telework study
TRANSCRIPT
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Media Contact:Michael Rudd
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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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