact on business travel.
“If implemented carefully and purposefully, telework can provide significant benefits to employers,” wrote Interim Director Shriver.
