When thoughtfully and intentionally implemented, remote work can be a significant benefit to employers for certain types of roles in certain circumstances. Further, remote work has the potential to broaden access to remote-appropriate federal roles for some workers. At the same time, remote work is not suitable for all types of roles. Striking the right balance of in-person work and use of workplace flexibilities such as remote work is critical to support the long-term organizational health of federal agencies.
OPM defines remote work as an arrangement where an employee works at an alternative worksite on a regular and recurring basis without the expectation of performing work at an agency location, whereas telework is defined as an agreement that the employee may work from a site other than the location they would normally work.
Shriver added that the builds on policies OPM laid out three years ago in its updated guidance for remote work and telework, emphasizing the need for agencies to develop current and clear policies that outline their specific use of remote work, supervisors' roles in ensuring accountability and performance measures to track productivity.
To that end, the memo calls on agencies to consider factors like what remote work arrangements look like for senior executives, how to balance new employee development with remote work, defining local commuting areas in which employees should be able to reach a workplace.
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