As part of new guidance on telework and dependent care responsibilities of federal employees, OPM has issued a reminder that teleworkers are to be held “to the same performance standards as non-teleworking employees.”
Teleworking employees are to be “held accountable for their conduct as well as their accomplishments against performance standards,” it says. This means that policies including time and attendance requirements and employee expectations while performing official duties at the approved alternate worksite remain in effect while the employee is teleworking.
Failure to comply with those rules or diminishment in performance while teleworking, may result in suspension or termination of the telework agreement, it says.
“It is important to maintain open lines of communication, and to provide all employees with objective feedback regarding performance expectations (including work outputs completed in the office or at an alternate worksite). Any management decisions regarding telework eligibility and participation should focus on effective performance management and accountability measurement principles that are clearly addressed in the employee’s performance plan,” it adds.
“Good performance management and communication between supervisors and employees can help provide transparency about telework challenges and determine whether employees are meeting performance expectations. Overall, such information can help supervisors use telework in a manner that is equitable to employees and is conducive to individual and work unit performance,” it says.
“Agencies should determine whether supervisors have the performance management skills necessary to manage the workforce and to treat employees fairly regardless of where they are working. In addition, agency leaders, supervisors, and other telework decision-makers should ensure that they and their employees understand their agency’s specific telework policy, training requirements, and agreements, as well as any applicable collective bargaining agreement(s).”
