The decision process to grant employees the option to telework could be facilitated by completing a“ screening” form that both managers and employees can review and complete together. This process can help the employee understand why he or she may not be a suitable candidate for telework. This form should allow a manager to rate an employee on characteristics that lead to success in telework.
Job Suitability
In addition to determining if an employee possesses the right skills to handle a telework arrangement, managers also need to consider the position or job this person has within the organization. Initially, a particular position may not appear to be compatible with a telework arrangement; however, if the position is broken down into individual tasks, you may be able to identify tasks that could be accomplished in a telework setting.
Telework is feasible for:
• Work that requires thinking and writing, such as data analysis, reviewing grants or cases, and writing regulations, decisions, or reports;
• Telephone-intensive tasks, such as setting up a conference, obtaining information, and contacting customers; and
• Computer-oriented tasks, such as programming, data entry, and word processing.
Positions that are not suitable for teleworking typically require:
• The employee ' s physical presence on the job at all times;
• Extensive face-to-face contact with their supervisor, other employees, clients, or the public;
• Access to material that cannot be moved from the main office; and
• Security issues that prevent the work from being accomplished at an alternative worksite.
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