Telework Study

8/3/2019 Telework Study

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Media Contact:Michael Rudd

[email protected]
mailto:[email protected]:[email protected]


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TABLE OF CONTENTS

Our Approach 4

Part I: Leveraging Telework to Attract the Best and the Brightest 5

Part II: Ensuring Continuity of Operations 10

Part III: 4-Step Strategy to Promote Telework 13

Summary 19

About FedScoop 20

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Are federal agencies willing and

prepared to create a 21st century work

environment based on flexibility,

continuity and performance?

THE QUESTION

THE STUDY

This study assesses current attitudes

and practices of telework in the

federal sector, and ways technology

can improve operations.

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Our ApproachFedScoop surveyed IT executives from the federal and private sectors in theDC Metro Area to assess how attitudes and practices of telework are playingout in the business community.

Sample Demographics62%of respondents are federal IT-related employees38%of respondents are private sector IT-related employees47% of respondents are in management positions

Total Sample Size: 177

Margin of Error 7.36 % at 95% Confidence45% of the questionnaires were completed manually, 55% were submitted online.

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5

50% of the federal workforce will beeligible for retirement in the next 5years.*

Nearly half of U.S. children are raised inhomes where both parents are working;twice as many as in 1968.*

43.5 million Americans serve as unpaidcaregivers to an elder family member.*

TAKEAWAYCreating a flexible work environment toattract top talent is more important thanever.

Part I: Leveraging Telework to Attract theBest and the Brightest

*Comes from The Executive Office of the President Council of Economic Advisors Report,March 2010, Work-Life Balance and the Economics of Workplace Flexibility


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46%

71%

69%

76%

70%

84%

More Time Spent with FamilyDecrease Carbon Footprint

Increase Productivity

Increase Overall Quality of Life

Save Money

Save Time

of federal sector employees reportthat the ability to telework wouldmake working for an organizationmore desirable.

93%

Why Federal Workers Value Telework

Percent of Respondents Who

Believe Telework Provides Each

Benefit

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Federal Sector Private Sector

23%of employees report

teleworking regularlyor exclusively

64%of employees report

teleworking regularlyor exclusively

Federal Sector: Not keeping up?

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91% 95%

Feds are Ready to Telework

8

of federal employeessurveyed feel thattheir professional

duties qualify themfor telework

of federal employeessurveyed feel favorablyabout telework in

general


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GovernmentPrivate

My Organization HasTaken Cost-SavingMeasures

Hiring People withDisabilities is Importantto my Organization

Environmental Impact ofOperations is Importantto my Organization

Flexibility is Importantto my Organization

Perceived Organizational Values

Federal agencies are notcapitalizing on teleworkopportunities to the same extentas private sector organizations,and perceived organizationalvalues may be affected

TAKEAWAY

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Part II: Ensuring Continuity of Operations (COOP)

If the federal government utilizestechnology, it can maintain andimprove operations during naturaldisasters, epidemics, emergenciesand unusual events

Recent Events That Have Tested TeleworkCapacity:

February 2010 Snowstorms

H1N1 Outbreak

Nuclear Summit 2010

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Telework Made the Difference

as many federal employeesalso reported a big

interruption in continuity ofoperations (COOP)*

92%

37%

of federal employeesreported that theiroffices closed during thestorm

of private sector

employees reported thattheir offices closedduring the storm

3 TIMES

11

VS.

*As compared to private sector employees


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Management Satisfaction with Telework

Managers who allow team members totelework report high satisfaction with results:

of all managerssurveyed are satisfiedwith the quality ofwork done remotely

agree that theirmanagement ability is

unaffected by telework

said they trust theirteam members towork remotely

93%

81%

93%

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Management Satisfaction with Telework

93%

82%

93%

Part III: 4-Step Strategy to Bridge he Gap Part III: 4-Step Strategy to Support

Telework

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IssueDespite this positive feedback from thosemanagers who have implemented teleworkprograms, 27% of federal sector ITemployees (compared with just 3% of privatesector IT employees) report that they arenot permitted to work remotely

Recommendations Empower management through telework

training programs

Put performance standards and

procedures in place so that managers cantrack results

Encourage managers to work with theiragencys designated Telework

Coordinator

Step 1: Focus on Administration

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of federal employees reported thattheir organizations do not supply

them with sufficient technology totelework

22%

Ensure all remote workersare issued EPEAT listedlaptops containing hardware

security features to ensurecompliance and remotemanageability

Inform employees aboutproper password usage, data

backup and ways to reportviolations of security policy

Have a written policy onsecure computing and makesure that employees know it

6%of private sector employees

reported that their organizationsdo not supply them with sufficienttechnology to telework

VS.

Issue Recommendations

Step 2: Equip Employees

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of all respondents whose

organizations and agenciestested continuity plansexperienced security problems

of federal sector respondentsbelieve that their agencies couldbe the target of a cyber-attack76%

Ensure that all public employees

are trained to securely work fromremote locations

Equip all appropriate employeeswith industry standard VirtualPrivate Network (VPN) softwareto ensure secure remote access

18%

Issue

Step 3: Ensure a Secure Mobile Network

Recommendations

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23%of federal employees have NEVERtalked to their managers abouttelework

Increase access to telework information onagency websites

Encourage discussion of benefits oftelework with agency employees, and helpgenerate broad support

Look to telework programs that have provensuccessful in similar business contexts, andsee how such a program might improveagency operations

IssueRecommendations

Step 4: Educate and Enable

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Lower operational costs

Increase the governments ability to attract top talent

Ensure COOP

Reduce the governments environmental impact

Reduce absenteeism

Improve employee health, morale, loyalty to organization, and retention*

*From the US OPM Report, Status of Telework in the Federal Government, August 2009

Telework Can...

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Summary To attract top talent, the federal

government must create a workenvironment that supports theirneeds.

Telework can have a huge impacton continuity of operations in theevent of a crisis.

By properly equipping, training

and empowering federalemployees to operate remotely,the public sector can leveragetelework to improve operations.

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About FedScoop!

FedScoop is a full-service government media and marketing company,specializing in government IT news, new media advertising and custom turn-

key strategic networking events. FedScoop.com is the Government ITcommunitys most comprehensive, one-stop news source reaching notableinfluencers and voices in the community.

FedScoop.com is the only independent aggregator of the most trusted andpopular web sites that Government IT executives visit daily, to stay abreast of

trends, best practices, business opportunities and news. In addition toFedScoop.com, FedScoop delivers the popular Weekly Scoop, a must-haveweekly email featuring exclusive articles from key government leaders, andsummarizing the weeks most relevant news.

[email protected]@fedscoop on twitter202-344-5180 20
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Telework Study

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Transcript of Telework Study