WORKFORCE DEVELOPMENT
some money on salary, but it doesn’t necessarily save you on travel costs. When you see them in person, you have to pay for that.”
Some leaders have the mentality that “they can see the person, therefore they must be working.” According to Gonzalez, this is not always the case. “I’ve been in offices where people are in the office, but they sure are not working.” He said there can be reduced productivity when workers are taking many breaks throughout the day, scrolling social media or stopping by some- one else’s cubicle just to chat. Or, he said, the flip side of that is an increase in productivity if their organization requires routine in-person communication and meetings throughout the workweek.
So, he said, remote and telework versus in-person work depends on the person, their job and who they’re supporting. But “at the end of the day, the one day [in the office] per week is probably going to be common going forward based on mission needs as it provides that nice balance for those who prefer to see people in person versus those who don’t care if they’re at home or at the office or those who would rather be at home all the time. It’s a middle ground, I think.”
LIFE-CHANGING OPPORTUNITY
Installations try to provide resources to help spouses find employment locally, but these positions typically do not develop into long-term careers. Telework has proved to be a valuable tool and a “life-changing opportunity” for employees who are military spouses or those with disabilities. (Photo by Scott Wakefield, U.S. Army Tank-automotive and Armaments Command)
A LOOK AT THE DATA (ELEMENTS) OPM Director Kiran Ahuja said in a March 7 memorandum, “We have heard from the agencies, through ongoing re-entry [post-COVID-19 pandemic] support activities, that having more refined data related to telework and remote work will assist in evaluating how employee work arrangements are impacting key workforce considerations—such as productivity, recruitment and retention—that are critical to successful organizational performance.”
connectivity issues, especially if we’re using video,” he said. “On my team, there is one other member on a hybrid telework sched- ule in the Fort Belvoir area, and one working remotely in Florida. And, when I hire for my next position, I am open to either option for a good candidate.”
Te hybrid arrangement works for him, he said, but it may not work for everyone. Especially those who live in very rural areas, or who don’t have a strong internet connection.
“Most divisions or branches have found that one day a week having the whole team coming in allows them to have meetings in person and be more effective, and not worry about connectiv- ity issues,” he said. Employees working remotely “could save you
Te refined data would be obtained using three new data elements (codes and datafiles) that agencies and shared service provid- ers would be required to code for each employee for Enterprise Human Resources Integration (EHRI), which, according to the memorandum, will provide a deeper level of detail for under- standing workforce characteristics. EHRI is one of five OPM-led e-government initiatives designed to leverage the benefits of infor- mation technology responsible for maintaining the integrity of the electronic official personnel folder, which protects the infor- mation rights, benefits and entitlements of federal workers.
Once applied, the new data elements would “improve govern- ment-wide reporting of federal employee participation in remote work, telework and mobile work, and will enable OPM to evaluate trends and determine how such work arrangements
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