OPM Updates Remote Work Guidance, Gives Agencies Big Say

The Office of Personnel Management (OPM) released updated guidance on remote work for federal employees as the government moves further away from the maximum telework posture during the COVID-19 pandemic.

The guidance supplements more comprehensive guidance on weaving remote and telework into the federal workforce that was issued in 2021.

The updated guidance is meant to help agencies design and implement their own remote work policies. It’s important to note that remote work is different from telework, as remote work is performed 100 percent of the time away from a job site, while teleworkers are expected to commute to an office a few days a week.

“There is no one-size-fits-all approach,” wrote OPM Acting Director Rob Shriver. “Certain flexible work arrangements may not make sense for every agency, function or team, or be appropriate for every position or individual.”

Agencies in Charge

The guidance puts the ball in the hands of the federal agencies, noting that agencies are responsible for “position determination, and employee eligibility and participation in remote work.”

OPM recommends that a member of agency leadership oversee tracking and implementation of remote work, and that agencies have up-to-date, written policies governing remote work.

On accountability, agencies are asked to clearly outline the roles and responsibilities of supervisors in overseeing employee compliance.

Not For Everyone

Agencies are asked to have a standard evaluation process to determine which positions are remote work eligible.

When it comes to such positions, the guidance tells agencies to tread cautiously before granting remote work to senior leadership and new and early career talent, noting that such arrangements “should be carefully considered” due to the value of having senior leaders in an office and the mentorship and learning opportunities for new and early career talent.

If an employee lives near an office to which they are assigned, OPM urges agencies to consider telework for such a position.

Agencies are also asked to conduct a cost benefit analysis to find out how remote work is impacting an agency’s ability to fulfill its mission, its impact on recruitment and retention, and its impact on work travel.

“When thoughtfully and intentionally implemented, remote work can be a significant benefit to employers,” wrote Acting Director Shriver.