I have some employees in mind for this program, how do I proceed?
Use the telework candidate self-assessment tool to help identify
potential teleworkers in your section, meet with them to verify
their interest in teleworking. Once you have verified their
interest, schedule some time to sit down and (both of you) complete the
CBT and corresponding workbook in the telework training section
of this site. During training, you and your teleworker will read
the telework policies and negotiate a formal telework agreement
outlining the parameters of your new working relationship.
How will I know my employees will be available when I need them?
During training, supervisors and teleworkers will go through several
exercises designed to help them plan how they will maintain
communication with the office and what will be done to meet
contingencies. If the teleworker is needed, he or she may be asked
to come in to the office or join an emergency staff meeting by
How do I know
they're really working at home?
Some supervisors express concern that when their employees are
teleworking, they won't be able to monitor the work effort. But
when it is approached correctly, supervisors discover they are better able
to monitor the work by shifting the focus from how much work the
employee looks like he or she is accomplishing to how much he
actually is accomplishing. By focusing on the work product instead
of the work activity, many supervisors find they are better able to
communicate clear expectations to their employees. The resulting
agreement on job expectations often leads to increases in employee
productivity and job satisfaction. Many supervisors already use
this method of management by results.
Will telework make more work for those who stay in the office?
No. Before teleworking, supervisors and teleworkers go through
several training exercises to help them determine how they will
manage their normal office duties without burdening coworkers. When
surveyed, coworkers repeatedly respond that telework does not impede
the office routine and that the program should be expanded.
How do I ensure that the home work arrangement is safe, and how is a
claim for injury handled?
It is the employee's responsibility to ensure that their home work
area complies with health and safety requirements. Home offices
must be clean and free of obstructions. The home must be in
compliance with all building codes and free of hazardous materials.
Management may deny or cancel the telework agreement based on safety
problems in the home. If an employee is injured while at home,
worker's compensation law and rules apply. The employee must notify
his/her supervisor immediately and complete the necessary documents
regarding the injury. Because an injury at home is outside the
traditional work place the supervisor must be sure to investigate
all reports immediately following notification.
Won't productivity decline if an individual is not being supervised
No. Survey results show that both teleworkers and their supervisors
believe that teleworking has increased the teleworker's
productivity. Productivity increases because employees have fewer
distractions and interruptions, work at their personal peak times,
and are less stressed due to the absence of the commute.
How do you measure
Surveys are used to measure changes in
the working relationships between teleworkers, supervisors and
non-teleworking coworkers. Each group is also asked if there was a
change in productivity; either in the quality or quantity of work
being accomplished by the teleworker.
Our surveys consistently
show The State of Arizona Telework Program has demonstrated
increased productivity from the viewpoint of the supervisor, the
teleworker and the non-teleworking coworkers.