Remote Work: The Federal Workplace Dilemma

Many federal agencies have adopted hybrid work models, enabling leaders to fine-tune approaches to fit evolving employee needs and mission-oriented goals. 

Yet, as the White House’s Office of Personnel Management (OPM) introduces new flexible guidelines for federal remote work in August, a clear tension emerges with congressional initiatives like the Back to Work Act of 2024.

Sens. Mitt Romney, R-Utah, and Joe Manchin, D-W.Va., have put forth the Back to Work Act, a bipartisan proposal aimed at limiting federal employees’ telework to no more than 40% of their workdays per pay period. This legislation seeks to address concerns over productivity, underutilization of office space, and the economic impact on businesses that depend on office traffic. 

According to the Government Accountability Office (GAO), by 2023, 17 of 24 federal agency headquarters operated at an average 25% capacity compared to pre-pandemic levels. Advocates of the Back to Work Act argue that telework policies waste taxpayer dollars and diminish employee engagement with the public.

Supporters of returning to traditional work setups claim it will enhance productivity and accountability.

REMOTE WORKERS ARE LIVING INCREASINGLY FURTHER FROM THEIR MAIN OFFICES, STUDY FINDS

OPM’s Flexible Remote Work Guidance

Conversely, the OPM has issued guidance supporting flexible remote work, emphasizing that arrangements should be tailored to meet the distinct needs of federal agencies and their employees. 

Rob Shriver, OPM acting Director, notes that although remote work is not suitable for all roles, it can significantly enhance recruitment, retention and employee satisfaction when thought out strategically. 

The OPM distinguishes between remote work, which requires no regular in-office attendance, and telework, which involves periodic office presence. This differentiation helps integrate remote work into federal workforce strategies while aligning with organizational missions and operational needs.

HOW TELEWORK IS RESCUING THE GOVERNMENT WORKFORCE

According to OPM’s annual telework report, 68% of frequent teleworkers intend to remain in their positions, compared to 53% of those who do not telework. Furthermore, 77% of frequent teleworkers report high engagement levels, surpassing the 59% of non-teleworkers. 

The performance advantages are substantial, with over 84% of employees and managers citing improvements in work quality and customer satisfaction. Additionally, the OPM’s Federal Employee Viewpoint Survey reveals that more than 62% of federal employees are “very satisfied” with their schedules, while 26% are “satisfied.” 

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An impressive 90% of federal employees “strongly agree” or “agree” that their current schedules enable them to work effectively. These statistics highlight remote work’s positive impact on retention, engagement, and performance, countering claims of its negative effects.

The Battle Over Remote Work Policies

The OPM’s data, along with its recent guidelines, counters the Back to Work Act by advocating for a flexible, tailored approach rather than a rigid limitation on telework. 

The OPM encourages agencies to develop standardized criteria for evaluating remote work eligibility, taking into account organizational needs, the specific role, and personal circumstances. This approach recognizes that while flexible work may not suit all positions, it can be highly effective when customized appropriately. 

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Senior executives are advised to maintain a higher degree of face-to-face interaction due to their critical role in shaping organizational culture. Meanwhile, early-career employees are encouraged to balance office and remote work to benefit from professional development opportunities.

OPM’s guidance calls for a strategic remote work approach that supports an agency’s mission while meeting diverse employee needs. By prioritizing thoughtful evaluation and personalized arrangements, agencies can leverage remote work advantages without sacrificing efficiency.

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