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Telework - For Employees
Transcript of Telework - For Employees
Questions about Telework?
Focus on outcomes not physical presence
Make the transition from office to telework seamless for internal and external customers
Ensure your alternate workspace facilitates work results
Flexibility and Responsiveness
Are you prepared?
"Work is what you do not where you are."
Preparing for Telework!
Do you have access to Citrix or VPN?
What projects do you have for your telework day?
What do you need to take home (i.e. , , )
Does your alternate work site allow you to fully perform?
Tools for Seamless Telework
If one person on the team is teleworking, the entire team is teleworking
Be flexible, needs may change
Be transparent with your team and colleagues in the office
Know how to forward your desk phone
Use Google Chat for instantaneous communication
Using Cisco IP Communicator eliminates the need to forward your desk phone.
Understand how to access wireless networks on your laptop
Know how to access GSA's intranet
Ensure accessibility to shared drives to remotely upload and retrieve documents
Use shared drives or service portals to share documents
Use collaborative tools such as Google docs
Meeting Remotely and on the Phone
Set up online meetings to share documents and information with in-office or virtual attendees
Conference in teammates teleworking for face-to-face meetings with others
When leading a meeting share your screen with in-office and virtual attendees if applicable
Employees are responsible for maintaining flexibility and responsiveness to the needs of the supervisor, employing organization and work team.
Employees are responsible for meeting organizational and work team requirements
Employees are accountable for required individual contributions to the efforts of their work team, and must communicate and collaborate as appropriate with team members, ensuring that telework supports the work of the team and does not result in diminished individual, group/team or organizational performance.
Employees are responsible for maintaining an acceptable level of performance while teleworking
An employee may be considered ineligible for telework in the event telework can be demonstrated to have resulted in diminished individual or organizational performance, or continuation of telework will interfere with the employees ability to attain or return to a fully successful performance level.
Employees may not be authorized or allowed to continue to telework if the performance of that employee does not comply with the terms of the written telework agreement between the supervisor and that employee.
Work Schedules and Telework
Employees may work approved AWS in combination with telework without restriction to either arrangement (telework/AWS) if consistent with organizational and work team needs
5/4/9 Compressed Work Schedule
An employee works 80 hours biweekly in eight 9 hour days, one 8 hour day and gives the employee one non-work day each pay period
AWS day can be any day of the pay period but is usually a Monday or Friday
The employee's start and stop time, as well as the non-work day are fixed.
Work schedules must be between 6 a.m. and 6 p.m.
Alternative Work Schedules (Includes Compressed Schedule)
AWS Schedules and Telework
4/10 Compressed Schedule
Flexitime and Telework
An employee chooses their arrival and departure time and works 8 hours each work day
No fixed times of arrival or departure
Must complete a flexitime register
Employee may arrive no earlier than 6:30 a.m. and must not work past 5:30 p.m.
Flexitime Time Bands
Morning flexible arrival time band is from 6:30 a.m. - 9:00 a.m.
Afternoon flexible departure time band from 3:00 p.m. - 5:30 p.m.
Middle of the day flexible time band from 11:00 a.m. to 2:00 p.m. which includes the time for lunch (minimum a 30 minute lunch)
Core time = 9:00 a.m. - 11:00 a.m.
Flexible timeband = 6:30 a.m. - 9:00 a.m.
Core time = 2:00 p.m. - 3:00 p.m.
"Flexible" time band = 3:00 p.m. - 5:30 p.m.
All employees are expected to be on duty during core time or must be charged to the appropriate leave category
Requesting and obtaining approval of leave remains the same, teleworking or not
An employee works four 10 hour days in each of the two weeks per pay period
Requires a fixed arrival and departure time four days per week and includes one fixed day non-work day each week
The employee's start and stop time as well as the non-work days are fixed
All 4/10 schedules must be between 6 a.m. and 6 p.m.
Telework provides flexibility for employees and managers to balance both personal and professional needs to benefit the employee and the organization
A telework agreement is a living document and can be revised as needs of management, the employee, and the organization changes
Any and all change requests for telework must be approved by your supervisor
Leave & Telework
Need to update your telework agreement?
Employees may access approved or rejected Agreements, make changes, and re-submit the Agreement to their supervisors for approval.