General

Alternative work arrangements require more than simply working offsite, and this is especially true for a remote work arrangement where the employee is rarely, if ever, at the agency worksite. Such alternative work arrangements come with challenges and require new skill sets for the employee unfamiliar with working in dispersed or virtual teams, and for supervisors unfamiliar with managing dispersed or virtual teams, so not every position or every employee is suited for this arrangement. Agencies may want to consider multiple factors, including individual work style preferences, team dynamics, and job characteristics, when making decisions about whether to permit remote work in particular instances. In addition to any formal evaluations required by their agency, agencies should advise employees in their remote work policies to conduct an honest self-evaluation when determining whether they would benefit from working in an environment where there is reduced in-person or on-site interaction with managers or members of the team. Employees may want to talk to other remote workers to gain information to help decide if remote work is a viable option.

When implementing the telework program and any remote work program for the agency, managers should keep in mind that the performance standards for a teleworking employee or remote worker must be the same as performance standards for employees in the same position who do not work from an alternative location. Also, management expectations for performance should be clearly addressed in an employee's performance plan, regardless of whether the employee is working onsite or at an alternative location. When an employee participates in telework or remote work, expectations related to accountability do not differ by virtue of the alternative arrangement. Following clear and consistent performance management principles and techniques should result in a seamless transition for managers and their employees moving to alternative work arrangements. Resources for performance management are available from OPM. Telework.gov also contains information about performance and results-oriented management approaches under telework or remote work.

Federal agencies offer a wide range of resources to assist Federal Agencies in performance management:

• OPM offers guidance to managers regarding employee performance management.
• Telework.gov contains information about performance and results-oriented management approaches under telework or remote work.
• Performance Management Plus: An online course for employees, supervisors and HR professionals that leverages employee and supervisor relationships to reinforce key performance management principles and processes.
• Managing in a Virtual Environment: The first part of this video series focuses on developing a successful telework strategy to ensure program success. The second part demonstrates how effective performance management can lead to organizational success in a virtual environment.