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

Recommendations

Supervisors: Should hold employees accountable whether

they telework or work in the office Keep an open mind to the benefits telework

can bringEmployees: Should demonstrate they can be productive

no matter where they work