Federal Telework Programs and Legislation

Before COVID

The federal government has offered programs and legislation encouraging telecommuting
since the 1990s. However, the Telework Enhancement Act of 2010 was the first
comprehensive legislation to require telework policies. The act directs all federal
agencies to identify employees eligible to telework and offer them opportunities to
participate. The goal of the legislation was to contribute to Continuity of Operations (COOP)
plans and improve responsiveness during crisis events. The intent was to help agencies
achieve recruitment goals, retention targets, and enhance the work-life balance of federal
employees.

In practice, the program has experienced some success. According to the 2019 Telework
Report to Congress, prior to the pandemic, the number of eligible employees was 905,882,
or about 42% of government employees. Of that number, 483,336, or 51%, participated in
telework. This number represents 22% of the entire federal workforce.

Unfortunately, the congressional report also indicated a stagnant growth rate over the
previous three years. This is primarily due to the reliance of telework policies on the
attitudes of supervisors and agency management. Indeed, several large agencies including
the Social Security Administration and Department of Education recently attempted
to reduce or eliminate programs. However, the roll-backs didn’t result in productivity or
accountability increases.

After COVID

The COVID pandemic changed the rules of the game, sending most federal employees into
telework status almost overnight. More than six months later, around 75% remain in
telework status according to a survey by the Government Business Council. Most also don’t
expect to return to the office soon. In fact, only 10% expect to return within two months.

Leadership has been spotty during this effort with most agencies implementing or
expanding their telework programs with little direction. Initial guidance was delivered March
15, 2020 via memorandum to department and agency heads. The memo requested that
employers allow eligible employees to maximize their telework flexibility and telework-
enable as many employees as possible.

Lawmakers are lending support to strengthen and continue telework policies with two

pieces of bipartisan legislation. These are the Emergency Telework Act of 2020 (S.3561)
and the Pandemic Federal Telework Act (S. 4518). The goal of the legislation is to allow
eligible federal employees to telework until the COVID national emergency ends.
Productivity Telework Benefits

An increase in productivity is the most often-cited of telework benefits. However, many are
skeptical at best. Critics of telework feel that unless a manager is present to supervise, the
employee will not work as hard. As mentioned earlier, department heads of agencies that
scaled back on telework said they did so primarily to increase productivity.

However, in-house research prior to the pandemic called that rationale into question. In
addition, private sector research repeatedly finds a boost in productivity from work from
home employees. This includes studies that find teleworkers are an average of 35-40%
more productive than their office counterparts.

Early indications from the federal government are that despite the rushed transition, there is
no loss of productivity. This is backed up by a survey of federal workers by Eagle Hill
Consulting in July. Results revealed that 70% of federal employees say they are actually
more productive while teleworking during the COVID pandemic.

Cost Savings Telework Benefits

Telework programs are frequently touted as money-savers due to reduced overhead.

According to calculations in the Federal Times, if all 900,000 eligible employees
telecommuted half-time, office space could be reduced by 25%. The overall estimated
savings is $1.75 billion in real estate and $11 billion in total costs.

Tracking actual cost savings in the federal government is uneven and ad hoc. But according
to the 2019 Telework Report to Congress, 54% of agencies indicated their telework program
achieved cost savings.  The highest reported savings were in transit/commuting costs
(18%), rent/office space (13%), and reduced absences (10%). Examples include:

 The General Services Administration saving $24.6 million

 The Patent and Trademark Office saving $49.8 million

Employee Telework Benefits

Employees also report numerous benefits of telework. In addition to increased productivity,

telework employees enjoy cost savings, improved job satisfaction, and a better work-life
balance among other aspects.

The cost savings that telework can bring include reduced requirements for gas, clothes,
food, parking, and in some cases childcare. According to Global Workplace Analytics, the
average savings for a half-time worker would come to $2,000 to $6,500 per year.
Does teleworking still result in improvements in how employees view their jobs, even with
the added stress of a pandemic? The answer seems to be a resounding yes. The Eagle Hill
study cited above found that since working virtually due to COVID had the following effects:

 79% of federal workers are more committed to their agency’s mission

 76% are more motivated to meet expectations
 70% have more trust in their colleagues

https://www.virtualvocations.com/blog/remote-employer-resources/telework-benefits/#:~:text=In
%20addition%20to%20increased%20productivity,and%20in%20some%20cases%20childcare.