Many federal agencies have adopted hybrid work models, allowing leaders to refine their strategies and adapt them to the evolving needs of employees and business-focused goals.

However, when the White House Office of Personnel Management (OPM) issued new, flexible federal telework guidelines in August, it became clear that there were tensions between this flexible approach and congressional legislative efforts such as the Back to Work Act of 2024.

Senators Mitt Romney (Republican of Utah) and Joe Manchin (Democrat of Virginia) have introduced the Back to Work Act, a bipartisan bill that would limit telework for federal employees to no more than 40% of their workdays per pay period. The bill is designed to force federal employees to return to the office to address concerns about productivity, office underutilization, and the economic impact on local businesses that depend on office worker traffic.

A remarkable 90% of federal employees either “strongly agree” or “agree” that their current work schedules allow them to be productive. (iStock)

According to the Government Accountability Office (GAO), 17 of 24 federal agency headquarters were operating at an average 25% less capacity in 2023 than they were before the pandemic. Proponents therefore argue that telework policies waste taxpayer money and reduce employee engagement with the public. Proponents argue that a return to pre-pandemic work arrangements will increase productivity and accountability.

Study shows: Teleworkers are increasingly living further away from their main office

In contrast, OPM’s recently released guidance advocates a flexible approach to remote work and emphasizes the importance of adapting work arrangements to the specific needs of federal agencies and employees.

OPM Acting Director Rob Shriver emphasizes that while remote work is not suitable for all roles, if used carefully, it can be a valuable tool for improving recruitment, retention and employee satisfaction.

OPM distinguishes between remote work and telework. Remote work is defined as performing duties outside of the usual work location without regular attendance in the office, while telework allows employees to work remotely while maintaining regular attendance in the office. This differentiated approach ensures that remote work is integrated into the work culture of federal agencies in a way that is consistent with their mission and operational needs.

HOW TELEWORK IS SAVING THE GOVERNMENT WORKFORCE

OPM’s claims are based on compelling data, particularly its annual report on telework. The report shows that 68% of federal employees who frequently telework express an intention to stay in their position, compared to just 53% of those who do not telework. In addition, 77% of frequent teleworkers report high levels of engagement, significantly higher than the 59% of non-teleworkers.

The performance benefits are equally notable, with over 84% of employees and managers recognizing improvements in work quality and customer satisfaction. In addition, OPM’s Federal Employee Viewpoint Survey shows that over 62% of federal employees are “very satisfied” with their current work hours, with another 26% reporting they are “satisfied.”

CLICK HERE FOR MORE OPINIONS FROM FOX NEWS

A remarkable 90% of federal employees either “strongly agree” or “agree” with the statement that their current work schedules allow them to work productively. These findings underscore the positive impact of telecommuting on employee retention, engagement, and performance and refute the claim that telecommuting is harmful.

OPM’s statistics in its report, as well as its recent guidance, effectively counteract the Back to Work Act by advocating for flexibility and a tailored approach rather than imposing rigid restrictions on telework.

The OPM guidelines call on agencies to establish a standard assessment process for determining suitability for remote work, taking into account organizational needs, the nature of specific roles, and employees’ personal circumstances. This approach recognizes that certain flexible work arrangements may not be suitable for every team or individual, but can be very effective when adapted accordingly.

CLICK HERE TO GET THE FOX NEWS APP

Leaders need to be more personally engaged as they play a critical role in shaping the company culture, while young professionals are encouraged to balance in-person and remote work to foster their professional development through mentoring and networking opportunities.

OPM’s guidance underscores the need for a strategic approach to remote work that supports an agency’s mission while meeting the diverse needs of employees. By prioritizing careful evaluations and personalized arrangements, federal agencies can realize the benefits of remote work without compromising organizational efficiency.

CLICK HERE TO READ MORE FROM GLEB TSIPURSKY