1 edition of Evaluation of telework pilot policy found in the catalog.
Evaluation of telework pilot policy
1996 by Planning and Communications Directorate, Treasury Board of Canada in [Ottawa] .
Written in English
|Other titles||Évaluation de la politique pilote de téletravail : points saillants.|
|Statement||Treasury Board of Canada, Evaluation, Audit and Review Group.|
|Series||Managing better -- no.8|
|Contributions||Canada. Treasury Board. Evaluation, Audit and Review Group|
|The Physical Object|
|Pagination||x, 19, 21, x p. ;|
|Number of Pages||21|
4 EVALUATION PRINCIPLES AND PRACTICES History Recently, the Foundation adopted a common strategic framework to be used across all its program areas: Outcome-focused Grantmaking (OFG).2 Monitoring and evaluation is the framework’s ninth element, but expectations about what. SUBJECT: Telework Policy Purpose. This chapter provides policy on the Department of the Interior’s telework program. This implements the requirement of Section of Public Law that each Executive Agency establish a policy under which eligible employees of the agency may. Key Elements in Creating a Successful Telework Program I recently had a client who implemented a 6-month pilot telework program for managers to determine if it would be effective at their organization. After 6 months, they implemented another 6-month pilot program across the entire organization and are finding it is very successful. telework programs with written policies and procedures, but those organizations with the largest numbers of teleworkers stressed driving the decision down to the manager-employee level. Interestingly, those organizations transitioning to mobility indicated that these programs are very.
The overall objective of this evaluation was to determine if the Telework Pilot Policy has provided employees a viable option for a better balance between work life and personal life, without incurring any economic or operational loss for the employer.
ARCHIVED - Number 9: Evaluation of Telework Pilot Policy - Findings. Previous Page; Table of Contents. This page has been archived.
Archived Content. Information identified as archived on the Web is for reference, research or recordkeeping purposes. It has not been altered or updated after the date of archiving. Web pages that are archived on. organization’s telework policy, plus another 9% said they had scanned the policy.
51% had signed a telework agreement. Employers appear to be less insistent on policies and agreements when teleworkers work less than once a week (or perhaps because they didn’t know if they would continue offering telework after the pilot).
The use ofFile Size: KB. Get this from a library. Telework at home: evaluation of a pilot project at Employment and Immigration Canada. [Anne-Marie Tessier; François Lapointe; Centre for Information Technology Innovation (Canada).
Technological Innovation and New Forms of Work Organization.]. training and evaluation. Create a Telework Policy Good communication is the essential element of a successful telework program and all employees should know the program’s guidelines and File Size: 87KB.
10 Tips to Telework as a Team Sport [PDF - KB] Managing Evaluation of telework pilot policy book The Basics. Implementing telework in an efficient manner in your organization means following a judicious evaluation of the needs and constraints of the organization, as well as a clear delineation of roles.
There are several basic components to effectively managing telework. who telecommute or telework. Risk Management. To minimize the potential for loss, agencies have a duty to care and account for equipment, (see Asset Evaluation of telework pilot policy book policy, Section 70; Number SCS).
For example, agencies may require employees who telecommute or telework to use surge protectors on all state-owned equipment. Increasing numbers of today’s employees are working from home, which can make employee assessments more difficult.
Instead of using your old standards of evaluation for telecommuters, use the opportunity to update your evaluation process for all employees. Using the right standards across the board allows managers to evaluate performance effectively for all employees.
A good telework arrangement starts with a good self-assessment. Employees are encouraged to consider the following factors in making an honest determination about their telework capabilities.
Record any concerns you may have and how you will address them in order to telework. Telework evaluation process. Supervisors should work with the employee to evaluate their request to telework, considering business needs of the unit, communication, and impact of remote work on other team members.
Considerations may also include the employee’s readiness for telework. Determine employee readiness for telework. Satisfaction: Ask the employee if they are satisfied with their decision to telework.
Consult with IT to learn how frequently teleworkers are requesting IT assistance. Identify if there are common problems that could be reduced with training, or if any particular employees are having more problems than typical. If the employee is required to come into the office, the telework agreement should outline the expectation regarding the amount of notice (if any) should be given for reporting to the official worksite, and how such notice will be provided.
For further information, please consult your agency telework policy. The Telework Enhancement Act of was a large step forward in transforming the federal government’s approach to telework.
The act required agencies to develop telework policies—such as notifying employees of their eligibility to telework and establishing telework participation goals to help measure and report results.
Pilot period/metrics of success The plan should also include a documented period of time for the pilot, together with an understanding of the metrics of success your organization’s management is looking for to judge the pilot a success and move the telework program from a pilot.
Thank you for your time and cooperation in completing this questionnaire. Information collected from this survey represents an important part of our teleworking pilot evaluation process. Please return this questionnaire in the attached envelope no later than (date): to (name or location): Sample Company Supervisor Teleworking.
Pre-Pilot Survey. Telework Programs. To assist state agencies in creating formal telework programs, the state has created a model program template called the Telework Program Policy and Procedures ( Statewide Telework Model Program) that agencies are encouraged to use.
Each agency is responsible for managing and operating its telework program. Types of Telework. Core or regular - for public service staff maximum regular telework is generally one day a week, for non-public service staff the number of regular telework days a week is negotiable.
Core or regular with alternative work schedule (/9) - maximum regular telework is. Correspondence may be sent to [email protected] 4.
POLICY A. Participation The Telework Program is established consistent with Federal laws and policies, specifically section of Public Law No.
(Oct. 23, ). The Commission's program is open to all employees, subject to eligibility requirements specified in this handbook. Indeed, telework is estimated to relate to 6% of the European Union workforce (European Foundation for Quality of Living & Working Conditions, ). Equally significant is the observation that % of all European workers teleworked more than 25% of the time in Telework is unevenly distributed in the European Union, featuring.
Recently there has been a large push in the federal sector to expand and improve upon telework programs and initiatives. OPM consultants can provide guidance to agencies on how to evaluate the effectiveness and return on investment (ROI) of a telework program.
As a part of the evaluation phase, this service includes. Time 1: two weeks prior to the start of the telework pilot; Midpoint: three months after the telework pilot had begun; and. Time 2: six months after the start of the telework pilot. At Time 1 (prior to implementation), questionnaire packages were distributed to participants in all four groups via the organizations' internal mail delivery systems.
Your information represents an important part of this home agent pilot evaluation process. Distribution: Please return this questionnaire in the enclosed envelope no later than _____ to _____.
(Date) (Name or Location) POST PILOT/ONGOING SURVEY. FOR A TELEWORK SUPERVISOR. the telework pilot have led to strong pe rformance improvements. Basically, the WfMS has been implemented in re s ponse to a performance review, based on very expl icit performance. Policies () describes telework as follows: Telework allows employees to work at a site other than a County office or other County location.
That site could be their home, a coffee shop or another location of the employee’s choosing. Telework may be done occasionally or on a routine schedule, depending on the type of work done by the.
unit dynamics. Flexibility in perspective about telework will be key, as will continuous evaluation of the effectiveness of telework.
These strategies will be critical for realizing the benefits of telework and mitigating concerns. The report’s central message is the importance of weighing the applicable benefits of. Appendix B. Telework Desk Guide. B1: Tip Sheet for Successful Teleworking at USDA. B2: Telework Readiness Tips B1: Tip Sheet for Successful Teleworking at USDA.
Understand the USDA Telework Policy. o Complete required Telework Training. o Complete a Telework Agreement Form. o Code your T&A correctly when Teleworking.
Set up your workspace. Employee is knowledgeable about organization's procedures/policies. Employee requires minimal supervision while on the worksite.
Employee meets deadlines. The employee’s residence has an appropriate work environment conducive for teleworking. Employee is willing to provide his/her own office equipment to set up appropriate.
An evaluation of telework must start with an evaluation of the organization. Though telework has many benefits, its ultimate implementation should be dictated by the needs of the Once the organization has set telework policies, HR should lead the way in reevaluating performance review and promotion criteria from the teleworker’s point of.
Administration’s (SSA) nationwide telework pilot that will eventually allow field office, hearing office, and teleservice center employees to telework 1 day each pay period. You were interested in whether the telework pilot will hinder SSA’s ability to provide quality service to the public.
more to encourage agencies to individually assess their implementation of telework policies. In respon se to OPM surveys, OASAM identified barriers to the success of the Department’s telework program, and to increased participation in the program. As the oversight agency OASAM cannot eliminate barriers on its own, but can interface more.
•From start through evaluation • Ongoing •Promotion •Education •Evaluation • Look to automate • Murphy’s law Set a Date to Re-apply Clearly Define Conditions Needing Improvement If not approved If Yes Discuss results with Supervisor Personal Profile Analysis Work Assessment Application for Telework Telework is a win-win for the employer and the employee.
Telework Policy and Contact Information. Please refer to the Department Telework Plan ( ) for the Department-wide telework policy. This policy applies to all employees of the Department except USPTO and those employees in bargaining unit covered by a collective bargaining.
Establish telework policies and procedures. Establish pilot programs to “test-run” telework program implementation. to republish in a book or use for a commercial purpose) without SHRM. When you telework, you are responsible to ensure that the work arrangement is successful for you and your work team.
There are some job functions that may require special equipment or access to resources available in the office only or some other functions that may be better conducted in a quiet spot away from a distracting office environment.
• Implementing telework policies and agreements • Training for managers and employees • Offering support to staff during the pilot program implementation process • Offering support to staff with the transition from a pilot to a permanent program • Analyzing an overall telework cost-savings analysis.
This policy is implemented as of June 1, This policy/program may not be modified without prior review and express approval from the Office of Labor Relations. If the telework policy does not address a Department’s specific need, the Department may contact the Office of Labor Relations to evaluate a possible addendum to the Policy.
Glossary. One year after President Barack Obama signed the Telework Enhancement Act of into law on Dec. 9,some federal agencies are announcing notable advancements in telework implementation, but. Telework Pilot – Change Management Notes. The Business Hour group was briefed on the OMFsponsored telework pilot twice in - – in March to hear about the plan and participants, and in July to hear highlights of the evaluation and recommendations.
In July, the Technology Executive Steering Committee discussed the. The Telework Policy is administered by the HRS Director or in the case of faculty members whose normal work assignment warrants regular work at an alternate off-campus location, by the Provost & Executive Vice President or designee (hereafter referred to as Provost).
The Telework Agreement is coordinated through the employing department of the. JUDICIARY EMPLOYEE HANDBOOK 2 Section 4 – Benefits and Services Policy on Telework Effective: July 1, Revised: Febru ; June 1, August 1, ; August 6, ; Septem (4) Judiciary Human Resources Department (JHRD) – The department within the AOC that is responsible for, but not limited to, the following functions for state employees in the.
Establish pilot programs to “test-run” telework program implementation. For organizations where telework represents a significant shift, creating a pilot program can help minimize risks to performance. Use the pilot program to develop metrics that look at how telework is affecting organizational performance.Telework Enhancement Act Pilot Program (TEAPP) 36 56 6 4 2 1 5 8 26 28 91 28 11 20 2 18 91 42 19 11 5 17 65 89 9 19 5 17 20 22 29 7 62 27 88 24 43 57 6 7 ees on USPTO time and attendance policies; • Well-developed time and attendance policy, up-dated in Aprilwith agency-wide refresher.
6. Telephone conversation with Garland Green, telework coordinator at the Dept. of the Treasury, Nov. 28, “Telework Related Policy Issues,” p. This statement is based on discussions with executive and legislative branch staff who administer programs mentioned in this report.
“Telework Related Policy Issues,” p.