Remote Management and Leadership Eddie Caine TManage, Inc.

2. People are the Department of Energy�s most important resource, and we will develop, motivate, and support them in accomplishing our missions. Employees are more than just the jobs they do, and the Department is committed to helping them meet their responsibilities on the job, at home, and in their communities. In doing so, the Department will establish flexible work arrangements that will improve the quality of employees� work life and contribute to a cleaner environment and a safer, more productive workplace. Secretary Richardson

3. The policy and how the program is administered The benefits of program participation Why training is critical to success The characteristics of a successful program

4. How to manage employees from a distance How to address DOE-Flex issues & concerns What you need to do to keep everyone in the loop Methods to improve office communications How to promote and implement this program

5. Achieve program participation goals FY 2000 5% participation rate FY 2001 10% participation rate FY 2002 15% participation rate FY 2005 20% participation rate (Washington DC area)

6. Improve productivity Improve employee well-being and quality of life Maintain work production and services Improve the Department�s ability to recruit and retain high quality employees Reduce the employee�s need to commute Reduce costly building space

7. Increases Productivity Enhances Employee Recruitment and Retention Improves Employee Job Satisfaction Provides Greater Workplace Flexibility Complies with Clean Air, Energy Savings, Rehab Act, and Family Leave Programs Reduces the Need for Future Office Space

10. Improves neighborhood safety Reduces traffic congestion Improves air quality Reduces waste and conserves energy Builds closer bonds with family and community

16. What job tasks fit teleworking? Project-oriented work Computer programming Telephone calling Auditing reports Planning & scheduling Data processing & analysis Reviewing proposals and written reports Reading, word processing, and thinking

17. What job tasks DO NOT fit teleworking? Tasks that are difficult to measure Tasks involving access to materials or information that cannot be moved Tasks requiring special in-house equipment Situations where face-to-face interaction is required

20. A DOE-Flex arrangement may be: Medical Regular Situational

21. The DOE-Flex opportunity: Managers promote and utilize the program Employees must volunteer to participate Managers approve work to be done Managers approve employee's work schedule Employees are to be accessible No requirement to cover home-office expenses

22. DOE-Flex Process for Managers: Identify appropriate job tasks/assignments and establishing an inventory of positions Discuss DOE-Flex option with all applicable candidates Document all arrangements First- & second-level approval/disapproval Managers & employees may terminate an arrangement when needed Support and promote the program

25. How do I know the employee is working? What if everyone wants to work at home? What about legal and liability issues? What about security in dealing with classified and confidential documents? How can my budget afford to support telework? What if the employee is not readily accessible?

30. Manage teleworkers the same way you manage other employees Empower the employee to personally plan their DOE-Flex activities and participate in the method of evaluation Measure performance based on results Build into your processes regular progress reports

31. Teaming is giving the right people clear direction, the tools to do the job, and the resources needed to accomplish their objectives

32. Build a close team by: Keeping co-workers informed - make sure they feel a part of the team Tracking the impact DOE-Flex has on others (co-workers, customers, etc.) Employing the buddy system Designing work so that almost no one works alone on a project

36. The policy and how the program is administered The benefits of program participation Why training is critical to success The characteristics of a successful program How to manage employees from a distance How to address DOE-Flex issues & concerns What you need to do to keep everyone in the loop Methods to improve office communications How to promote and implement this program