Telecommuting Considerations
Practical Considerations
The following considerations will help the manager assess the viability of telecommuting as a work
option.
Previous work performance: Do the employee’s previous performance appraisals and other pertinent records of performance in the employee’s departmental file demonstrate the ability to meet
job expectations at an appropriate level?
Knowledge Requirements: Does the telecommuter have all the knowledge needed to work at home, or will he or she need supervision or input from others that is only available at the office?
Public/Agency Contact Requirements: What percentage of the job is devoted to face to face contact with other agencies, the public or internal agency staff? Can this contact be revamped to allow for communications via phone, or can such contact be limited to non-telecommuting days?
Reference Materials Requirements: What percentage of the job is predicated on the use of resources located in the main office? Can these resources be easily removed and taken home for a day or two? Are these resources available through other means such as a computer-accessible library service?
Special Equipment Requirements: What percentage of the job relies upon access to photocopiers, fax machines, or other specialized equipment? Can access needs be grouped for non-telecommuting days?
Travel Requirements: Does the job involve fieldwork? Can trips begin or end at the home office rather than the main office? Can paperwork be done at home?
Information Security Requirements: What percentage of the job uses secured or classified information, and how can the integrity of that secured information be upheld if data is taken off site?
Task Scheduling Requirements: Can tasks which can be completed at home be grouped and
scheduled for telecommuting days?
Telecommuter supervision requirements: Does the potential telecommuter display work-related behaviors consistent with those of successful telecommuters?
- A history of reliable and responsible discharge of work duties.
- Full understanding of the operations of his/her department.
- The trust of his/her manager.
- An ability to establish priorities and manage his/her own time.
- A conscientious pursuit of high-quality work production.
- Reachable by phone during assigned work hours.
Job Assessment for Telecommuting Suitability
functions/tasks that can be performed at home, or performed at a time when other
employees are not available?
- Does it involve writing, reading, research, thinking, editing, data entry, word processing or coding?
- Is it project oriented?
- Is significant interaction with peers required?
- Does the position provide immediate response to a request for services (e.g., does it provide a service either in person or by answering phones)?
- Does it require use of equipment or services that are available only at the central work location?
- Does it require use of confidential files that cannot be taken from the central work location?
- Does it provide backup to any other position (backup that cannot be provided by another employee, e.g., special skill or training)?
- Can accommodation be made to any areas of concern?
Employee Assessment for Telecommuting Suitability
Does the employee evidence work habits consistent with successful telecommuters?
- A history of reliable and responsible discharge of work duties; e.g., at a performance level of “meets or exceeds expectations.”
- Full understanding of the operations of his/her department.
- Has the trust of his/her manager.
- Is able to establish priorities and has demonstrated effective time management habits.
- Pursues high-quality work production.
- Can maintain a safe and ergonomically sound home work area, free from distractions.
- Is reachable by phone during assigned work hours.
If you are unsure if an employee is a good candidate for telecommuting, please consult with your Human Resources - Client Services Center Senior Analyst, Labor and Employee Relations.