1. WING Telework Program

2. Overview References Purpose Definitions Procedure Eligibility Suitability Benefits Challenges Guidelines WING Program Manager

3. References Section 359 of Public Law No. 106-346 – “Department of Transportation and related Agencies Appropriation Act 2001”, 23 Oct 2000 DoD Telework Policy Guide for Civilian Employees, 22 Oct 2001 Telework Policy DODI 1035.01, 4 April 2012 NGB J1 – All States Log Number P10-0007, 23 March 2010 WING HRR 301-1, 1 April 2007 (currently being revised) www.telework.gov

4. Purpose 1.Actively promoted and implemented throughout the DoD in support of the DoD commitment to workforce efficiency, emergency preparedness, and quality of life. 2.Authorized for the maximum number of positions to the extent that mission readiness isn’t jeopardized. 3.Used to the broadest extent possible by eligible employees. 4.Periodically exercised to ensure its effectiveness in continuing operations in the event of a crisis or national emergency (COOP). 4

5. Definitions Alternative Worksite –A place away from the regular worksite that has been approved for the performance of assigned official duties (i.e. home or telework center) COOP Planning –An effort to ensure that the capability exists to continue agency essential functions across a wide range of national disasters or local or national declared emergencies Eligibility –Characteristics of the job position and the employee that identify suitability for teleworking as determined by the supervisor or other appropriate management official in the employee’s chain of command (further defined on Slide 8 & 9) Employee –A DoD civilian employee, to include foreign national employees, paid from appropriated or non-appropriated funds 5

6. Definitions (Cont.) Portable Work –Work that can be performed at any location Reading Reports Analyzing documents Preparing written letters, memorandums, reports and other correspondence Setting up conference calls Telework –Means to an alternative work arrangement for employees to conduct all or some of their work away from the primary workplace –Work location might be a residence, an office closer to the employee’s residence or another acceptable locations Regular or Recurring Telework –Work schedule where eligible employees regularly work at least one day per biweekly pay period at an alternative worksite Situational Telework –Telework performed at an alternative worksite on an occasional, one-time or irregular basis

7. Procedure Telework Applicability –On a regular and recurring basis –On a situational, non-routine or ad hoc basis To perform large projects, tasks that require concentration and uninterrupted blocks of time for successful completion Web-based training and continuous learning, to include education requirements required by law When regular worksite is closed during adverse weather conditions As a regular or situational arrangement for employees with impairments Periodically (as practice) to prepare for COOP 7

8. Eligibility The DoD shall determine the eligibility of all employees to participate in telework Service member eligibility is discretionary and determined by the relevant commander or supervisor Telework eligibility criteria should be applied impartially and consistently Supervisors or commanders should allow maximum flexibility for employees or Service members to telework to the extent that mission readiness is not compromised Telework is a discretionary workplace flexibility Employees in positions determined not normally eligible to telework may become eligible in the event of an emergency 8

9. Eligibility (Cont.) Eligible Positions Those involving tasks and work activities that are portable Do not require employees being at a traditional work site Conducive to supervisory oversight at the alternative worksite Positions Not Eligible Those involving tasks that are not portable Employees required to have daily face to face contact with supervisor, colleagues, clients, or general public Employees required to have daily access to classified information Trainee or entry level positions 9

10. Suitability Demonstrates dependability & ability to handle responsibility Proven record of high personal motivation Ability to prioritize work effectively Good time management skills Proven performance rating of fully successful (Overall Rating 3 on PAA) Supervisors identify positions suitable for telework Continued participation is not a statutory requirement or automatic right Supervisors may change, modify or terminate agreement due to mission requirements at any time

11. Benefits Valuable management tool Improve quality of life Allows employees to balance their work lives with private and family responsibilities Can enhance the National Guard’s efforts to recruit & retain high quality employees Benefits our society –Cleaner air –Reduced energy consumption –Decreased traffic congestion

12. Challenges Employee –Telework concerns –Operational adjustments –Technology requirements –Telework might jeopardize my chances for advancement –I’m not sure I like working alone –Can I really live up to my Supervisor’s expectations –Will I be able to separate home from work

13. Challenges (Cont.) Supervisors –Although telework has been around for a while, there are still several misperceptions that have made some managers reluctant to approve a telework arrangement –Once I allow my employee to telework, I will never see or hear from him/her again –If I approve one telework agreement, I will have to let all my employees telework –Telework stands in the way of effective teamwork –Worker productivity will drop if I am not watching my employees every minute

14. Guidelines Telework Agreement –DD Form 2946 (http://www.dtic.mil/whs/directives/forms/eforms/dd2946.pdf) –Wet signature required –Maintained within Supervisor Work Folder and J1-Training and Development –Reviewed every 2 years –New agreements signed when a new supervisor is responsible for employee Training Requirement (located at www.telework.gov) –Telework 101 for Employees –Telework 101 for Supervisors –Certificates of completion forwarded with DD Form 2946 to J1-Training and Development –Completed every 2 years

15. Guidelines (Cont.) Time and Attendance –Approved in advance –Employees are encouraged to use the OPM 71 for approval and tracking purposes –Must be accounted for and reported in the same manner as if they reported for work –Codes TW:Telework Regular or Recurring TS:Telework Situational TM:Telework Medical (not very common)

16. WING Telework Program Manager Training and Development Program SSgt Heather Ihlenfeldt (Lead) heather.r.ihlenfeldt.mil@mail.mil (608) 242.3708 SSgt Carmen Keating carmen.m.keating.mil@mail.mil (608) 242.3715