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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