6:53 pm, May 29, 2015

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  • 7

  • Misleading Statistic
    The 400 percent increase in federal employee teleworking is a misleading statistic. If the number of teleworkers went from one to five, that would also be a 400 percent increase, but have no real meaning. So a better metric would be how many employees telework out of the total number of employees. Also, just because there has been more federal teleworkers recently, that does not mean there will be more in the future. The federal managers who allow teleworking have already done so and it's doubtful more managers will allow teleworking in the future.
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  • telework
    LI fed
    Quite simply, because management won't allow us to, even though the area I work in, is listed in the Union Contract as an area cleared to telework.
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  • When did what Frontline Managers think matter, or play a part, in enforcing decisions that affect the entire government?
    Enforcing and implementing Telework shouldn't ride on what the mangers think or feel. The advantages and benefits of telework are far too great for the agencies, as well as the employees, to allow the managers anal retentive mentalities or views to be a hindrance in ensuring that all eligible employees are equipped and empowered, and might I add, agencies enforced to allow telework. Are you serious? With this pay freeze, hiring freeze, and talk of increased Retirement Contributions, we are trying to save money anyway we can. The government's Utility Bill, would be at an all time low, this would help cut some of the deficit. There are so many benefits in enforcing Telework, and I think that each agency should suffer grave consequences for not ensuring that telework is enforced and allowed for those who are in a position to work it and want to work it. For the managers who are insecure and afraid of losing your, "relevance". Look at it like this, If we don't encourage telework to help cut some of the cost of running the government, you won't have a job to be relative to. So for the sake of maybe saving most of our jobs, even if your postion was done away with and you were relegated to a lower position, get outside of yourself, and look at the bigger picture. Authority and control issues should be channeled another way. Maybe you should go and talk to a doctor or something.
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  • Re Misleading Statistic
    Kate Lister - TeleworkResearchNetwork
    I'm the researcher behind that 400% increase statistic. What the article doesn't say is that all of that occurred between 2005 and 2006--the year of the Oklahoma bombings and Hurricane Katrina. Since that time, in spite of all the pressure to increase telecommuting among government, there has been virtually now growth in regular federal telecommuters. And, as was noted in an earlier comment, that early increase was largely attributable to the low starting number. The full report, The State of Telework in the US is available free on our website. Kate Lister TeleworkResearchNetwork.com
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  • First level management is directed to actively discourage telework but no one will publicly admit it
    I work in the engineering management and weapons system acquisition sector of DOD and in my 24 year career, telework has always been discouraged if you wanted to get ahead in the organizations I worked for. It is not publicly acknowledged or discussed because this runs counter to official policy but it is well known that your career will have a dead end if you want to telework on any kind of consistent basis. I was in a situation in the 2002 timeframe where my wife was traveling 80% of the time for her job, we had a 4 year old child, and my commute to work was 90 minutes one way. My journeyman salary did not permit the hiring of a nanny. I approached my SES Director to ask about telework 50% of the time until my wife's assignment ended. The idea was that I would not have to burn up my annual leave picking up and dropping my daughter at day care on the days I could telecommute. I would be able to work a full day and get my kid to and from day care without the 3 hours of commuting. His response was that he trusted me to work responsibly and honestly even if from home but that he could not trust the majority of the workforce to do so. It was his belief that if he granted my request, a lot of 'dead wood' employees would also demand a telecommuting arrangement. That was the most honest response I ever got from management and I appreciated his candor. I am in a situation now where in the twilight of my career, telework would make a lot of sense. I don't travel a lot. I perform a lot of analytic work that does not require me to be in the office or to collaborate with other engineers on a daily basis. Management still firmly discourages any form of telework other than infrequent, unscheduled 'ad hoc' days.
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