1 / 12

MSPB Telework Study

MSPB Telework Study. Presented by: Laura Shugrue Deputy 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.

flower
Télécharger la présentation

MSPB Telework Study

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. MSPB Telework Study Presented by: Laura Shugrue Deputy Director, OPE US Merit Systems Protection Board

  2. Purpose of Study To learn how Telework is currently operating in Federal agencies/ organizations, including effective practices and perceived barriers

  3. Methodology • Surveyed 20,000 Professional and Administrative employees, supervisors and managers in 13 Federal organizations. • Both high and low telework agencies

  4. Key Telework Drivers • Legislation • Continuity of Operations (COOP) • Recruitment and Retention of High Performing Employees • Employee Engagement • Environment

  5. What’s Working • More employees are teleworking: • 31% of survey respondents telework routinely • 30% telework on an ad hoc basis • As telework increases so does employee engagement

  6. Telework’s Effect on Organization • Telework has a neutral or positive effect on both employees and organizations • 81% 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

  7. 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

  8. 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

  9. 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

  10. Barriers (cont) • Employees whose supervisor supports and encourages telework are more positive about performance management

  11. Recommendations Agencies: • Should develop detailed telework policy and disseminate to all employees • Provide performance management training to supervisors

  12. Recommendations Supervisors: • Should hold employees accountable whether they telework or work in the office • Keep an open mind to the benefits telework can bring Employees: • Should demonstrate they can be productive no matter where they work

More Related