Teleworking SOP

Below is the redacted Telework SOP that I wrote on a previous contract.
I enjoy writing SOP's, I find them fun...of course, I have been told that I am not normal.

1
Procedure and Performance Expectations
  1. General Principles
  2. Teleworking is a privilege, not a right.
  3. The agency's mission and business needs supersede a staff member's individual teleworking arrangement. Accordingly, a manager or supervisor may rescind or revise a staff member's teleworking privileges at any time to meet agency business needs, and the agency director may eliminate the OCTO Telework Program at any time to meet agency business needs.
  4. All District of Columbia laws, regulations, and policies apply to telework in the same way as to work on-site at the OCTO office location.
  5. No term or condition of employment, including, but not limited to, position, grade, salary, or benefits, may change due to a staff member's participation in the OCTO Telework Program.
A staff member may not use teleworking as a substitute for a child or adult care.
2
Application and Agreement
  1. A staff member must apply to participate in the OCTO Telework Program. The application must be approved by the staff member's immediate supervisor.
  2. A staff member who has been approved to participate in the OCTO Telework Program must execute a written Telework Agreement with his/her supervisor before starting to telework.       
  3. The Telework Agreement must use a form provided by OCTO and must set forth:
  4. The basic terms and conditions for teleworking under this Policy;
  5. The staff member's teleworking schedule;
  6. The deliverables to be produced by the staff member during telework;
  7. The requirements for the staff member to communicate with and/or be reachable by the supervisor and co­workers; and
  8. Any special terms agreed to by the staff member and his/her supervisor for that staff member's telework arrangement.
3
Eligible Staff
  1. To be eligible for telecommuting, an OCTO staff member must:
  2. Be employed as an FTE or engaged as a contract staff member (but not a trainee, intern, volunteer, or other non-FTE, non-contract staff member);
  3. Be in pay status;
  4. If an FTE, have a current performance rating of at least "Satisfactory" or "Valued Performer" ("3" on a scale of 5);
  5. If an employee, contractor, or intern staff member, have a consistent record of satisfactory performance;
  6. If a contractor, or if an FTE with duties or functions described in DPM 1813.2, complete a financial disclosure form upon beginning work and annually thereafter;
  7. Annually attend citywide ethics training and execute the citywide Ethics Pledge.
  8. In determining whether to approve a staff member for telework, a supervisor or manager should apply the following additional considerations:
  9. Staff who have direct customer accountability or whose work entails on-site installation or maintenance of equipment supporting public safety, education, or health care entities are not eligible for telecommuting.
  10. Staff who have full access to all necessary documentation and engineering support tools, who can work independently and productively in a remote setting, who have minimal need for internal or external interaction, and whose deliverables can be clearly defined and measured are eligible for telecommuting.
4
Schedule and Time
  1. Telework must be based on a pre-arranged schedule embodied in the staff member's Telework Agreement (see Section IV.D below).
  2. A staff member's supervisor may approve ad hoc teleworking on an occasional basis to meet reasonable unusual needs of the staff member.
  3. In general, an OCTO staff member may telework no more than one day out of a five-day work week. Teleworking for more than one day each week requires the approval of the agency director.
  4. A staff member's regular hourly schedule applies to work on telework day(s).
  5. All-District laws, regulations, and policies concerning time, attendance, and performance management apply to telework in the same way as to work on-site at the OCTO office location.
  6. A staff member who does not telework on his/her scheduled telework day(s) may not carry the missed telework day(s) to a successive week or receive complimentary time or any other form of credit or compensation for the missed telework day(s).
5
Recession of Telework
  1. A manager or supervisor may rescind or revise a staff member's teleworking privileges:
  2. If the staff member fails to meet any term or condition of the Telework Agreement, including, but not limited to, adhering to the staff member's telework schedule, communicating with or being reachable by the supervisor or co-workers, or producing deliverables as required by the Telework Agreement;
  3. If the staff member's performance rating or evaluation falls below the level required for eligibility to telework (see Section IV.B above); or
  4. At any time to meet agency business needs.
  5. The agency the director may eliminate the OCTO Telework Program at any time to meet agency business needs.
  6. Upon the recession of a staff member's Telework Agreement, he/she must return immediately to his/her regular tour of duty at the OCTO office location.
6
Reporting and Communication
1.     A staff member must communicate with his/her supervisor regularly while teleworking, at a frequency to be set in the Telework Agreement.
2.     A staff member must be reachable by his/her supervisor and co-workers while teleworking, within a time interval (e.g., hours) to be set in the Telework Agreement.
3.     Staff members must forward their desk phones to the phone numbers at their telework site throughout each telework day.
4.     Staff members must identify their telework days on their District of Columbia email signatures.
5.     Staff members must report time spent teleworking as such in the District's time reporting system.



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