OPM Gives Agencies More Control in Remote Work Guidance

The Office of Personnel Management (OPM) has recently unveiled refreshed guidelines for federal employees regarding remote work, signaling a shift away from maximum telework during the COVID-19 pandemic.

This updated guidance supplements previous recommendations on integrating remote and telework practices within the federal workforce, which were initially issued in 2021.

The objective of this new guidance is to assist agencies in crafting and executing their own remote work policies. It is crucial to differentiate between remote work and telework, as remote work involves working entirely off-site, while teleworkers are expected to report to the office a few days per week.

“There is no one-size-fits-all solution,” emphasized OPM Acting Director Rob Shriver. “Certain flexible work arrangements may not be suitable for every agency, department, or team, or align with every role or individual.”

Agency Responsibility

The guidance places the onus on federal agencies, clarifying that they are accountable for determining position eligibility and employee participation in remote work.

OPM advocates for agency leadership to supervise and oversee the implementation of remote work, along with the establishment of current, written policies governing remote work practices.

In terms of accountability, agencies are required to delineate the roles and duties of supervisors in monitoring employee compliance.

Not Suitable for All

Agencies are advised to adopt a standardized evaluation process for identifying remote work-eligible positions.

For such roles, agencies are advised to proceed cautiously before permitting remote work for senior leaders and new or early career talent, as these arrangements should be thoroughly evaluated due to the importance of senior leadership presence in the workplace and the mentorship and learning prospects for new and early career talent.

When employees reside near their assigned office, OPM encourages agencies to explore telework options for these positions.

Agencies are also urged to conduct a cost-benefit analysis to gauge the impact of remote work on an agency’s mission fulfillment, recruitment and retention efforts, and work-related travel.

“With deliberate and strategic implementation, remote work can offer considerable advantages to employers,” emphasized Acting Director Shriver.