Key Considerations for Agency Remote Work Plans

As remote work continues to shape the landscape of professional environments, the Office of Personnel Management (OPM) has provided federal agency leaders with a comprehensive checklist to guide the formulation of their remote work policies.

In an Aug. 7 memo, Acting Director of OPM, Robert Shriver, stated that remote work has become a standard business practice in the post-pandemic era. The federal HR agency aims to share best practices to help leaders realize the benefits of remote work.

“When thoughtfully and intentionally implemented, remote work can be a significant benefit to employers for certain types of roles in specific situations. Additionally, remote work can extend the reach of federal roles that are suitable for remote execution,” Shriver emphasized. “However, remote work is not a one-size-fits-all solution and requires a careful balance with in-person tasks to ensure the organizational health of federal agencies.”

Defining Remote Work and Telework

Remote work, as per OPM, involves employees working from an alternative site regularly without the necessity to perform duties at an agency location. In contrast, telework allows employees to work from locations other than their usual office occasionally.

Shriver referenced the policies outlined in the 2021 guidance to underscore the importance of developing current and explicit guidelines for remote work. These policies should define supervisory responsibilities, ensure accountability, and establish performance metrics.

Critical Factors for Remote Work Policies

The memo highlights several key considerations for agencies, including:

• Defining remote work criteria for senior executives.
• Balancing employee development with remote work.
• Defining local commuting areas.
• Deciding when to establish largely or fully remote teams.
• Ensuring equity in remote work determinations.

Additional Considerations for Agencies

Apart from the key factors, Shriver noted the importance of developing a formal cost-benefit analysis for remote work policies. This analysis should consider recruitment and retention benefits, employee accommodations, data collection for performance assessment, and mobile work policies for employees at non-remote-approved sites.

“Flexible work arrangements may not be suitable for all agencies, functions, or individuals,” Shriver remarked. “It is crucial that all work arrangements, including remote ones, support the agency’s mission and long-term success. This memo provides agencies with additional guidelines to evaluate and refine their current and future remote work protocols.”