Performance management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Effective performance management is important to the success of the telework program. The Telework Enhancement Act (the Act) specifies in Section 6502(b)(3) that an agency's telework policy shall "provide that an employee may not be authorized to telework if the performance of that employee does not comply with the terms of the written agreement between the agency manager and that employee." When agencies make decisions regarding telework eligibility and participation, sound business and performance management principles must be considered, consistent with the requirements of the Act.
When implementing the telework program, managers should keep in mind that performance standards for teleworking employees must be the same as performance standards for non-teleworking employees.
The relevant language in the Act is as follows:
Teleworkers and non-teleworkers are treated the same for purposes of: 1) periodic appraisals of job performance of employees; 2) training, rewarding, reassigning promoting, reducing in grade, retaining, and removing employees; 3) work requirements; 4) other acts involving managerial discretion.
Also, management expectations for performance should be clearly addressed in an employee's performance plan, regardless of whether or not the employee is a teleworker. When an employee participates in telework, expectations related to accountability do not differ by virtue of the telework arrangement. Following clear and consistent performance management principles and techniques should result in a seamless transition for managers and their employees moving to telework arrangements.