Assessment of Telework in a Federal Agency at the Operational Phase

Abstract

Telework as an optional work arrangement has gained significant popularity over the last few decades in organizations of all kinds. Private businesses and public agencies have found telework to be valuable for increasing work capacity while many employees regard telework as an attractive benefit when it is available. Telework provides greater schedule flexibility for employees, an alternative that maintains productivity during weather emergencies, and provides the opportunity for better work-life balance for employees. This paper describes an assessment of attitudes about telework in a federal agency. The impact of telework on agency mission and employee attitudes about related aspects of telework are assessed. The assessment is conducted through an online questionnaire administered to the entire workforce at one specific federal agency location. Issues addressed include teleworker accountability, teamwork, independent work and telework as an employee benefit. Overall, the results indicate mainly positive attitudes about telework, the agency mission and the work environment throughout the agency.

The Implementation of a Remote Work Program in an Italian Municipality before COVID-19: Suggestions to HR Officers for the Post-COVID-19 Era

“…Recent studies highlight how remote work in public administration can add value and be appreciated by civil servants [ 39 ]. However, it is unclear how many workers will decide, when the pandemic is over, whether to return to work full time at the office, and how they will assess the choices that the HR people and managers make about remote work, to guarantee organizational efficiency and effectiveness.…”

A new taxonomy to categorize flexible work arrangements for post-covid organizational work planning

“…This scale of FWA adoption was unprecedented and has helped to accelerate a shift of opinion about FWA from both managers and employees. From the earlier perception as primarily an accommodation policy, for example, to allow employees meet their dependent care responsibilities, reduce commute cost, or improve work-life balance (Crossan & Burton, 1993), FWA has now been widely discussed as a solution to attract global talents, boost employee retention, develop a resilient organization, and reduce greenhouse gas emissions (Monroe & Haug, 2021). Many consider FWA an important cornerstone to create an agile organization in which a competitive advantage is achieved by a flexible workforce that can overcome traditional organizational constraints of work time and location (Williamson, Colley, & Hanna-Osborne, 2020).…”

Examining Teachers’ Perceptions and Attitudes Towards the Integration of Technology in Assessment Practices

“…Online assessment has become increasingly popular recently (Lie et al, 2020;Monroe & Haug, 2022;Tang et al, 2020) . This has been a wellliked strategy to encourage learning flexibility (Alavi et al, 2022) as it is so straightforward to accurately and thoroughly assess student learning (Zheng et al, 2020).…”