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EPA HEADQUARTERS
PILOT FLEXIBLE WORKPLACE PROJECT
PROGRAM OUZDAHCE
Z. BACKOROPMP
The Pilot Flexible Workplace Project (Flexiplace) is an
Innovative management program that provides employees the
opportunity to perform their duties at alternative duty stations
(e.g., satellite locations, employee's residences) during an agreed
upon portion of their work week. Flexiplace, also known as
flexible workplace, work-at-home, telecommuting and teleworking
refers to paid employment away from the organization's primary
traditional worksite.
XI. PURPOSE
It is the policy of EPA to schedule and deploy our workforce
in the conduct of the public's business and the Agency's mission
to achieve optimal productivity, to enhance the spirit, morale, and
welfare of employees, and to provide leadership in promoting
environmental quality.
EPA '-must constantly strive to achieve high levels of
performance and productivity in conducting the Agency's mission
with the limited budgetary resources that are available. The
creative application of new technology, new organizational
configurations, human resources development, and Total Quality
Management are factors in evolving working arrangements that will
contribute to higher productivity.
The employees that EPA-Headquarters attracts, trains, retains
and rewards are essential to the productive conduct of our work.
EPA-Headquarters human resources development program is pursued to
enhance the spirit, morale and welfare of all employees.
EPA is expected to be a leader in promoting new methods to
reduce risk and prevent pollution. Commute-based traffic
congestion and associated air pollution emissions can be reduced
by applying alternative work scheduling and worker deployment
techniques. EPA-Headquarters can be a leader in demonstrating the
air quality benefits that accrue from work scheduling flexibility.
Zn each of these areas — productivity, employee welfare and
environmental leadership — the scheduling of the times of work and
the deployment of employees to the place of work can measurably
improve the conduct of the public's business and Agency's mission.
To this end, EPA-Headquarters will sponsor a one-year pilot
projeet in Flexiplace pursuant to the guidelines set forth by the
President's Council on Management Improvement (PCMI).
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The Plexiplace project sponsored by PCMZ, is designed to test
alternatives to the traditional work environment which may afford
opportunities to assist the Federal sector in attracting and
retaining quality employees. Specifically, Flexiplace will be
evaluated for its potential cost reductions and improved work
operations by measuring increased employee productivity and
positive changes in employee morale, motivation, job satisfaction
and reductions in absenteeism. Measurements may also reflect
realized savings in lowered requirements for office space,
utilities, equipment and parking, and gains to the environment by
reducing commuting to a centralized workplace.
This guidance will serve as the foundation for establishing
a successful pilot program that will benefit EPA-Headquarters and
its employees. Consequently, during this pilot, some refinement
and adjustment will occur as the various phases of the project
proceed.
2ZZ. BMIM
The flexible workplace environment provides a means of
responding to rapidly changing factors that are impacting today's
workforce — demographic, societal and technological — and has
proven effective in reducing employee turnover and absenteeism,
improving management techniques, and responding to sociological and
environmental issues. Work-at-home programs already exist in both
the public and private sectors and are showing positive results.
Flexible workplace arrangements can help put injured employees
back to work and take them off the compensation roles.
Organizations may be able to find work that such employees can
perform at home or may be able to "restructure" existing work so
that some of it may be performed at home.
XV. scope
This guidance will apply to all organizations at EPA-
Headquarters which agree to participate in the Pilot Flexible
Workplace Project and whose employees and supervisors complete all
required training.
~. ffyECTSvp PftTE
The EPA-Headquarters Pilot Flexiplace Project will commence
on and will continue for the duration of
the pilot, which is expected to be a one-year period.
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VI. POLICY
Participation in the Flexiplace Pilot is voluntary by EPA-
Headquarters supervisors. Generally, any occupation/job involving
portable work can be considered for inclusion in the Flexiplace
project. Management will decide whether a position meets the
criteria, including additional cost to the organisation.
Supervisors and employees participating in the pilot project may
withdraw from the program for several reasons — no longer able to
fulfill the agreement, no longer benefits the organization,
performance of work assignments, transfer to a different position,
etc. Withdrawal from the pilot can occur after providing
sufficient advance notice to ensure management and employees
adequate time to plan for reversions back to a regular work
environment and schedule.
A Flexiplace work agreement will be required for all
participants and evaluation questionnaires must be completed by the
supervisor and the employee at implementation, after the first six
months, and at the end of the pilot program. All participants must
attend scheduled focus group meetings throughout the pilot program
and attend a one-day mandatory training session for employees and
their supervisors. Each organization will provide all equipment
within the parameters of governing laws, rules and regulations
deemed necessary by the supervisor for work assignments.
Participants' assignments may include either work requiring
telecommunications capabilities or work that can be performed
without technological support.
VII. RESPONSIBILITIES
A. APPROVING OFFICIALS will huthorize all participation in
the pilot within their organizations and will evaluate the impact
of the program on the efficiency and effectiveness of work
operations within their organizations. Approving Officials are the
Heads of the Organizations (e.g., Assistant Administrators,
Associate Administrators) or their designees.
B. SUPERVISORS will: (1) select the employees to
participate in the pilot from those individuals within the program
areas authorized by the Approving Official; (2) develop or amend
performance standards and measurements as needed for work performed
away from the official duty station; (3) assign appropriate work
to be performed at the alternate duty station; and (4) maintain
productivity records and information to evaluate the pilot project.
Supervisor must complete the "Supervisor-Employee Checkout List"
(attachment to work agreement) and discuss the items covered on
this list with the employee prior to initiating a Pilot Flexible
Workplace Project Agreement.
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C. EMPLOYEES participating will: (1) complete work
agreements; (2) observe agreed-upon hours of work in accordance
with established EPA-Headquarters policies; (3) observe policies
of requesting leave when leave is to be taken; and (4) use
Government equipment only for official purposes. Employees must
complete the "Employee Self-Certification of Time and Attendance
Report" (attachment to work agreement) and return it to their
supervisor on a bi-weekly basis. Employees must also complete the
"Employee Self-Certification Safety Checklist" (attachment to work
agreement), which identifies significant safety standards that
should be met and return it to their supervisor prior to a Pilot
Flexible Workplace Project Agreement being entered into. Employees
who work at home must be willing to give the public and other
government/agencies staff their home phone number. They must be
immediately accessible.
D. HEADQUARTERS PROJECT COORDINATOR duties will include, but
are not limited to: (1) ensuring that all participating
supervisors and employees are aware of their responsibilities to
accurately measure/report performance and time and attendance, and
provide safeguards that the equipment provided is maintained
properly and used only for official government use; (2) providing
evaluation materials to the participating individuals; and (3)
ensuring that evaluation materials are returned to the Office of
Personnel Management (OPM) for analysis.
~III.OPIDELINES
A. EMPLOYEE PARTICIPATION. The pilot program is primarily
targeted to current employees whose positions could lend themselves
to being performed away from the official duty station.
Participation is voluntary, with supervisory approval and control.
B. SELECTION CRITERIA. Selection of participants for this
pilot program is a key activity from both individual and
organizational standpoints. The criteria used to select
participants will depend upon a number of interrelating issues
including:
i. identifying gwp3t9yg»
a. The employee's most recent performance
appraisal rating of record must be a fully successful or better;
b. the employee has clearly defined performance
standards and measurements;
c. the employee has received supervisory approval
for participation;
d. the employee is willing to sign and abide by
a written work agreement which requires participation in training,
focus groups, and evaluations;
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e. the employee oust be able to provide an
adequate alternative work location with sufficient space and access
to a telephone, and without undue interference which could impair
productivity;
f. the employee has demonstrated self-starter
characteristics — can work independently and has demonstrated
dependability;
g. the employee is highly motivated;
h. the employee can deal with isolation; and
i. the employee has good time management skills.
2. Identifying the Manager
a. The manager must volunteer and be a proponent
of the project;
b. managers likely to be more supportive of the
program will be those who have connected reasons for using
Flexiplace with specific work situations;
c. the manager should be progressive and
supportive of the concept and willing to work through any problems,
or obstacles that may occur;
d. the manager should be comfortable with
evaluating work performance in a manner compatible with Flexiplace
conditions — measuring performance by results and without direct
observation; and
e. the manager must be an effective communicator
and must be able to clearly define tasks and expectations.
C. APPROPRIATE TBLECOMMPTABLB POSITIONS are those With the
following characteristics: work activities are portable and can
be performed as effectively outside of the office; job tasks are
easily quantifiable or primarily project-oriented; essential
component of responsibility consists of reading/processing tasks -
- e.g., reading proposals and reviews; making funding decisions;
conducting research; contact with other employees and serviced
clientele is predictable; most work handled is not classified; the
technology needed to perform the job is currently available;
cyclical work does not present a problem; and security of data
including sensitive, non-classified, privacy act concerns, etc. can
be adequately assured.
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For example, the following types of positions could be
telecommutable: investigator, auditor, attorney, analyst, computer
programmer, personnel staffing specialist, engineer, scientist,
clerk-typist, etc.
D. WORK AGREEMENTS. Each employee must sign a work
agreement that covers the terms and conditions of the Pilot
Flexible Workplace Project. The work agreement constitutes an
agreement by the employee and supervisor to adhere to applicable
guidelines and policies. The work agreement covers items such as:
the voluntary nature of the arrangement; length of Flexiplace
assignment; hours and days of duty for each duty station;
responsibilities for timekeeping, leave approval and requests for
overtime and compensatory time; performance requirements; proper
use and safeguards of government property and records; standards
of conduct; completion of required pilot evaluation materials, etc.
B. work schedules. Work away from the office will vary
depending upon the individual arrangements between employees and
their supervisors. However, each work agreement should provide for
a minimum number of days at the official duty station. This will
ensure that the employee is available in the office during the week
for face-to-face meetings, access to facilities, etc. Flexiplace
work schedules must identify the days and times the employee will
work in each work setting. Work schedules can parallel those in
the office or be structured to meet the needs of participating
employees and their supervisors. Several types of Flexiplace
scheduling could be available:
1. Regular. To minimize isolation and communication
problems and facilitate integration of the employees with those in
the office, the Flexiplace employee will be regularly scheduled to
work an established number of days per week outside of the office.
2. Episodic. Recognizing that special projects may be
amenable to being performed at home, rather than in an office
setting, Flexiplace will be available on an ad hoc or episodic
basis for short durations of time to complete all or discrete
portions of projects.
Episodic Flexiplace is significantly different from
Regular Flexiplace. The criteria for eligibility are based
primarily upon the nature of the work to be performed, rather than
the characteristics of the employees. To participate in Flexiplace
on an episodic basis, the work of the employee must be:
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a project, or discrete portion of & project,
which is of short duration, with measurable
work products
of an infrequent or occasional nature (as
opposed to regular and recurring)
Eligibility will be determined on a case-by-case
basis by the employee's immediate supervisor.
3. Medical. EPA-Headguarters has enabled certain
employees with serious medical disability and/or life-threatening
conditions to work at home on a full or part-time basis. Medical
conditions may include, but are not limited to, recovery from
serious injury or surgery, recovsry from cancer treatments,
communicable disease, and 1 AIDS-related situations. EPA-
Headquarters management will continue to provide Flexiplace options
to enable employees to remain active and productive while in a
bona-fide medical condition.
4. Plextime and Compressed Work Schedules will
continue to be available to employees, where they are currently
available, in those organizations who are participating in the
Flexiplace program.
V. POSITION AMD PERFORMANCE ISSUES
1. Position Descriptions. Changes to position
descriptions should not be required, unless the Flexiplace
arrangement changes the actual position duties. Minor
modifications may be made to reflect the supervisory controls or
work environment factors.
2. Performance standards. Critical elements and
performance standards must have clearly defined performance
requirements that are measurable and results-oriented. The
standards must provide a reasonable basis for measuring
performance. Although not required, performance standards with
quantitative or qualitative measures are recommended. Explicit and
objective "norms" for work output should be based on experience
with those required and sustained in the office and monitored
through scheduled and required progress reports.
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8. TIME AND ATTENDANCE IBSPEB
X, Honrs ef Duty. Employees may work standards
schedules or follow alternative work schedules depending upon the
agreement between the employee and the supervisor. The work at the
alternate duty station day(s) is selected by the supervisor and the
employee. Normally, it is recommended that no more than three
work-at-home days be allowed per week. Exceptions to this policy
may be appropriate in certain instances which provide managers
needed flexibility. For example, allowing an individual who for
physical reasons, can not work in an office setting for 8 hours a
day, working 4 hours per day in the office and 4 hours per day at
an alternate approved location, 5 days per week. Completely
unstructured arrangements where employees work at home at will, are
not permitted. The tours of duty which may be established are:
a. Regular — five 8-hour days, Monday through
Friday, on one of the standard shifts, plus a 30-minute non-paid
lunch period.
b. Flextime — five 6-hour days, Monday through
Friday, with a fixed beginning and ending time. Each workday must
include a non-paid lunch period of 30 minutes.
e. Compressed — eight 9-hour days and one 8-hour
day, excluding Saturdays and Sundays (unless the employee's current
assigned tour of duty includes these days), in a single two-week
pay period, with established starting and ending times. Each work
day must have a pre-determined non-paid lunch period of 30 minutes.
Within established EPA-Headquarters policy, and
supervisory approval, organizations may establish "core" hours that
the employee is to be available during the work-at-home day(s).
Typically, the core time is from 9:00 a.m. to 3:00 p.m. (with one-
half hour for a non-paid lunch period). Within this schedule, the
employee could vary both starting and ending times, as long as the
employee is available during the core hours.
2. Leave. The policies for requesting annual leave,
sich leave, or leave without pay remain unchanged. Employees are
responsible for requesting leave in advance from the supervisor and
keeping the timekeeper informed of leave usage.
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3.
iXfiAl* Proper nonitoring and certification of employee work tine
is critical to the success of the program, supervisors must report
time and attendance to ensure that employees are paid only for work
performed and the absences from scheduled tours of duty are
accounted for. Federal policy and procedures governing
certification of time and attendance require agencies with
employees working at remote sites to provide reasonable assurance
that they are working when scheduled. Reasonable assurance may
include occasional supervisory telephone calls, occasional visits
by the supervisor to the employee's worksite, and determining
reasonableness of work output for the time spent. Employees must
complete the "Employee Self-Certification of Time and Attendance
Report" (attachment to work agreement) and return it to their
supervisor on a bi-weekly basis.
4. AflPinmmiV* Leave. Dismissals. Emergency
Closings. Although a variety of circumstances may affect
individual situations, the principles governing administrative
leave, dismissals, and closing remain unchanged. The ability to
conduct work (and the nature of the impediments), whether at home
or at the office, determines when an employee may be excused from
duty.
8. FAIR labor standards act (FLBA1. The existing rules in
Title 5, U.S.C. and in the Fair Labor Standards Act governing
overtime also apply to Flexible Workplace arrangements. Overtime
is time worked at official duties in excess of the scheduled tour
of duty that is ordered and approved. It is the responsibility of
the supervisor to regulate - and control the use of overtime.
Employees are responsible for requesting, in advance, approval to
work in excess of their normal hours lof duty. This is particularly
important when employees are working at home without direct
supervisory oversight. Any employee who works overtime without
advance supervisory approval should be Immediately removed from the
Flexiplace pilot.
Z. WORKERS' COMPENSATION. Flexiplace employees are covered
by the Federal Employees Compensation Act (FECA) and can qualify
for continuation of pay or workers' compensation for on-the-job
injury or occupational illness, if injured in the course of
actually performing official duties at the official or alternate
duty station. Supervisors must ensure tht claims of this type are
brought to the attention of the Headquarters Human Resources
Management Office. Any accident or injury occurring at the
alternate duty station must be brought to the immediate attention
of the supervisor. Because an employment-related accident
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sustained by an employee participating in the Pilot Flexible
Workplace Project could occur outside of the premises of the
official duty station, the supervisor must investigate all reports
immediately following notification. Employees must complete the
"Employee Self-Certification Safety Checklist" (attachment to work
agreement), which identifies significant safety standards that
should be met and return it to their supervisor prior to a Pilot
Flexible Workplace Project Agreement being entered into.
J. PAT ISSUES
1. Duty Station. For pay purposes, the "official duty
station" is the employee's Federal office.
2. Special salary Rates. The employee's official duty
station serves as the basis for determining special salary rates.
3. Premium Pav. The normal rules apply for night
differentials, and Sunday and holiday pay whether work is
accomplished at the conventional or alternate duty station.
Official work schedules determine the entitlement to premium pay.
X. FACILITIES ISSUES
1. Home Office Space. Employees participating in the
Flexible Workplace Project should have a designated work space or
work station for performance of their work-at-home duties.
Requirements will vary depending on the nature of the work and the
equipment needed to perform the work. At a minimum, an employee
should be able to easily communicate by telephone with their
supervisor and organization during the work-at-home day.
2* Home Utility Expenses. Home utility costs
associated with working at home are not paid by the Agency.
Potential savings to the employee resulting from reduced commuting,
meals, etc., may offset any incidental increase in utility
expenses. Exceptions apply only where the personal expense
directly benefits the Government (e.g., business-related long
distance calls on the employee's personal phone).
&. TELECOMMUNICATIONS AND EQUIPMENT
1. Telephones. At present, Federal agencies are
prohibited from using appropriated funds to pay for telephone
installation and basic service in private residences. (The General
Services Administration's (GSA) Office of General Counsel has
confirmed this as an official legal opinion. However, a recent
General Accounting Office (GAO) decision states that under certain
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circumstances, telephones nay be placed in employee's residences.
GAO will recognize a limited exception to the prohibition stated
in 31 D.S.C. provided the following criteria are net: (1) the
service is considered essential, and (2) adequate safeguards exist
to prevent abuse (See C.G. B-225159, June 19, 1989). The Agency
may pay for use of the employee's personal phone for business
related long-distance phone calls. Current GSA FPM regulation (CFR
41, I0l-7i) allows for reimbursement of expenses incurred as a
result of official duties, including telephone call expenses
approved by the Agency. Modem and automatic voice/data switches
are allowed. Employees will need to submit a claim for
reimbursement to their office with a copy of their home phone bill
with business-related calls clearly identified.
2. Computers. -Government-owned Equipment, etc..
Government-owned property including computers and other
telecommunications equipment may be removed from the Agency and
used by employees in their private residences provided the
equipment is used only for official business. However, GSA claims
it is illegal to provide a fax machine for installation in a
private residence. Strict adherence to regulations concerning the
safeguarding and removal of all equipment is essential. Prior
approval must be obtained before any property is removed from the
Agency.
X. OTHER IS8PEB
1* Frlvft
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V. TRAINING AND EVALUATION
1. Training. Specific training has been developed for
employees and supervisors participating in the Flexible Workplace
Pilot. Training will cover Flexiplace policies and guidelines, as
veil as personal and occupational aspects of Flexiplace
arrangements.
a. Employee Topics May Zaolude — expections on
personal responsibility, accountability, time management and self-
discipline; communicating with supervisors, progress reporting,
deadlines, contracts and meetings with co-workers, and support
personnel; and ways to avoid isolation, family issues, finding the
best home and office work schedule, image and self-esteem.
b* Supervisory Topics May Include — managing for
results, establishing quality and quantity norms, planning,
scheduling and tracking assignments, and milestones; administration
of work schedules, time and attendance and leave; and supervisory
expectations and communicating with the work-at-home employee.
2. Focus Groups. Experience has shown that periodic
meetings of focus groups are very helpful for successful adjustment
to Flexiplace arrangements. All Flexiplace participants and their
supervisors will meet to discuss and share their experience with
Flexiplace.
3. Evaluation. Evaluation of this pilot program is
critical to determine the feasibility and desirability of
Flexiplace as an alternative work arrangement. Surveys have been
developed and vill be administered by the Office of Personnel
Management (OFM), under the guidance of the President's Council on
Management Improvement (PCMI), prior to project implementation,
after the first six-month period, and overall at the completion of
the pilot. Employees and supervisors will be surveyed to evaluate
their perceptions of the impact of the Flexiplace arrangement.
He anticipate evaluating the effectiveness of, and costs associated
with, Flexiplace at the conclusion of the one-year pilot project.
ZZ. TERMINATION AMP TRANSFER ISBPEfl
A. TERMINATION
— An employee may terminate his/her Flexiplace
arrangement at any time without prejudice.
A performance appraisal below fully successful
automatically terminates an employees Flexiplace arrangement.
Management retains the right to terminate an
employee's Flexiplace participator if performance declines or if
it no longer benefits the Agency to have the employee work at hom«.
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It is very important that the Project Evaluation Teas and
the Agency Coordinator are properly and promptly notified whenever
a Flexiplace employee decides to terminate participation or is,
otherwise, terminated from the project prior to project completion.
For all such termination cases, the following actions should be
taXen:
1. The terminating Flexiplace employee should complete
the employee termination form (Attachment 1) and mail, directly to
the Project Evaluation Team.
2* The supervisor of the Flexiplace employee should
complete the project termination form (Attachment 2) and mail,
directly to the Project Evaluation Team.
3. The supervisor should notify the Agency Coordinator.
The Project Evaluation Team will use this information for
Research Purposes Only and needs both sets of information for
adequate program evaluation.
B. TRMfgrgRff
This sections discusses procedures to be followed
whenever there are job position changes (transfers) that may affect
Flexiplace participation. Examples of such transfers are:
The Flexiplace employee transfers to a different
job and/or organizational unit
The supervisor of a Flexiplace employee transfers
to a different job
The Flexiplace employee is assigned a new supervisor
Whenever such transfers or position changes occur, the
following actions should be taken:
1. If the change results in a new supervisor for the
Flexiplace employee and the employee is continuing Flexiplace
participation — the new supervisor should be provided
orientation/training, scheduled for focus group attendance, and
given any relevant information/materials associated with progress
of the project; and the Agency Coordinator should be notified.
2, If the change results in participation termination
for one or more Flexiplace employees, termination procedures,
discussed in the previous section, should be followed for each
employee affected.
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Attachment (1)
SPA HEADQUARTERS
PILOT FLEXIBLE WORKPLACE PROJECT
PARTICIPATION TERMINATION FORK FOR TERMINATION PRIOR TO
PROJECT COMPLETION
FEDERAL FLEXIBLE WORKPLACE PROJECT
EMPLOYEE)
SAME
an
AGENCY
AGENCY LOCATION
(TO BS COMPLETED BY FLEZIPLACE
PROJECT CODE
My participation in the Flexible Workplace Project is terminating,
prior to project completion, because:
Comments/Recommendations
(Attach additional sheets of paper if necessary)
PLEASE KAIL THIS COMPLETED FORM ALONG WITH'All? ATTACHMENTS TO:
Dr. Wendell Joice
U.S. Office of Personnel Management
OPRD Room 6462
Washington, D.c. 20415
(You may use the evaluation return envelope if available)
PLEASE SEND A COPY OF THIS COMPLETED FOR WITH ANY ATTACHMENTS TO:
EPA-Headquarters Flexible Workplace Project Coordinator
Attention: Pat Spatarella (PM-212)
401 M Street, S.W. (Room 3020M)
Washington, D.C. 20460
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PRZVACY STATEMENT
The U. S. Office of Personnel Management is authorized by sections
1103, 1302, and 3301 of Title 5 of the U.S. Code to collect the
infornation requested in this document. The information you
provide will be aggregated with similar information from other
participants and used, in summary form, to evaluate this project.
We are requesting your name and social security number in order to
accurately track, analyze, and categorize yur responses during the
project. Executive Order 9397 authorizes collection of your social
security number. No information of an Individually identifiable
nature will be disclosed. Furnishing your response, including
social security number, to this document is voluntary: without your
response, however, we will 'ae unable to adequately evaluate the
feasibility of the flexible workplace option.
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Attachment (2)
EPA HEADQUARTERS
PILOT FLEXIBLE WORXPLACE PROJECT
PARTZCZPATZON TBRKZNATZON PORK POK TERXZNATZON PRIOR TO
PROJECT COKPLETZOH
FEDERAL PLEZIBZiE WORXPLACE PROJECT
SUPERVISOR)
TERMINATING EMPLOYEE KAXS
AGENCY LOCATION
(TO BE COMPLETED BY PLEZZPLACE
PROJECT Od»E
The Flexible Workplace Project is terminating, prior to project
completion, because:
Conaents/Reconinendations
(Attach additional sheets of paper if necessary)
SUPERVISOR HAMS
PLEASE MAIL T.I IS COMPLETED FORM ALONG WITH ANY ATTACHMENTS TO:
Dr. Wendell Joice
U.S. Office of Personnel Management
OPRD Room 6462
Washington, D.c. 20415
(You nay use the evaluation return envelope if available)
PLEASE SEND A COPY OF THIS COMPLETED FORM WITH ANY ATTACHMENTS TO:
EPA-Headquarters Flexible Workplace Project Coordinator
Attention: Pat Spatarella (PM-212)
401 M Street, S.W. (Room 3020M)
Washington, D.C. 20460
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FRZVACY STATEMENT
The U. S. Office of Personnel Management is authorized by sections
1103, 1302, and 3301 of Title 5 of the U.S. Code to collect the
infornation requested in this document. The information you
provide will be aggregated with similar information from other
participants and used, in summary form, to evaluate this project,
we are requesting your name and social security number in order to
accurately track, analyze, and categorize yur responses during the
project. Executive Order 9397 authorizes collection of your social
security number. No information of an individually identifiable
nature will be disclosed. Furnishing your response, including
social security number, to this document is voluntary; without your
response, however, ve will, be unable to adequately evaluate the
feasibility of the flexible vorlcplace option.
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EPA HEADQUARTERS
PILOT FLEXIBLE WORKPLACE PROJECT
WORK AGREEMENT
The following constitutes an agreement betweent
(Agency) (Employee)
of the terms and conditions of the
Pilot Flexible Workplace Project
1. Employee participates in the one year experimental pilot
testing phase of the project and agrees to adhere to the
applicable guidelines and policies. Agency concurs with
employee participation and agrees to adhere to the applicable
guidelines and policies.
2. Employee agrees to participate in the project for a period
beginning and ending .
3. Employee's official tour of duty and location, are as listed
below:
Pay Period
Work Week
Dav
Hours
Duty St
:ation
From
To
Official
Alternate
*1
Mondav
Tuesdav
Wednesday
Thursdav
Pridav
#2
Mondav
Tuesday
Wednesday
Thursday
Friday
(including a one-half hour non-paid lunch period)(above
allows for compressed workweek)
Management reserves the right to alter the employee's
established work schedule to accommodate peak workload office
demands or for any other office purpose with advance
notification.
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4. Employee'8 official duty station is
The alternate duty station (the location in which the
employee is designated to work while not at the official
duty station) is
Describe the alternate duty station in detail
All pay, special salary rates, leave and travel entitlements
will be based on the employee's official duty station.
5. Employee's timekeeper will have a copy of the employee's Pilot
Flexible Workplace Project schedule. Employee's time and
attendance will be recorded as performing official duties at
the official duty station. Employee's supervisor will certify
bi-weekly time and attendance for hours worked. Employees
must complete the "Employee Self-Certification Time and
Attendance Report" (Attachment 1) and return it to their
supervisor on a bi-weekly basis.
6. Employee must obtain supervisory approval before taking leave
in accordance with established office procedures. By signing
this agreement employee agrees to follow established
procedures for requesting and obtaining approval of leave.
7. Employee will continue to work in pay status while working at
his/her alternate duty station. An employee who works
overtime, which has been ordered and approved in advance, will
be compensated in accordance with applicable laws, regulations
and FPM guidance. By signing this agreement, employee agrees
to obtain proper approval for overtime work. Failure to
adhere to proper approval for overtime work may result 'in the
employee'8 removal from the Pilot Flexible Workplace Project
or other appropriate action (e.g., disciplinary, etc.).
8. An employee who borrows Government equipment, will protect the
Government equipment in accordance with the procedures
established in FIRMR Bulletin 30 dated October 15, 1985.
Government-owned equipment will be installed, serviced and
maintained by the Government. An employee who provides
his/her own equipment is responsible for installing,
servicing and maintaining it.
9. Provided the employee is given at least 24 hours advance
notice, the employee agrees to permit periodic home
inspections by the Government of the alternate duty station
during the employee's normal working hours to ensure proper
maintenance of Government-owned equipment and duty station
conformance with safety standards.
-------
-3
10. The Government is not liable for damages to an employee's
personal or real property during the course of performance of
official duties or while using Government equipment in the
employee's alternate duty station, except to the extent the
Government is liable under the Federal Tort Claims Act or
under the Military Personnel and Civilian Employees Claims
Act.
11. The Government is not responsible for operating costs, home
maintenance or any other incidental costs (e.g., utilities)
whatsoever associated with the use of the employee's
alternate duty station (e.g., home residence). The Government
can not pay for installation, monthly or local use charges for
telephone service. The Government will provide all necessary
office supplies (such as paper, pens, printer ribbons,
diskettes, envelopes, tape, staples, etc.). By participating
in the Pilot Flexible workplace Project, the employee does not
relinquish any entitlement to reimbursement for authorized
expenses incurred while conducting business for the
Government, as provided for by statute and implementing
regulations. This includes pre-approved long distance
business-related telephone calls.
12. Employee is covered under the Federal Employee's Compensation
Act if injured in the course of actually performing official
duties at the official or alternate duty station.
Any accident or injury occurring at the alternate duty station
must be brought to the immediate attention of the supervisor.
Because an employment-related accident sustained by an
employee participating in the Pilot Flexible Workplace Project
could occur outside of the premises of the official duty
station, the supervisor must investigate all reports
immediately following notification.
Employees must complete the "Employee Self-Certification
Safety Checklist" (Attachment 2), which identifies significant
safety standards that should be met and return it to their
supervisor prior to a Pilot Flexible Workplace Project
agreement being entered into.
13. Employee will communicate with the supervisor to receive
assignments and have completed work reviewed in accordance
with the supervisor's instructions.
14. Employee will complete all assigned work in accordance with
the supervisor'8 instructions.
15. Supervisor will evaluate employee's job performance against
performance standards and measures established in the
employee's performance agreement.
-------
-4-
16. Regular and required progress reporting, as defined by the
supervisor, by the employee will be used by the supervisor in
his/her assessment of employee's job performance.
17. At intervals specified in the Pilot Flexible Workplace Project
(e.g., beginning of pilot, 6-month interval and end of pilot),
the supervisor and the employee will complete surveys which
summarize the impact of the Pilot Flexible Workplace Project
on the office, the employee, the supervisor and other
organizational components.
18. To participate in the Pilot Flexible Workplace Project, an
employee's most recent performance rating of record must be
fully successful or better. This does not apply to employees
who are statutorily exempt from performance ratings (e.g.,
Administrative Law Judges).
19. To participate in the Pilot Flexible Workplace Project, an
employee's current performance agreement must contain
performance standards and measures covering work completed at
the official duty station as well as work completed at the
alternate duty station.
20. Employee agrees to use approved safeguards to protect
Government records from unauthorized disclosure or damage and
to comply with the requirements set forth in the Privacy Act
of 1974, as amended, 5 U.S.C. 552a.
21. Employee and supervisor agree to complete and submit Pilot
Flexible Workplace Project evaluation materials and to attend
periodic (e.g., monthly, bi-monthly) focus group meetings as
required by the project guidance.
22. Employee may terminate participation in the Pilot Flexible
Workplace Project at any time. Management has the right to
remove the employee from the Project if the employee's
performance declines or if the Project fails to meet the needs
of the organization, as defined by the supervisor.
23. Employee agrees to perform his/her officially assigned duties
at either the official duty station or the alternate duty
station. Failure to comply with this provision may result in
charge of leave, loss of pay, termination of participation in
the Project, or disciplinary action, as warranted, based on
the situation.
24. Employee agrees not to conduct unauthorized personal business
while in official duty status at the official or alternate
duty station (e.g., childcare, eldercare, home repairs, real
estate, etc.).
-------
5-
25. Supervisor oust complete the "Supervisor-Employee Checkout
List" (Attachment 3) and discuss the items covered on this
list with the employee prior to initiating a Pilot Flexible
Workplace Project agreement.
Employee Date
Supervisor Date
Approving Official Date
Headquarters Project coordinator Date
Please return a copy of this agreement to:
Headquarters Flexible Workplace Project Coordinator
Attention: Pat Spatarella (PM-212)
401 M Street, S.W. (Room 3020M)
Washington, D.C. 20460
-------
Attachment (1)
SPA HEADQUARTERS
PILOT FLEXIBLE WORKPLACE PROJECT
EMPLOYEE SELF-CERTIFICATION TIME AMD ATTENDANCE REPORT
EMPLOYEE NAME
BEGINNING
ENDING
1
FROM
TO
HOURS
WORKED
A/L
S/L
CT/
HONDA*
TUESDAY
WEDNESDAY
THURSDAY
FRIDAY
SATURDAY
SUNDAY
MONDAY
TUESDAY
WEDNESDAY
THURSDAY
FRIDAY
j
SATURDAY
TOTAL
SIGNATURE OF BMPLOYEE
SIGNATURE OF SUPERVISOR
REMARKS!
-------
Attachment (2)
EPA "HEADQUARTERS
PILOT PLBX1BLB WORKPLACE PROJECT
EMPLOYES 8ELT-CERTIPICATX0N 8A7ETY CHECKLIST
HAKE l CODE NUMBERS
AGENCY t HEADQUARTERS SUBCOMPONENTt
ADDRESS I CITY AND STATE I
BUSINE8S TELEPHONEl HEADQUARTERS COORDINATORt
Dear Pilot Flexible Workplace Projact Participanti
Ths following checklist is designed to assess tha overall
aafety of the alternate duty atation. Baoh participant should read
and eosplete the self-certification safety oheokliat. Upon
completion the oheckliat should be signed and dated by the
participating Employee and immediate supervisor.
The alternate duty atation is .
Describe the designated work area in the alternate duty station
Is the space free of asbestos containing Yes No_
materials?
If asbestos containing material is present, Yes No_
is it undamaged and in good condition?
* Only check if applicable
Is the space free of indoor air quality Yes No_
problems?
Is the space free of noise hazards (in Yes No_
excess of 85 decibels)?
Is there a potable (drinkable) water supply? Yes No_
Is adequate ventilation present for the Yes No.
desired occupancy?
Are lavoratories available with hot and Yes No_
cold running water?
Are all stairs with 4 or more steps Yes No_
equipped with handrails?
Are all circuit breakers and/or fuses in Yes No_
the electrical panel labeled as to intended
service?
10. Do circuit breakers clearly indicate if Yes No_
they are in the open or closed position?
-------
2
11. Is all electrical equipment free of
recognized hazards that would cause
physical harm (frayed vires, bare
conductors, loose vires, flexible vires
running through vails, exposed vires fixed
to the ceiling)?
12. Will the building's electrical system
permit the grounding of electrical
equipment?
13. Are aisles, doorvays and corners free of
obstructions to permit visibility and
movement?
14. Are file cabinets and storage closets
arranged so drawers and doors do not open
into walkways?
15. Do chairs have any loose casters (wheels)?
Are the rungs and legs of chairs sturdy?
16. Is the office overly furnished?
17. Are the phone lines, electrical cords, and
extension wires secured under a desk or
alongside a baseboard?
18. Is the office space neat, clean and free of Yes No.
excessive amounts of combustibles?
19. Are floor surfaces clean, dry, level and Yes No.
free of worn or frayed seams?
20. Are carpets well secured to the floor and Yes No.
free of frayed or worn seams?
Yes No.
Yes No.
Yes No.
Yes No.
Yes No.
Yes No.
Yes No.
Employee Signature Date
Immediate Supervisor's Signature Date
(approved/disapproved)
BPBCIAL NOTE I SUPERVISORS ARE ENCOURAGED TO CONDUCT AN ON-SITE
INSPECTION FOR ANY EMPLOYEE CHECXING FIVE OR MORE
NO ANSWERS. EMPLOYEES ARE RESPONSIBLE FOR INFORMING
THEIR SUPERVISOR OF ANY SIGNIFICANT CHANGE.
Please return a copy of this form tot
Headquarters Flexible Workplace Project Coordinator
Attention: Pat Spatarella (PM-212)
401 M Street, S.W. (Room 3020M)
Washington, D.C. 20460
-------
Attachment (3)
SPA HEADQUARTERS
PILOT FLEXIBLE WORKPLACE PROJECT
8UPERVI80R-EMPLOYEE CHECKOUT LZ8T
The following checklist is designed to ensure that your Pilot
Flexible Workplace Projact employee is properly oriented to the
policies and procedures of the Project. Questions 4/5 and 6 say
not be applicable to your Pilot Flexible Workplace Project
employee* Zf this is the case, sinply state not-applicable or N/A.
SAKE OF PILOT FLEXIBLE WORKPLACE PROJECT EMPLOYEES
HAKE OF IMMEDIATE SUPERVISOR:
Date
Completed
1. Employee has read PCMI and EPA project guidance
outlining policies and procedures of tt^e pilot
program.
2. Employee has been provided with a schedule of
duty hours and location to be conducted.
3. Employee has been issued/has not been issued
equipment.
4. Equipment issued by the agency is documented.
Check as applicable: Yes No
— computer
-- modem
— furniture
— other
5. Policies and procedures for care of equipment
issued by the agency have been explained and
are clearly understood.
6. Policies and procedures covering classified,
secure or privacy act data have been
discussed, and are clearly understood.
7. Requirements for an adquate and safe alternate
duty station have been discussed, and the
employee certifies those requirements are met.
8. Performance expectations have been discussed
are are clearly understood.
-------
-2-
9. Employee understands that the supervisor nay
terminate employee participation at any time,
in accordance with established administrative
procedures and union negotiated agreements.
10. Employee has participated in the 0PM training.
Employee Signature Date
Immediate Supervisor Signature Date
Please return a eopy of this form tot
Headquarters Flexible Workplace Project Coordinator
Attention: Pat Spatarella (PM-212)
401 M Street, S.W. (Room 302011)
Washington, D.C. 20460
-------
'
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EPA Headquarters
The Federal Flexible Workplace
Project
FLEXIPLACE
•, • ^ •
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•••••
EVALUATION MATERIALS
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-------
-2-
IXlBZBMIBfi*
The Pilot project will operate for one calendar year.
For evaluation purposes, the one-year project will be divided
into tvo 6-month evaluation periods.
Following are the timeframes for administering evaluation
materials:
* At Implementation;
(1) Background Questionnaire for FW Employees
(2) Background Questionnaire for Control Group Employees
(if any)
(3) Supervisor Evaluation of FW or Control Employee
Performance — for supervisors of FW or Control
Group Employees
(4) Customer/Client Evaluation of FW Employee
Performance — for customers/clients (if any) of
FW Employees
* After First Six Months and After Final flix Months:
(1) Supervisor Evaluation of Organizational Unit
Performance — for supervisors of FW Employees
(2) Supervisor Evaluation of FW or Control Employee
Performance — for supervisors of FW or Control
Employees
(3) Customer/Client (Interrelating Respondents)
Evaluation of FW Employee Performance — for
customers/clients (if any) of FW Employees
(4) Local Union Evaluation of FW Project — for local
union representatives
(5) FW Employee Evaluation of Job Experience
(6) Control Employee Evaluation of Job Experience
* After Focus Group Meetings!
Focus group facilitators submit narrative reports
directly to OPM evaluation team. No forms are used and,
generally, agency coordinators have no responsibility
regarding submission of these reports.
-------
«PA HEADQUARTERS
PILOT FLEXIBLE WORKPLACE ARRANGEMENTS <7LEXIPLACE)
EVALUATION NATERZAL8
provided by
PRESIDENT'S CODKCIL OH MANAGEMENT IMPROVEMENT (PCMI)
EVALPATION PLAN
FEDERAL FLEXIBLE WORXPLACE (FW) PILOT PROJECT
This evaluation covers the initial large scale Federal
involvement in Flexible Workplace arrangements (FLEXIPLACE).
During this pilot, a great deal of refining and adjustment
will occur as the various aspects of the project proceed;
this is a learning process.
EVALUATION QOALSl
To determine the feasibility and desirabiliy, from both
individual and organizational standpoints, of Federal use of
FW arrangements as an alternative to traditional, officebound
working arrangements.
To profile optimal operating procedures for FW arrangements.
To evaluate the effectiveness of FW training.
To evaluate the effectiveness of FW focus groups.
EVALUATION PARTICIPANTS (see Selection Plans in Appendix B of
guidelines for nore details)t
Flexiplace (FW) Employees
Supervisors of FW Employees
Control Group Employees (if available)
Supervisors of Control Group Employees (if available)
Customers/Clients of FW Employees (if available)
(Note: In the FLEXIPLACE Guidelines, these participants
are referred to as Interrelating Respondents^
Local Union Representaties (if participating)
Focus Group Facilitators
-------
-3-
PRIMARY EVALUATION ARBAHt
Individual/Organizational Performance
Personal/Organizational Costs
Job Satisfaction
Personal Life Impact (including travel issues)
EVALUATION OBJECTIVES AND METHODSI
Ooal -- Feasibility Determination
Objective l:
Objective 2:
Objective 3:
Objective 4:
Objective 5:
Objective 6:
Determination of self-perceived impact of FW
participation on employee's job performance.
Determination of supervisor perception of
impact of FW participation on organizational
performance.
Determination of supervisory and interrelating
respondent appraisal of FW employee
performance.
Determination of supervisors estimation of
FW costs.
Determination of FW employee satisfaction with
FW work site and FW costs.
Determination of spontaneous focus group
reactions regarding feasibility issues.
Objective 7: Determination of Union reaction to FW.
Goal -- Desirability Determination*
Objective 1: Determination of self-perceived impact of FW
participation on employee personal factors
(morale, personal life, travel/transportation,
etc.)
Objective 2:
Objective 3:
Objective 4:
Determination of supervisor perception of
impact of FW participation on organizational
desirability factors.
Determination of impact of FW program
variations.
Determination of spontaneous focus group
reactions regarding program factors.
-------
-4-
Qoal — Evaluation of rw Training/Focus Groups gffietlvi»«m
Objective 1: Determination of FW employee and supervisor
perceptions of training/focus group impact and
adequacy.
DATA COLLECTION:
Survey!
FW project participants (employees and supervisors) will be
surveyed using questionnaires and optical scan answer sheets.
Survey materials will be sent from OPM to designated agency
coordinators who will disseminate them to project
participants.
Upon completion of surveys, participants will mail responses
in pre-addressed envelopes directly to the OPM evaluation
team.
Access to individual responses will be limited to the
evaluation team.
The evaluation team will review submissions and report
missing/incomplete submissions to agency coordinators who
will conduct follow-up.
Focus Group Report:
Facilitators for FW focus groups will take notes during group
meetings and, afterward, prepare narrative reports summarizing
and highlighting the meetings.
The facilitators will forward these reports to the OPM
evaluation team.
General instructions and information on the purpose and
conduct of the focus groups is provided in Appendix D of the
FLEXIPLACE Guidelines.
Data Analysis/Reporting bv Project Evaluation Team:
Answer sheets will be scanned, evaluation data bases created,
and statistical analysis performed.
Based on finding from data analysis, preliminary reports will
be written.
A final report will be prepared at the conclusion of the
project.
-------
WXyi:;;::
The Federal Flexible Workplace
Project
FLEXI PLACE
•vx-.,:;
'S
FW EMPLOYEE
BACKGROUND
QUESTIONNAIRE
lili
-------
AHBWBR 8ESBT INSTRUCTIONS
I. On the answer sheet:
Use a 12 pencil only.
Code your I1M£, birth date. £££, and grade (GS/GM-leveH
in the indicated spaces.
Code your 10-digit project code in the grid labelled
identification number. Your project code should have
been provided to you by your agency coordinator or by
your supervisor. If you do not have your code, check
with your supervisor or your coordinator.
Code your occupational series in the grid labelled
special codes. Use columns M thrpugh P for 4-digit
occupational series or columns N through P for 3-digit
occupational series. Do not use columns K or L for
coding occupational series (see example on answer sheet).
Code your responses to the questionnaire items in the
appropriate spaces on the answer sheet.
At the end of this questionnaire, you will be asked to
skip to answer sheet item #120 and code response "A".
This code will be used by our computer program to
determine which type of evaluation form is being
processed.
II. When you have completed the questionnaire, check your answer
sheet to ensure that you have coded all of the required
information and that you have followed the marking
instructions for errors or stray marks.
III. Place your answer sheet in the pre-addressed envelope (DO NOT
FOLD THE ANSWER SHEET) and mail.
IV. DO NOT SUBMIT PHOTOCOPIES OF YOUR COMPLETED ANSWER SHEET.
-------
Attachment (l)
7LBXXPLACE EMPLOYEE BACKGROUND QUESTIONNAIRE
INSTRUCTIONS AMD 8AMPLE ANSWER SHEET
GENERAL INSTRUCTIONS
To be administered to flexiplace (FW) Employees at Implementation
(immediately after training)
Thank you for agreeing to participate in this very worthwhile
project. As a participant, you will be instrumental in determining
the feasibility, desirability and optimal design for Flexible
Workplace (FW) as an alternative for Federal employees.
In order to evaluate the FW experience, we are asking that you
provide us with information now and at the end of each 6-month
period in this one-year project. The requested information will
focus on general personal characteristics as well as your
perceptions and opinions. Each 6-months, the evaluation forms will
be sent to you, accompanied by a pre-addressed return envelope;
when you have completed the forms, place them in the envelope and
mail.
Attached is a questionnaire, one answer sheet, and one sample
answer sheet. Please use the answer sheet to provide the requested
information.
If you have any questions or problems, contact your agency
coordinator whose name and phone number should be listed on this
package.
Please complete all forms and mail in the return envelope
within 5 davs of receipt. Your responses are not subjet to agency
review, will remain strictly confidential, will be aggregated with
other participant data, will be used for research purposes only,
and will be mailed bv von, directly to the projeot evaluation team.
Access to your individual responses vill be limited solely to the
project evaluation teas.
PRIVACY STATEMENT
The U. S. Office of Personnel Management is authorized by
sections 1103, 1302 and 3301 of title 5 of the U. S. Code to
collect the information requested in this document. The
information you provide will be aggregated with similar information
from other participants and used, in summary form, to evaluate this
project. We are requesting your name in order to track, analyze
and categorize your responses during the project. No information
of an individually identifiable nature will be disclosed
Furnishing your responses to this document is voluntary; withou
your response, however, we will be unable to evaluate the
feasibility of the flexible workplace option.
-------
B. No
7. Pay Plan
A. CS (General Schedule)
B. GM (General Mferit)
C. WG (Wage Grade)
D. WL (Wage Leader)
E. Other
8. Tears in current position (the position with your current
general job duties; do not confuse with grade or step)
A. 1 to 2 years
B. 3 to 4 years
C. 5 to 6 years
D. 7 to 8 years
E. 9 or more years
9- Total years of work experience (include Federal and non-
Federal; full and part-time; paid and volunteer experience)
A.
1
to
2
years
F.
11
to
12 years
B.
3
to
4
years
G.
13
to
15 years
C.
5
to
6
years
H.
16
to
18 years
D.
7
to
8
years
I.
20
or
more years
E. 9 to 10 years
10. Your current position
A. Clerical/Secretarial (non-supervisor)
B. Professional (non-supervisor)
C. Technician (non-supervisor)
D. Supervisor
E. Manager (a person who supervises supervisors)
F. Other
11. Does the major portion of your job have a set number (quota)
of specific work products that you are routinely expected to
complete (e.g., cases, forms, etc.) in a set period of time?
A. Yes
B. NO
DEFINITION: In this questionnaire, "conventional worksite"
refers to the worksite where you regularly
performed your job prior to the flexible
project.
12. Conventional worksite location
Downtown, central or business area of a city
J. Within city, but not in central or business area
C. Nearby suburbs of a city
D. Rural or remote non-urban area
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FLEXIBLE WORKPLACE (TO) PARTICIPANT BACKGROUND QUESTIONNAIRE
1. Marital/Family/Kousehold Living Status
A. Married (living with spouse)
B. Not Married, but living in a family-type relationship
with another adult
C. Single (not living in a family-type relationship-with
another adult)
D. Other
2. Indicate your racial category
A. American Indian or Alaskan Native
B. Asian or Pacific Islander
C. Black, non-Hispanic
D. White, non-Hispanic
E. Hispanic
3. Number of dependent children, age 4 and under, living with you
A. 0
B. 1
C. 2
D. 3
E. 4 or more
4. Number of dependent children, age 5 through 12. living with
you
A. 0
B. 1
C. 2
D. 3
E. 4 or more
5. Number of dependent children, aoe 13 through 18. living with
you
A. 0
B. 1
C. 2
D. 3
E. 4 or more
6. While participating in the FW project, will you be living with
one or more children or adults who, because of a handicapping
condition, are fully or partially dependent upon your physical
assistance or who otherwise require your personal attention
for their health and physical well-being?
A. Yes
-------
E. Other
13. Availability of free parking at your conventional worksite
A. Abundant
B. Some
C. Very little
D. None
14. Convenience of public transportation from your residence to
your conventional worksite
A. No public transportation
B. Very inconvenient
C. Somewhat inconvenient
D. Somewhat convenient
E. Very convenient
15. Nature of traffic flow from your residence to your
conventional worksite at times you are traveling to work
A. High traffic with frequent gridlock
B. High traffic, but flows smoothly
C. Moderate traffic
D. Minimal traffic
16. Regarding amount of travel time, indicate your primary means
of travel from your residence to your conventional worksite.
A. Automobile (carpool)
B. Automobile (driving alone)
C. Motorcycle
D. Public Transportation (bus, subway, train, etc.)
E. Bicycle
F. Walking
G. Other
17.
Indicate the amount of time typically required for your
travel, one-wav. from your residence to your conventional
worksite. (select the reponse closest to your answer)
A. 1/2 hour
B. 1 hour
C. 1 1/2 hours
D. 2 hours
E. 2 1/2 hours
F. 3 or more hours
-------
18. Indicate the type of work station you utilized at your
conventional worksite.
A. Private cubicle
B. Prive office
C. Semi-private office or cubicle (containing two or
more workers)
D. Open-space work area
E. Other
19. Is your interest in participating in this project related to
a physical disability that you have?
A. Yes
B. No
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WORK EXPERIENCE QUESTIONNAIRE
Bind ob your personal opinion and experience during tho last sis
months prior to tha 7LEXIPLACE project, rata tha factora in items
20 through 57. Uaa tha following aoala for your responses*
A BCD
Excellent Good Fair Poor
20. Quality of your work.
21. Quantity of your work.
22. Timeliness of your completion of work assignments.
23. Your efficiency (relative time required to accomplish a
given amount of work).
24. Your interest in your work.
25. Level of creativity or initiative regarding your work.
26. Ability to concentrate while working.
27. Your overall motivation toward work.
28. Your general worker status as perceived by others in your
organizational unit.
29. Your chances for promotion.
30. Your chances of a fulfilling career.
31. The effectiveness of the process by which your supervisor
assigns work to you.
32. The fairness of distribution of work assignments in your
organizational unit.
33. Assigned timeframes for completing work assignments.
34. The challenge of your current work assignments.
35. Convenience of access to job-related material/equipment.
36. Quality of your relationships with co-workers.
37. Quality of your relationship with your supervisor.
38. Effectiveness of your communication with your supervisor.
-------
A
Excellent
B
Good
c
fair
0
Poor
39. Convenience of your communication with your supervisor.
40. Effectiveness of your communication with fellow employees in
your organizational unit.
41. Effectiveness of work-related communication with individuals
from other organizations.
42. Convenience of your schedule of work hours relative to meeting
work-related requirements and interests.
43. Convenience of your schedule of work hours relative to meeting
your personal life requirements and interests.
44. Tour sense of belonging to your organization.
45. Your self-esteem as a worker.
YOUR PERSONAL LIFE PRIOR TO THE PLEEIPLACE PROJECT
46. Quantity of time available for family/personal life.
47. Quantity of time available for social/recreational activity.
48. Overall quality of family/personal life.
49. Flexibility of dependent care options.
50. Your physical health.
51. Your mental health.
YOUR WORK ENVIRONMENT fCONVENTIONAL WORKSITE)
52. Adequacy of work-related equipment including
telecommunications and computer equipment.
53. Adequacy of work-related furnishings.
54. Adequacy of work-related space.
55. Comfort of your work station.
56. Freedom from distraction at your work station.
57. Health-related quality of your work environment.
-------
Us* the following seal* for your responses to itana 58 to 62.
ABC D
Vary Ilgh High Moderate Low
58. Job-related transportation costs (day-to-day).
59. Job-related miscellaneous costs (day-to-day).
60. Dependent care costs.
61. Hone maintenance/utility costs.
62. Overall costs (other than one-time costs for equipment,
furnishings, facilities, etc.).
For items 63 to 72, select the response closest to your intended
answer regarding your experience prior to 7LEXIPLACE.
63. Indicate your Federal employment status.
A. Permanent appointment/full-time schedule
B. Permanent appointment/part-time schedule
C. Temporary appointment/full-time schedule
D. Temporary appointment/part-time schedule
E. Other
64. If you were a part-time Federal employee, indicate your
typical work schedule.
A. 4 days per week F. Not employed part-time
B. 3 days per week G. Other
C. 2 days per week
D. 1 day per week
E. Less than 1 day per week
65. Was your schedule of work hours an altenative work schedule
(AWS) which permits you to take certain week days off as a
result of working extra hours on other days?
A. Yes
B. NO
-------
Which one of the following applies to your schedule of work
hours prior to FLEXIPLACE?
A. Permanent or rotating shifts occurring primarily
between fi p.m. and 7 a.m. on weekdays or weekends
B. Primarily normal business hours (between 7 a.m. and
6 p.m., no weekends
C. Primarily normal business hours (including both
weekdays and weekends on a regular basis)
D. Mixed and/or rotating shifts with approximately 1/3 to
1/2 of work hours between 7 a.m. and € p.m.
£. work hours are highly variable and frequently do not
occur in continous shifts
F. Other (specify)
Was your typical schedule of work hours variable (flexible)
in such a way that you frequently (once a week or more)
changed your schedule by an hour or more?
A. Yes
B. No
Which one of the following statements applies to vour typical
schedule of work hours prior to FLEXIPLACE?
A. Work hours are primarily determined by me, but once
established, may not vary
B. Work hours are primarily determined by me and may vary
according to my determination
c. Work hours are primarily determined by ny supervisor
and/or agency management
D. Work hours are primarily established through negotiated
and/or mutual agreement between me and my supervisor and,
once established, may not vary
E. Same as D except work hours may vary
F. Other (specify)
Regardless of your current schedule of work hours, during
which one of the following time periods are you likely to be
more productive than during normal business hours (7 a.m. to
6 p.m.)?
A. None, I am likely to be most productive during normal
business hours
B. Late evening, weekdays (after 6 p.m.)
C. Early morning, weekdays (before 7 a.m.)
D. Weekends
E. Combination of B and C
F. Combination of B and D
G. Combination of C and D
-------
70.
71.
Indicate your perception of the fairness/accuracy of your
most recent performance appraisal in your current position.
A. Very fair/accurate
B. Moderately fair/accurate
C. Somewhat fair/inaccurate
D. Very unfair/inaccurate
E. Have not received a performance appraisal in my current
position.
Indicate the overall rating you received in your most recent
official performance appraisal.
72.
A. Outstanding
B. Exceeds Fully Successful
C. Fully Successful
D. Minimally Successful
E.
F.
Unacceptable
Other
Indicate the approximate distance in miles from your residence
to your conventional worksite.
A. 2 or fewer miles
B. 5 miles
C. 10 miles
D. 20 miles
E. 40 miles
F. 60 miles
G. 100 miles
H. 150 miles
I. 200 miles
J. 250 or more miles
ON YOUR AN8WER 8HEET, SKIP TO ITEM «120 AND CODE RE8PONBE "A"**
-------
Tfie Federal Flexible Workplace
Project
FLEXIPLACE
¦
• ¦ :
V-'-ivSv
EMPLOYEE
BACKGROUND
QUESTIONNAIRE
(Control)
-------
Attachment (2)
QUESTIONNAIRE ?OR CONTROL EMPLOYEE EVALUATION OP JOB EXPERIENCE
INSTRUCTIONS AND 8AMPLE ANSWER SHEET
GENERAL INSTRUCTIONS
To be administered immediately after the first six months and again
after the final six months of the pilot.
Please use the following instructions, questionnaire, and enclosed
answer sheet to provide evaluation information (ratings) regarding
your recent job experience. ,Most of the items focus on your job
experience during the past six months compared to your experience
during the work year prior to the implementation of the FW Project.
This Flexible Workplace project is scheduled to cover one full
year. For evaluation proposes, we have divided the project year
into 2 six-month EVALUATION PERIODS; we are requesting your
response to this questionnaire for the firt 6 months in the FW
project (first evaluation period) and for the final six months
(second evaluation period). YOUR RESPONSES WILL BE KEPT
CONFIDENTIAL? THEY WILL BE SENT DIRECTLY TO THE OPM EVALUATION
TEAM; THE EVALUATION TEAM WILL USE THESE RESPONSES FOR RESEARCH
PURPOSES ONLY AND WILL BE THE ONLY PERSONNEL WITH ACCESS TO YOUR
RESPONSES.
PRIVACY STATEMENT
The U. S. Office of Personnel Management is authorized by sections
1103, 1302, and 3301 of title 5 of the U.S. Code to collect the
information requested in this document. The information you
provide will be aggregated with similar information from other
participants and used, in summary, to evaluate this project. We
are requesting your name in order to track, analyze, and categorize
your responses during the project. No information of an
individually identifiable nature will be disclosed. Furnishing
your response to this document is voluntary; without your response,
however, we will be unable to evaluate the feasibility of the
flexible workplace option.
-------
ANSWER SHEET INSTRUCTIONS
(USB TEE 8AMPLE ANSWER SHEET AS A GUIDE)
I. ON THE ANSWER SHEET:
o Use a #2 pencil only.
o Code your name,, birth date, sex, and grade (GS-level) in
the indicated spaces.
o Code your 10-digit PROJECT CODE in the grid labelled
IDENTIFICATION NUMBER. Your project code should have been
provided to you by your agency coordinator or by your
supervisor. If you don't have your code, check with your
supervisor or your coordinator.
o At the end of this questionnaire, you will be asked to skip
to answer sheet item #120 and code response "G". This code
will be used by our computer program to determine which
type of evaluation form is being processed.
II. When you have completed the questionnaire, check your answer
sheet to ensure that you have coded all the required information
and that you have followed the marking instructions for errors and
stray marks.
III. Place your answer sheet in the pre-addressed envlope (DO NOT
FOLD THE ANSWER SHEET) and mail.
IV. DO NOT SUBMIT PHOTOCOPIES OF YOUR COMPLETED ANSWER SHEET.
-------
CONTROL EMPLOYEE EVALUATION 07 RECENT JOB EXPERIENCE
FOR ITEMS 1-53 COMPARE THE LISTED FACTORS OF YOUR JOB .EXPERIENCE
DURING THE MOST RECENT EVALUATION PERIOD WITH YOUR EXPERIENCE
DURING THE WORK YEAR PRIOR TO YOUR PARTICIPATION IN THIS PROJECT.
Use the following scale for your responses:
A. Decline/Decrease
B. Slight Decline/Decrease
C. No Change
D. Slight Improvement/Increase
E. Improvement/Increase
(1) Quality of your work
(2) Quantity of your work
(3) Timeliness of your completion of work assignments
(4) Your efficiency (relative time required to accomplish a given
amount of work)
(5) Your interest in your work
(6) Level of creativity or initiative regarding your work
(7) Ability to concentrate while working
(8) Your overall motivation toward work
(9) Your general worker status as perceived by others in your
organizational unit
(10) Your chances for promotion
(11) Your chances for a fulfilling career
(12) The effectiveness of the process by which your supervisor
assigns work to you
(13) The fairness of distribution of work assignments in your
organizational unit
(14) The fairness of assigned time frames for completing work
assignments
(15) The challenge of your current work assignments
(16) Convenience of access to job-related material/equipment
(17) Quality of your relationships with co-workers
-------
Use the following scale for your responses:
Km Decline/Decrease
B. Slight Decline/Decrease
C. Ho Change
D. Slight Improvement/Increase
E. Improvement/Increase
(18) Quality of your relationships with your supervisors
(19) Effectiveness of your communication with your supervisor
(20) Convenience of your communication with your supervisor
(21) Effectivenss of your communication with fellow employees in
your organizational unit
(22) Effectiveness of work-related communication with individuals
from other organizations
(23) convenience of your schedule of work hours relative to
meeting your work-related requirements and interests
(24) Convenience of your schedule of work hours relative to
meeting your personal life requirements and interests
(25) Your sense of belonging to your organization
(26) Your self-esteem as a worker
YOUR INDIVIDUAL COSTS
(27) Job-related transportation costs (day-to-day)
(28) Job-related miscellaneous costs (day-to-day)
(29) Dependent care costs
(30) Home maintenance/utility costs
(31) Overall job-related costs (other than one-time costs for
equipment, furnishings, facilities, etc.)
YPUK LIFE
(32) Quantity of time available for family/personal life
(33) Quantity of time available for social/recreational activity
(34) Overall quality of family/personal life
(35) Flexibility of dependent care options
-------
JT. Decl ine/Decrease
B. Slight Decline/Decrease
C. No Chan?*
0. Slight Improvement/Increase
E. Improvement/Increase
(36) Your physical health
(37) Your mental health
YOUR WORK ENVIRONMENT
(38) Adequacy of vork-related equipment (including
telecommunications and computer equipment)
(39) Adequacy of vork-related furnishings
(40) Adequacy of vork-related space, room, etc.
(41) Work-related comfort
(42) Freedom from distraction
(43) Health-related quality of your vork environment
-------
FOR ITERS 44-53, SELECT THE RESPONSE CLOSEST TO YOUR INTENDED
ANSWER.
44. Indicate your current Federal employment status
A. Permanent appointment/full-time schedule
B. Permanent appointment/part-time schedule
C. Temporary appointment/full-time schedule
D. Temporary appointment/part-time schedule
E. Other
45. If you are a part-time employee (in your Federal position),
indicate your typical work schedule
A. 4 days per week F. Not employed part-time
B. 3 days per week G. Other
C. 2 days per week
D. 1 day per week
E. Less than 1 day per week
46. Is your current schedule of work hours an alternative work
schedule (AWS) which permits you to take certain week days off
as a result of working extra hours on other days?
A. Yes
B. NO
47. Which one of the following applies to your schedule of work
hours?
A. Permanent or rotating shifts occurring primarily between
6 p.m. and 7 a.m. on weekdays or weekends
B. Primarily normal business hours (between 7 a.m. and 6
p.m., no weekends)
C. Primarily normal business hours (including both weekdays
and weekends on a regular basis)
D. Mixed and/or rotating shifts with approximately 1/3 to 1/2
of work hours between 7 a.m. and 6 p.m.
E. Work hours are highly variable and frequently do not occur
in continuous shifts
F. Other (specify)
48. Is your typical schedule of work hours variable (flexible) in
such a way that you frequently (once a week or more) change
your schedule by an hour or more?
A. Yes
B. No
-------
49. Which one of the following statements applies to your typical
schedule of work hours?
A. Work hours are primarily determined by me but, once
established, may not vary
B. Work hours are primarily determined by me and may vary
according to my determination
C. Work hours are primarily determined by my supervisor
and/or agency management
D. Work hours are primarily established through negotiated
and/or mutual agreement between me and my supervisor and,
once established, may not vary
E. Same as 0 except work hours may vary
F. Other (specify)
50. Regardless of your current schedule of work hours, during
which one of the following time periods are you likely to be
more productive than during normal business hours (7 a.m. to
6 p.m.)?
A. None, I am likely to be most productive during normal
business hours
B. Late evening, weekdays (after 6 p.m.)
C. Early morning, weekdays (before 7 a.m.)
D. Weekends
E. Combination of B and C
F. Combination of B and 0
G. Combination of C and D
51. If you have received an official performance appraisal (by
your supervisor) during the past six-month period, indicate
your perception of the fairness/accuracy of the appraisal.
A. Have not received an appraisal during this period
B. Very fair/accurate
C. Somewhat fair/accurate
D. Somewhat unfair/inaccurate
E. Very unfair/inaccurate
52. If you have received an official performance appraisal (by
your supervisor) during the past six-month period, how did it
compare to the previous appraisal?
A. Have not received an appraisal during this period
B. Higher than previous appraisal
C. Lower than previous appraisal
D. Equal to the previous appraisal
-------
Comparing your recent use of sick leave during the past six
months with your sick leave usage during the same six months
of the previous year (excluding catastrophic long term illness
or pregnancy), which one of the following is true?
A. Recent use of sick leave was generally higher than in the
previous year
B. Recent use of sick leave was generally lower than in the
previous year
C. Recent use of sick leave was generally the same as in the
previous year
D. Cannot make a determination
YOUR ANSWER SHEET, SKIP TO ITEM #120 AND CODE RESPONSE
-------
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The Federal Flexible Workplace
Project
FLEXI PLACE
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FW EMPLOYEE
EVALUATION OF
FLEXIPLACE EXPERIENCE
-
-------
Attachment (3)
FORKS FOR PARTICIPATING EMPLOYE! ¦VALUATION
OF THE FLEXIPLACE 1ZVBRZBMCB
To be Administered Immediately After tha Flrat fll» Mentha and
Again Aftar tha Final Blx Months of tha Pilot
Please use the following instructions, questionnaire and
enclosed answer sheet to provide evaluation information (ratings)
regarding your experience with the flexible workplace (FW)
arrangement. Most of the items focus on your experience while
participating in flexiplace compared to your experience during the
work year prior to the implementation of the FW Project. This
Flexible Workplace (FW) project is scheduled to cover one full
year. For evaluation purposes, we have divided the project year
into 2 six-month EVALUATION PERIODS; we are requesting your
response to this questionnaire for the first 6 months in the FW
project (first evaluation period) and for the final six months
(second evaluation period). YOUR RESPONSES WILL BE KEPT
CONFIDENTIAL; THEY WILL BE SENT DIRECTLY TO THE OPM EVALUATION
TEAM; THE EVALUATION TEAM WILL USE THESE RESPONSES FOR RESEARCH
PURPOSES ONLY AND WILL BE THE ONLY PERSONNEL WITH ACCESS TO YOUR
RESPONSES.
Privacy fltatament
The U. S. Office of Personnel Management is authorized by
sections 1103, 1302 and 3301 of title 5 U. S. Code to collect the
information requested in this document. The information you
provide will be aggregated with similar information from other
participants and used, in summary form, to evaluate this project.
We are requesting your name in order to track, analyze, and
categorize your responses during the project. No information of
an individually identifiable nature will be disclosed. Furnishing
your response to this document is voluntary; without your response,
however, we will be unable to evaluate the feasibility of the
flexible workplace option.
-------
ANSWER SHEET INSTRUCTIONS
I. On the answer sheet:
Use a #2 pencil only.
Code your name, birth date. £££, and grade (6S/GM-leveH
in the indicated spaces.
Code your 10-digit PROJECT CODE in the grid labelled
identification number. Your project code should have
been provided to you by your agency coordinator or by
your supervisor. If you do not have your code, check
with your supervisor or your coordinator.
At the end of this questionnaire, you will be asked to
SKIP TO ANSWER SHEET ITEM #120 and CODE RESPONSE «B".
This code will be used by our computer program to
determine which type of evaluation form is being
processed.
II. When you have completed the questionnaire, check your answer
sheet to ensure that you have coded all of the required
information and that you have followed the marking
instructions for errors and stray marks.
III. Place your answer sheet in the pre-addressed envelope fDO NOT
FOLD THE ANSWER SHEET) and mail.
IV. DO NOT SUBMIT PHOTOCOPIES OF YOUR COMPLETED ANSWER SHEET.
-------
EMPLOYES EVALUATION 07 FLEXIBLE WORKPLACE (7W) EXPERIENCE
for itui 1 to 45/ compare the listed faotora of your FW work
experience during THE mobt recent •valuation period with your
axparianea during tba work yaar prior to your participation in
this projact.
Use tha following aeala for your responses*
A B C D E
Daclina/ Slight No Blight IhpiWMBt/
Dacraaaa Daclina/ Changa Improvement/ Xncraaaa
Dacraasa Xncraaaa
NOTE: WE ARE PRIMARILY INTERESTED IN THE IMPACT 07 YOUR £W
EXPERIENCE. 17 YOU HAVE NOT EXPERIENCED A CHANGE 70R
A GIVEN FACTOR, INDICATE 'NO CHANGE1; AL80 INDICATE
•NO CHANGE1 70R ANY FACTOR IN WHICH YOU HAVE EXPERIENCED
A CHANGE BUT YOU CONSIDER THE CHANGE UNRELATED TO YOUR
FW PARTICIPATION.
1. Quality of your work.
2. Quantity of your work.
3. Timeliness of your completion of work assignments.
4. Your efficiency (relative time required to accomplish a given
amount of work).
5. Your interest in your work.
6. Level of creativity or initiative regarding your work.
7. Ability to concentrate while working.
8. Your overall motivation toward work.
9. Your general worker status as perceived by others in your
organizational unit.
10. Your chances for promotion.
11. Your chances for a fulfilling career.
12. The effectiveness of the process by which your supervisor
assigns work to you.
13. The fairness of distribution of work assignments in your
organizational unit.
-------
14. The fairness of assigned timeframes for completing work
assignments.
15. The challenge of your current work assignments.
16. Convenience of access to job-related material/equipment.
17. Quality of your relationships with co-workers.
18. Quality of your relationship with your supervisor.
19. Your supervisor's support of your FW work arrangement.
20. Effectiveness of your communication with your supervisor.
21. Convenience of your communication with your supervisor.
22. Effectiveness of your communication with fellow employees
in your organizational unit.
23. Effectiveness of your work-related communication with
individuals from other organizations.
24. Convenience of your schedule of work hours relative to meeting
your work-related requirements and interests.
25. Convenience of your schedule of work hours relative to meeting
personal life requirements and interests.
26. Your sense of belonging to your organization.
27. Your self-esteem as a worker.
YOUR INDIVIDUAL COBTfi
28. Job-related transportation costs (day-to-day).
29. Job-related miscellaneous costs (day-to-day).
30. Oependent care costs.
31. Hone maintenance/utility costs.
32. Overall costs (other than one-time costs for equipment,
furnishings, facilities, etc.) associated with FW
participation.
ropy pgpBowAL ma
33. Quantity of time available for family/personal life.
34. Quantity of time available for social/recreational activity
35. Overall quality of family/personal life.
-------
36. Flexibility of dependent care options.
37. Your physical health.
38. Your mental health.
YOUR WORK ENVIRONMENT
39. Adequacy of work-related equipment at your FW site (including
telecommunications and computer equipment).
40. Adequacy of work-related furnishings at your FW site.
41. Adequacy of work-related space, room, etc. at your FW site.
42. Work-related comfort of your FW site.
43. Freedom from distraction at your FW site.
44. Health-related quality of your FW work environment.
OVERALL
45. The overall quality, for you, of your employment arrangement.
For iteas 45 to 56/ select the response olosest to your intended
answer.
46. Indicate your current Federal employment status.
A. Permanent appointment/full-time schedule
B. Permanent appointment/part-time schedule
C. Temporary appointment/full-time schedule
D. Temporary appointment/part-time schedule
E. Other
47. If you are a part-time employee (in your Federal position),
indicate your typical work schedule.
A. 4 days per week F. Not employed part-time
B. 3 days per week G. Other
C. 2 days per week
D. 1 day per week
E. Less than 1 day per week
48. Is your current schedule of work hours an alternative work
schedule (AWS) which permits you to take certain week days
off as a result of working extra hours on other days?
A. Yes
B. No
-------
49. Which one of the following applies to your schedule of work
hours?
A. Permanent or rotating shifts occurring primarily between
6 p.m. and 7 a.m. on weekdays or weekends
B. Primarily normal business hours (between 7 a.m. and
6 p.m., no weekends)
C. Primarily normal business hours (including both weekdays
and weekends on a regular basis)
D. Mixed and/or rotating shifts with approximately 1/3 to
1/2 of work hours between 7 a.m. and 6 p.m.
£. Work hours are highly variable and frequently do not
occur in continuous shifts
F. Other (specify)
50. Is your typical schedule of work hours variable (flexible)
in such a way that you frequently (once a week or more)
change your schedule by an hour or more?
A. Yes
B. No
51. Which one of the following statements applies to vour typical
schedule of work hours?
A. Work hours are primarily determined by me but, once
established, many not vary
B. Work hours are primarily determined by me and may vary
according to my determination
C. Work hours are primarily determined by my supervisor
and/or agency management
D. Work hours are primarily established through negotiated
and/or mutual agreement between me and my supervisor and,
once established, may not vary
E. Same as D, except work hours may vary
F. other (specify)
52. Regardless of your current schedule of work hours, during
which one of the following time periods are you likely to be
more productie than during normal business hours (7 a.m. to
6 p.m.)?
A. Hone, I am likely to be most productive during normal
business hours
B. Late evening, weekdays (after 6 p.m.)
C. Early morning, weekdays (before 7 a.m.)
D. Weekends
E. Combination of B and C
F. Combination of B and D
G. Combination of C and D
-------
53. Indicate the difference, if any, between your FN schedule of
work hours and the hours you typically worked during,the year
prior to this project? FW schedule is:
A. Substantially more flexible
B. Slightly sore flexible
C. Substantially more fixed
D. Slightly more fixed
E. Not different
54. If you have received an official performance appraisal (by
your supervisor) during the past six-month period while
participating in FW, indicate your perception of the
fairness/accuracy of the appraisal.
A. Have not received an appraisal during this period
B. Very fair/accurate
C. Somewhat fair/accurate
D. Somewhat unfair/inaccurate
E. Very unfair/inaccurate
55. If you have received an official performance appraisal (by
your supervisor) during the past six-month period while
participating in FW, how did it compare to the previous
appraisal?
A. Have not received an appraisal during this period
B. Higher than previous appraisal
C. Lower than previous appraisal
D. Equal to the previous appraisal
56. Comparing your recent use of sick leave during the past six
months with your sick leave useage during the same six months
of the previous year (excluding catastrophic long term
illness or pregnancy), which one of the following is true?
A. Recent use of sick leave was generally higher than in
the previous year
B. Recent use of sick leave was generally lower than in
the previous year
C. Recent use of sick leave was generally the same as in
the previous year
D. Cannot make determination
-------
Xtaas 37 through <6 refer to the flexible workplace participant
TRAIMIMO you received at the beginning of the prograa. Base your
responses on your personal opinion.
57. To what extent did your FW training help provide a successful
transition to the FW arrangeaent?
A. Very helpful
B. Helpful
C. Slightly helpful
0. Not helpful
E. Did not receive training
IF TOO DID WOT RECEIVE FLEXIPLACE TRAINING. BKIP TO ITEM 67.
58. Has adequate tine allotted for training?
A. Yes
B. No
59. Rate the coverage of the training.
A. Training covered too many topics
B. Training covered too few topics
C. Training coverage was adequate
60. Were there topics that you think should be added or should
receive greater emphasis?
A. Yes (specify)
B. No (specify)
61. Were there topics that you think should be omitted or
deenphasized?
A. Yes (specify)
B. No (specify)
62. Were the training materials adequate?
A. Adequate
B. Fair
C. Inadequate
63. Was the training environment adequate?
A. Yes
B. No
-------
64. Was the trainer effective?
A. Very effective
B. Effective
C. Fair
D. Ineffective
65. Has the class size appropriate?
A. Yes
B. Too small
C. Too large
66. Was the method of presentation effective?
A. Very effective
B. Effective
C. Fair
D. Ineffective
Items 67 through 71 refer to the Flexible Workplace Focus Groups
which you attend.
67. To what extent is your FW focus group helpful to your FW
participation?
A. Very helpful
B. Helpful
C. Slightly helpful
D. Not helpful
E. Do not belong to a FW focus group
IF TOP DO WOT BELONG TO A FLEXIPLACB FOCPB GROOF. SKIP ITEMS 68
THROUGH 71.
68. Rate the frequency of focus group meetings.
A. Unnecessarily frequent
B. Not sufficiently frequent
C. Frequency is appropriate
69. Rate the length of focus group meetings.
A. Too long
B. Too short
C. Just right
-------
70. Rate the effectiveness of the group facilitator
A. Very effective Comments
B. Effective ZZIZZZZIZZZZZII
C. Fair
D. Ineffective
71. Rate the format of the group meetings (i.e., how the group is
run)
A. Very effective Comments
B. Effective __
C. Fair
D. Ineffective
72. Considering only transportation/travel issues, how desirable
for vou is your flexiplace arrangement?
A. Kith some modification, very desirable
B. Very desirable, as is
C. With some modification, desirable
D. Desirable, as is
E. Neutral (neither desirable nor undesirable)
F. Undesirable
G. Don't know
Comments
73. Considering only personal cost issues, is flexiplace a
feasible work arrangement for you?
A. With some modifications, yes
B. Yes, as is
C. No
D. Don't know
Comments
-------
74. Considering only personal cost issues, how desirable for vou
is your flexiplace arrangement?
A. With some modification, very desirable
B. Very desirable, as is
C. With some modification, desirable
D. Desirable, as is
E. Neutral (neither desirable nor undesirable)
F. Undesirable
G. Don•t know
Comments
75. Considering only job performance and job satisfaction issues,
is flexiplace a feasible work arrangement for you?
A. With some modifications, yes
B. Yes, as is
C. No
D. Don't know
Comments
76. Considering only lob performance and 1ob satisfaction issues,
how desirable for you is your flexiplace arrangement?
A. With some modification, very desirable
B. Very desirable, as is
C. With some modification, desirable
D. Desirable, as is \
E. Neutral (neither desirable nor undesirable)
F. Undesirable
G. Don't know
Comments
-------
77. Considering only personal life issues In general, how
desirable, for you, is your flexiplace arrangement?
A. With some modification, very desirable
B. Very desirable, as is
C. With some modification, desirable
D. Desirable, as is
E. Neutral (neither desirable nor undesirable)
F. Undesirable
G. Don't know
Comments
78. Considering all issues, is flexiplace a feasible work
assignment for you?
A. With some modifications, yes
B. Yes, as is
C. Ho
D. Don't kow
Comments
79. Considering all issues, how desirable for vou is your
flexiplace arrangement?
A. With some modification, very desirable
B. Very desirable, as is
C. With some modification, desirable
D. Desirable, as is
E. Neutral (neither desirable or undesirable)
F. Undesirable
G. Don't know
Comments
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TRANSPORTATION IMPACT
One of the long-rang* goals of the Plexiplace Projeot la to improve
peak-period transportation and ottaar traffic flew problems. Thus,
it is important that we determine tha flexiplace Impact on your
travel pattams. Tha following quastlons focus on your traval
patterns.
definitions!
* Convantional Worksite rafara to your Bain worksite prior
to your flaxiplaca arrangaaant
* Alternative Worksita rafars to your hoaa, satallita
offica, or othar location that aarvas as your flaxiplaca
alternative to your oonvantional worksita
Rafar to tha grid labelled "special codas" on sida l of your answer
shaat. Using columns K, L, and H, coda tha distanca (in ailas)
from your rasidanca to your convantional worksita. Begin your
coding in pa|imap |f> coda a aero in column X or L if not usad in
your rasponsa. 8ea example on sample answer sheet.
80. Is your alternative worksite your home?
A. Yes
B. No (specify)
81. During a typical 2-week period, on how many days do you work
at your alternative worksite?
A. 1 F. 6
B. 2 G. 7
C. 3 H. 8
D. 4 I. 9
E. 5 J. 10 or more
82. During a typical 2-week period, prior to vour flexiplace
participation, on how many days did you work at your
conventional worksite?
A. 1 F. 6
B. 2 G. 7
C. 3 H. 8
D. 4 I. 9
E. 5 J. 10 or more
-------
83. During a typical 2-week period while participating in
flexiplace, on how many days do you work at your conventional
worksite?
A. 1
B. 2
C. 3
D. 4
£. 5
J. 10 or more
F. 6
G. 7
H. B
I. 9
Za items 84 through 97, PR07ILB your most typical Beans of
traveling, one-way* froa your residence to work (conventional
worksite). if you have more than one aost typical profile, refer
to the one aost likely involved in heavy traffic.
For each item, estinate the percentage of your ONE-WAY trip
distance covered by the indicated Beans of travel. Use the
following scale for your responses (select the response closest to
your intended answer).
A BCDBPOHI J
Don't Use 10% 20% 30% 40% 50% 60% 70% 80% 90-100%
PRIOR TO FLEXIPLACE participation (residence-to-conventional
worksite, one way)
84. Driving alone in car, van or truck.
85. Motorcycle, motorbike or motorscooter.
86. Carpool or vanpool.
87. Bus.
88. Train, subway or commuter rail.
89. Walk, job or bicycle.
90. Other (specify)
DURIWq FLEXIPLACE PARTICIPATION
91. Driving alone in car, van or truck.
92. Motorcyle, motorbile or motorscooter.
93. Carpool or vanpool.
94. Bus.
95. Train, subway or commuter rail.
-------
96. Walk, job or bicycle.
97. other (specify)
items 98 through 105, refer to the number of profiled tripe you
aade or sake during a typical two-week period. Use the following
sole for your responses.
ABCDEFGHXJ
123456789 10
PRIOR TO FLEXIPLACE PARTICIPATION (refers to the type of trips you
indicated as most typical prior to Flexiplace)
98. Number of most typical bne-way trips made during first week
of two-week period.
99. Number of such trips made during rush (peak period) hours
during first week.
100. Number of most typical one-way trips made during second week
of two-week period.
101. Number of such trips made during rush (peak period) hours
during second week.
DURING flexIplace participation (refers to the type of trips you
indicated as most typical during Flexiplace participation)
102. Number of most typical one-way trips made during first week
of two-week period.
103. Number of such trips made during rush (peak period) hours
during first week.
104. Number of most typical one-way trips made during second week
of two-week period.
105. Number of such trips made during rush (peak period) hours
during second week.
106. If your most typical trip profile prior to flexiplace is
different from that during flexiplace, how much did the
flexiplace arrangement influence this change?
A. It was the most important factor
B. It was an important factor, but there were other factors
at least as important
C. It was not an important factor
D. There was no change in trip profiles
-------
107. Has vour participation in flexiplaee resulted in a changed
amount of net overall usage (miles driven), of one or more
vehicles (cars, vans or light trucks), regardless of
ownership, during rush fpeak period! hours? (If more than
one vehicle is involved, base your response on the net
combined usage of these vehicles).
A. Yes, substantial reduction
B. Yes, minor reduction
C. Yes, substantial increase
D. Yes, minor increase
E. No, no net change
108. Has your participation in flexiplaee resulted in a chanced
amount of net overall usage (miles driven) of one or more
vehicles (cars, vans or light trucks), regardless of
ownership, during non-rush fpaak period! hours? (If more
than one vehicle is involved, base your response on the net
combined usage of these vehicles).
A. Yes, substantial reduction
B. Yes, minor reduction
C. Yes, substantial increase
D. Yes, minor increase
E. No, no net change
** ON YODR ANSWER SHEET, SKIP TO ITEM *120 AND CODE RESPONSE
-------
jvSXWj
The Federal Flexible Workplace
Project
FLEXIPLACE
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.-.v.- •
EMPLOYEE EVALUATION
OF JOB
EXPERIENCE (Control)
: I
,
-------
Attachment (4)
FORMS FOR CONTROL EMPLOYEE EVALUATION OP TEE JOB EXPERIENCE
Dear Flexible-Workplace Control Participant,
Please use the following instructions, questionnaire, and enclosed
answer sheet to provide evaluation information (ratings) regarding
your job experience. Most of the items focus on your job
experience compared to your experience during the work year prior
to the implementation of the FW Project. This Flexible Workplace
(FW) project is scheduled to cover one full year. For evaluation
purposes, we have divided the project year into 2 six-month
EVALUATION PERIODS ? we are requesting your response to this
questionnaire for the first 6 months in the FW project (first
evaluation period) and for the final six months (second evaluation
period). YOUR RESPONSES WILL BE KEPT CONFIDENTIAL; THEY WILL BE
SENT DIRECTLY TO THE OPM EVALUATION TEAM; THE EVALUATION TEAM WILL
USE THESE RESPONSES FOR RESEARCH PURPOSES ONLY AND WILL BE THE ONLY
PERSONNEL WITH ACCESS TO YOUR RESPONSES.
PRIVACY STATEMENT
The U. S. Office of Personnel Management is authorized by sections
1103, 1302, and 3301 of title 5 of the U. S. Code to collect the
information requestedinthis document. The information you provide
will be aggregated with similar information from other participants
and used, in summary form, to evaluate this project. We are
requesting your name in order to track, analyze, and categorize
yoour responses during th project. No information of an
individually identifiable nature will be disclosed. Furnishing
your response to this document is voluntary; without your response,
however, we will be unable to evaluate the feasibility of the
flexible workplace option.
-------
ANSWER SHEET INSTRUCTIONS
(USB THE 8AKFLE ANSWER SHEET AS A GUIDE)
I. ON THE ANSWER SHEET:
o Use a #2 pencil, only.
o Code your name, birth date, sex, and grade (GS-level) in
the indicated spaces.
o Code your 10-digit PROJECT CODE in the grid labelled
IDENTIFICATION NUMBER. Your project code should have been
provided to you by your agency coordinator or by your
supervisor. If you don't have your code, check with your
supervisor or your coordinator.
o At the end of this questionnaire, you will be asked to skip
to answer sheet item #120 and code response "G". This code
will be used by our computer program to determine which
type of evaluation form is being processed.
II. When you have completed the questionnaire, check your answer
sheet to ensure that you have coded all the required information
and that you have followed the marking instructions for errors and
stray marks.
III. Place your answer sheet in the pre-addressed envlope (DO NOT
FOLD THE ANSWER SHEET) and mail.
IV. DO NOT SUBMIT PHOTOCOPIES OF YOUR COMPLETED ANSWER SHEET.
-------
-1-
FOR ITEMS 1-37, COMPARE THE LISTED FACTORS OF YOUR JOB EXPERIENCE
DFURING THE MOST RECENT EVALUATION PERIOD WITH YOUR EXPERIENCE
DURING THE WORK YEAR PRIOR TO YOUR PARTICIPATION IN THIS PROJECT.
Use the following scale for your responses:
A. Decline/Decrease
B. Slight Decline/Decrease
C. No Change
D. Slight Improvement/Increase
E. Improvement/Increase
lT Quality of your work
2. Quantity of your work
3. Timeliness of your completion of work assignments
4. Your efficiency (relative time required to accomplish a given
amount of work)
5. Your interest in your work
6. Level of creativity or initiative regarding your work
7. Ability to concentrate while working
8. Your overall motivation toward work
9. Your general worker status as perceived by others in your
organizational unit
10. Your chances for a fulfilling career
11. The effectiveness of the process by which your supervisor
assigns work to you
12. The fairness of distribution work assignments in your
organizational unit
13. Assigned time frames for completing work assignments
14. The challenge of your current work assignments
15. Convenience of access to job-related material/equipment
16. Quality of your relationships with co-workers
17. Quality of your relationship with your supervisor
-------
-2-
A. Decline/Decrease
B. Slight Decline/Decrease
C. No Change
D. Slight Improvement/Increase
E. Improvement/Increase .
18. Effectiveness of your communication with your supervisor
19. Convenience of your communication with your supervisor
20. Effectiveness of your communication with fellow employees in
your organizational unit
21. Effectiveness of work-related communication with individuals
from other organizations
22. Convenience of your schedule of work hours relative to meeting
your work-related requirements and interests
23. Convenience of your schedule of work hours relative to meeting
your personal life requirements and interests
24. Your sense of belonging to your organization
25. Your self-esteem as a worker
YOUR PERSONAL LIFE
26. Quantity of time available for family/personal life
27. Quantity of time available for social/recreational activity
28. Overall quality of- family/personal life
29. Flexibility of dependent care options
30. Your physical health
31. Your mental health
YOUR WORK ENVIRONMENT
32. Adequacy of work-related equipment including
telecommunications and computer equipment
33. Adequacy of work-related furnishings
34. Adequacy of work-related space, room, etc.
35. Work-related comfort
-------
-3-
36. Freedom from distraction
37. Health-related quality of your work environment
FOR ITEMS 38-42, USE THE FOLLOWING SCALE FOR YOUR RATINGS:
A. Decrease
B. Slight Decrease
C. No Change
D. Slight Increase
E. Increase
YOUR INDIVIDUAL COSTS
38. Job-related transportation costs (day-to-day)
39. Job-related miscellaneous costs (day-to-day)
40. Dependent care costs
41. Home maintenance/utility costs
42. Overall job-related costs (other than one-time costs for
equipment, furnishings, facilities, etc.
FOR ITEMS 43-52, SELECT THE RESPONSE CLOSEST TO YOUR INTENDED
ANSWER.
43. Indicate your current Federal employment status
A. Permanent appointment/full-time schedule
B. Permanent appointment/part-time schedule
C. Temporary appiontment/full-time schedule
D. Temporary appointment/part-time schedule
E. Other
44. If you are a part-time employee (in your Federal position),
indicate your typical work schedule
A. 5 days per week F. Less than 1 day per week
B. 4 days per week G. Not employed part-time
C. 3 days per week H. Other
D. 2 days per week
E. 1 day per week
45. Is your current schedule of work hours an alternative work
schedule (AWS) which permits you to take certain week days off
as a result of working extra hours on other days?
A. Yes
B. No
-------
-4-
46. Which one of the following applies to your schedule of work
hours?
A. Permanent or rotating shifts occurring primarily between
6 p.m. and 7 a.m. on weekdays or weekends
B. Primarily normal business hours (between 7 a.m. and 6
p.m., no weekends)
C. Primarily normal business hours (including both weekdays
and weekends on a regular basis)
D. Mixed and/or rotating shifts with approximately 1/3 to 1/2
of work hours between 7 a.m. and 6 p.m.
E. Work hours are highly variable an frequently do not occur
in continuous shifts
F. Other (specify)
47. Is your typical schedule of work hours variable (flexible) in
such a way that you frequently (once a week or more) change
your schedule by an hour or more?
A. Yes
B. No
48. Which one of the following statements applies to your typical
schedule of work hours?
A. Work hours are primarily determined by me but, once
established may not vary
B. Work hours are primarily determined by me and may vary
according to my determination
C. Work hours are primarily determined by my supervisor
and/or agency management
D. Work hours are primarily established through negotiated
and/or mutual agrement between me and my supervisor and,
once established, may not vary
E. Same as D except work hours may vary
F. Other (specify)
49. Regardless of your current schedule of work hours, during
which one of the following time periods are you likely to be
more productive than during normal business hours (7 a.m. to
6 p.
.m.)?
A.
None, I am likely to be most productivre during normal
business hours
B.
Late evening, weekdays (after 6 p.m.)
C.
Early morning, weekdays (before 7 a.m.)
D.
Weekends
£.
Combination of B and C
F.
Combination of B and D
G.
Combination of C and D
-------
-5-
50. If you have received an official performance appriasal (by
your supervisor) during the past six-month period, indicate
your perception of the fairness/accuracy of the appraisal.
A. Have not received an appraisal during this period
B. Very fair/accurate
C. Somewhat fair/accurate
D. Somewhat unfair/inaccurate
E. Very unfair/inaccurate
51. If you have received an official performance appraisal (by
your supervisor) during the past six-month period, how did it
compare to the previous appraisal?
A. Have not received an appraisal during this period
B. Higher than previous appraisal
C. Lower than previous appraisal
D. Equal to previous appraisal
52. Comparing your recent use of sick leave during the past six
months with your sick leave usage during the same six months
of the previous year (excluding catastrophic long term illnes
or pregnancy), which one of the following is true?
A. Recent uyse of sick leave was generally higher than in the
previous year
B. Recent use of sick leave was generally lower than in the
previous year
C. Recent use of sick leave was generally the same as in the
previous year
D. Cannot make determination
**0N YOUR ANSWER SHEET, SKIP TO ITEM #120 AND CODE RESPONSE "G".»»
-------
EgSSSSj
The Federal Flexible Workplace
Project
FLEXIPLACE
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SUPERVISORY EVALUATION
OF ORGANIZATIONAL
UNIT (Baseline)
v.;::
iSilvil
-------
Attachment {5)
COVER LETTER TO SUPERVISORS OF FW EMPLOYEES
Dear Supervisor,
Thank you for agreeing to participate in the Federal Flexible
Workplace (FW) Pilot Project. This is a very challenging and
progressive effort on behalf of the Federal workforce. Your
participation will be instrumental in determining the feasibility,
desirability, and optimal operating procedures for the FW
alternative for Federal employees.
Evaluation is a key element in this project and we are asking you
and your employees to provide evaluation information about your FW
experiences.
This i a one-vear pilot project. We are requesting evaluation
information on 3 occasions: at the beginning of the project, after
6 months, and at the end of the pilot.
Enclosed are questionnairs, answer sheets, sample answer sheets,
and a pre-addressed return envelope.
If you have any questions or problems, contact your agency
coordinator whose name and phone number should be listed on this
package.
PLEASE COMPLETE ALL FORMS AND MAIL IN THE RETURN ENVELOPE WITHIN
5 DAYS OF RECEIPT.
YOUR RESPONSES ARE NOT SUBJECT TO AGENCY REVIEW, WILL REMAIN
STRICTLY CONFIDENTIAL, WILL BE AGGREGATED WITH OTHER PARTICIPANT
DATA, WILL BE USED FOR RSEARCH PURPOSES ONLY, AND WILL BE MAILED,
BY YOU. DIRECTLY TO THE PROJECT EVALUATION TEAM. ACCESSD TO YOUR
INDIVIDUAL RESPONSES WILL BE LIMITED SOLELY TO THE PROJECT
EVALUATION TEAM.
-------
FORMS FOR SUPERVISORY EVALUATION OF INITIAL ORGANIZATIONAL UNIT
PERFORMANCE
Dear Supervisor,
The enclosed evaluation materials focus on the performance and
functioning of the organizational unit which vou supervise. Most
of the items request your evaluation of your organizational unit's
performance during the most recent evaluation period. Other items
request personal profile information which we are collecting from
all participants and supervisors.
PRIVACY STATEMENT
The U. S. Office of Personnel Management is authorized by sections
1103, 1302, and 3301 of title 5 of the U. S. Code to collect the
information requested in this document. The information you
provide will be aggregated with similar information from other
participants and used, in summary form, to evaluate this project.
We are requesting yoour name in order to track, analyze, and
categorize your responses during the project. No information of
an individually identifiable nature will be disclosed. Furnishing
your response to this document is voluntary; without your response,
however, we will be unable to evaluate the feasibility of the
flexible workplace option.
QUESTIONNAIRE INSTRUCTIONS
I. We are requesting that you respond to this questionnaire prior
to your participation in the project, another questionnaire will
be used after six months into the project, and at the end (12
months) of your participation in the project.
II. When you complete the questionnaire after six months in the
project or at the end of the project, base your responses on your
organizational unit's performance during the most recent six month
period in the project (EVALUATION PERIOD) compared to its
performance during the work year prior to the project.
-------
AKSWER SHEET ZNSTRDCTZOMS
(USB THE SAMPLE ANSWER SHEET AS A GUIDE)
I. ON THE ANSWER SHEET:
o Use a #2 pencil, only.
o Code your name, birth date, sex, and grade (GS-level) in
the indicated spaces.
o Code your 10-digit PROJECT CODE in the grid labelled
IDENTIFICATION NUMBER. Your project code should have been
provided to you by your agency coordinator or by your
supervisor. If you don't have your code, check vith your
supervisor or your coordinator.
o At the end of this questionnaire, you will be asked to skip
to answer sheet item #120 and code response "G". This code
will be used by our computer program to determine which
type of evaluation form is being processed.
II. When you have completed the questionnaire, check your answer
sheet to ensure that you have coded all the required information
and that you have followed the marking instructions for errors and
stray marks.
III. Place your answer sheet in the pre-addressed envlope (DO NOT
FOLD THE ANSWER SHEET) and mail.
IV. DO NOT SUBMIT PHOTOCOPIES OF YOUR COMPLETED ANSWER SHEET.
-------
INDICATE YOUR PERSONAL ASSESSMENT OF THE ORGANIZATIONAL UNIT AS A
WHOLE. FOR QUESTIONS 1-4, USE THE FOLLOWING SCALE TO RECORD YOUR
RATINGS:
A B C D
Minimal Moderate Substantial Very Substantial
1. The amount of sick leave usage by employees
2. The amount of administrative leave granted to employees for
weather-related or other work shut-down reasons
3. Effort required to Supervise employees
4. Level of difficulty involved in supervising employees
FOR ITEMS 5-8, SELECT THE RESPONSE CATEGORY THAT IS CLOSEST TO YOUR
INTENDED ANSWER.
5*1 Indicate the number of Workers' Compensation claims within your
organizational unit in the past 6 months.
A. 0
B. 1
C. 2
D. 3
E. 4
F. 5
G. 6
H. 7
I. 8
J. 9 or more
6. Indicate the length of time you have supervised this
organizational unit.
A. 1 to 3 months F. 9 to 10 years
B. 1 to 2 years G. 11 to 15 years
C. 3 to 4 years H. 16 or more years
D. 13 to 23 months
E. 2 to 3 years
7. Indicate the length of your total experience as a supervisor.
A. Less than a year F. 9 to 10 years
B. 1
to 2 years
G.
11
to
15 years
C. 3
to 4 years
H.
16
or
more years
D. 5
to 6 years
E. 7
to 8 years
Total
years of work experience
A. 1
to 2 years
F.
11
to
12 years
B. 3
to 4 years
G.
13
to
15 years
C. 5
to 6 years
H.
16
to
18 years
D. 7
to 8 years
I.
20
or
more years
E. 9
to 10 years
**0N YOUR ANSWER SHEET, SKIP TO ITEM #1210 AND CODE RESPONSE "I".**
-------
The Federal Flexible Workplace
Project
FLEXI PLACE
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-------
Attachment (6)
COVER LETTER TO SUPERVISORS OF FW EMPLOYEES
Dear Supervisor,
Thank you for agreeing to participate in the Federal Flexible
Workplace (FW) Pilot Project. This is a very challenging and
progressive effort on behalf of the Federal workforce. Your
participation will be instrumental in determining the feasibility,
desirability, and optimal operating procedures for the FW
alternative for Federal employees.
Evaluation is a key element in this project and we are asking you
and your employees to provide evaluation information about your FW
experiences.
This is a one-vear pilot project. We are requesting evaluation
information on 3 occasions: at the beginning of the project, after
6 months, and at the end of the pilot.
If you have any questions or problems, contact the your agency
coordinator whose name and phone number should be listed on this
package.
PLEASE COMPLETE ALL FORMS AND MAIL IN THE RETURN ENVELOPE WITHIN
5_ DAYS OF RECEIPT.
YOUR RESPONSES ARE NOT SUBJECT TO AGENCY REVIEW, WILL REMAIN
STRICTLY CONFIDENTIAL, WILL BE AGGREGATED WITH OTHER PARTICIPANT
DATA, WILL BE USED FOR RESEARCH PURPOSES ONLY, AND WILL BE MAILED,
BY YOU. DIRECTLY TO THE PROJECT EVALUATION TEAM. ACCESS TO YOUR
INDIVIDUAL RESPONSES WILL BE LIMITED SOLELY TO THE PROJECT
EVALUATION TEAM.
-------
FORMS FOR SUPERVISORY EVALUATION OF ORGANI2ATIONAL UNIT
PERFORMANCE
Dear Supervisor,
The enclosed evaluation materials focus on the performance and
functioning of the organizational unit which vou supervise. Most
of the items request your evaluation of you organizational unit's
performance during the most recent evaluation period. Other items
request personal profile information which we are collecting from
all participants and supervisors.
PRIVACY STATEMENT
This U.S. Office of Personnel Management is authorized by sections
1103, 1302, and 3301 of title 5 of the U.S. Code to collect the
information you provide will be aggregated with similar information
from other participants and used, in summary form, to evaluate this
project. We are requesting your name in order to track, analyze,
and categorize your responses during the project. No information
of an individually identifiable nature will be disclosed.
Furnishing your response to this document is voluntary; without
your response, however, we will be unable to evaluate the
feasibility of the flexible workplace option.
QUESTIONNAIRE INSTRUCTIONS
I. We are requesting that you respond to this questionnaire on
2 separate evaluation occasions: (1) prior to your
participation in the project, (2) after six months into the
project, and (3) at the end (12 months) of your participation
in the project.
II. When you complete the questionnaire after six months in the
project or at the end of the project, base your responses on
your organizational unit's performance during the most recent
six month period in the project (EVALUATION PERIOD) compared
to its performance during the work year prior to the project.
ANSWER SHEET INSTRUCTIONS
(U8B THE SAMPLE ANSWER SHEET AS A GUIDE)
I. ON THE ANSWER SHEET:
o Read the instructions on the front of the answer sheet,
o Use a #2 pencil only.
o Code your name, birth date, and grade (GS or WG level) in
the indicated spaces.
-------
o code your 10-digit project code in the grid labelled
identification NUMBER. Your project code should have been
provided to you by your agency coordinator. If you don't
have your code, check with your coordinator.
o Code your occupational series in the grid labelled SPECIAL
CODES. Use columns M through P for 4-digit occupational
series or columns N through P for 3-digit occupational
series. Do not use columns K or L for coding occupati9nal
series (see example on sample answer sheet).
o Code your responses to the questionnaire items in the
appropriate spaces on the answer sheet.
o At the end of this questionnaire, you will be asked to
skip to answer sheet item #120 and code response "C". This
code will be used by our computer program to detrmine which
type of evaluation form is being processed.
II. When you have completed the questionnaire, check your answer
sheet to ensure that you have coded all the required
information and that you have followed the marking
instructions for errors and stray marks.
III. Place your answer sheet in the pre-addressed envelope (DO NOT
FOLD THE ANSWER SHEET) and mail.
IV. DO NOT SUBMIT PHOTOCOPIES OF YOUR COMPLETED ANSWER SHEET
REGARDING TEE FACTORS IN ITEMS 1 THROUGH 16, INDICATE WHETHER,
DURING THE PREVIOUS 8IZ MONTHS, THERE HA8 BEEN IMPROVEMENT/INCREASE
OR DECLINE/DECREASE ASSOCIATED WITH THE UTILIZATION OF FW IN YOUR
ORGANIZATIONAL UNIT RELATIVE TO YOUR EXPERIENCE WITH THIS UNIT
PRIOR TO THE FW PROJECT. FOCUS YOUR RATINGS ON THE PERFORMANCE OF
YOUR ORGANIZATIONAL UNIT AS A WHOLE. FOR ITEMS 1-8, USE THE
FOLLOWING SCALE FOR YOUR RATINGS:
ABODE
Decrease Slight No Slight Increase
Decrease Change Increase
1. The amount of sick leave usage by FW employees
2. The amount of sick leave usage by non-FW employees
3. The amount of administrative leave granted to FW employees
for weather-related or other work shut-down reasons
4. The amount of administrative leave granted to non-FW employees
for weather-related or other work shut-down reasons
-------
ABODE
Decrease Slight No Slight Increase
Decrease Change Increase
5. Effort required to supervise FW employees
6. Effort required to supervise non-FW employees
7. Level of difficulty involved in supervising FW employees
8. Level of difficulty involved in supervising non-FW employees
FOR ITEMS 9 THROUGH 12, SELECT THE RESPONSE CATEGORY THAT IS
CLOSEST TO YOUR INTENDED ANSWER.
9. Indicate the number of Workman's Compensation claims within
your organizational unit in the last six months.
A.
B.
C.
D.
E.
0
1
2
3
4
F.
G.
H.
I.
J.
5
6
7
8
9 or more
10. Indicate the length of time you have supervised this
organizational unit.
A. 1 to 3 months
B. 4 to 6 months
C. 7 to 12 months
D. 13 to 23 months
E. 2 to 3 years
F. 4 to 6 years
G. 7 to 10 years
H. 11 or more years
11. Indicate the length of your total experience as a supervisor.
A. Less than a year F. 9 to 10 years
B. 1 to 2 years G. 11 to 15 years
C. 3 to 4 years H. 16 or more years
D. 5 to 6 years
E. 7 to 8 years
12. Total years of work experience
A.
1
to
2
years
B.
3
to
4
years
C.
5
to
6
years
D.
7
to
8
years
E.
9
to
10 years
F. 11 to 12 years
G. 13 to 15 years
H. 16 to 18 years
I. 20 or more years
-------
The following items refer to costs incurred by your organization
as direct result of FW Participation. We are interested in
ascertaining estimates of cost difference, if any, between what you
spent during the last six months of FW participation and what would
be normally incurred without FW participation. For each expense
category listed below, indicate
• the approximate difference, in dollars, between what your
organizational unit spent during the last six months of
FW participation and what normally would have been spent,
whether the difference is an increase or decrease relative
to what would have bepn spent, and
* the percentage (divide the difference by your estimate of
the normal expenditure and multiply the result by 100) of
the difference relative to normal expense
Again this information should be restricted to costs incurred
during the last six months of FW participation. SELECT THE
RESPONSE THAT IS CLOSEST TO YOUR INTENDED ANSWER.
AMOUNT SPENT ON ACQUISITION OF EQUIPMENT TO SUPPORT ALTERNATIVE
WORK SITES
13. Difference (dollars) in amount spent relative to normal
costs
A.
$0
F.
$1100 - 1400
B.
100 -
200
G.
1500 - 1900
C.
300 ~
400
H.
2000 - 3000
D.
500 -
700
I.
4000 - 5000
E.
800 -
1000
J.
6000 or more
14. Is difference and increase or decrease relative to normal
costs?
A. Increase
B. Decrease
C. No difference in this expense category
15. Percentage of difference relative to normal costs
A.
0 - 4 *
F.
25
-
29
%
B.
5 - 9 *
G.
30
-
34
%
C.
10 - 14 %
H.
35
39
%
D.
15 - 19 %
I.
40
-
44
%
E.
20 - 24 %
J.
45
%
or
more
-------
AMOUNT SPENT OH ACQUISITION OF FURNI8HING8 FOR ALTERNATIVE WORK
SITES
16. Difference (dollars in amount spent relative to normal costs
A.
$0
F.
$1100
- 1400
B.
100 - 200
G.
1500
- 1900
C.
300 - 400
H.
2000
- 3000
D.
500 - 700
I.
4000
- 5000
£.
800 - 1000
J.
6000
or more
17. Is difference an increase or decrease relative to normal
costs?
A. Increase
B. Decrease
C. No difference in this expense category
18. Percentage of difference relative to normal costs
A.
0 - 4 %
F.
25
-
29
%
B.
5 - 9 %
G.
30
-
34
%
C.
10 - 14 %
H.
35
-
39
%
D.
15 - 19 %
I.
40
-
44
%
£.
20 - 24 %
J.
45
%
or
more
19. Difference (dollars) in amount spent relative to normal costs
A.
$0
F.
$1100
- 1400
B.
100 - 200
G.
1500
- 1900
C.
300 - 400
H.
2000
- 3000
D.
500 - 700
I.
4000
- 5000
E.
800 - 1000
J.
6000
or more
20. Is difference an increase or decrease relative to normal
costs?
A. Increase
B. Decrease
C. No difference in this expense category
21. Percentage of difference relative to normal costs
A.
0 - 4 %
F.
25 - 29
%
B.
5 - 9 %
G.
30 - 34
%
C.
10 - 14 %
H.
35 - 39
%
D.
15 - 19 %
I.
40 - 44
%
E.
20 - 24 %
J.
45 % or
more
-------
22. Difference (dollars) in amount spent relative to normal costs
A.
$0
F.
$1100
- 1400
B.
100 - 200
G.
1500
- 1900
C.
300 - 400
H.
2000
- 3000
D.
500 - 700
I.
4000
- 5000
E.
800 - 1000
J.
6000
or more
23. Is difference an increase or decrease relative to normal
costs?
A. Increase
B. Decrease
C. No difference in this expense category
24. Percentage of difference relative to normal costs
A.
0 - 4 %
F.
25
-
29
%
B.
5 - 9 %
G.
30
-
34
%
C.
10 - 14 %
H.
35
-
39
%
D.
15 - 19 %
I.
40
-
44
%
E.
20 - 24 %
J.
45
%
or
more
AMOUNT SPENT ON MAINTENANCE/REPAIR OF EQUIPMENT OR FURNISHINGS
25. Difference (dollars) in amount spent relative to normal costs
A.
$0
F.
$1100 - 1400
B.
100 -
200
G.
1500 - 1900
C.
300 -
400
H.
2000 - 3000
D.
500 -
700
i1-
4000 - 5000
E.
800 -
1000
,jJ.
6000 or more
26. Is difference an increase or decrease relative to normal
costs?
A. Increase
B. Decrease
C. No difference in this expense category
27. Percentage of difference relative to normal costs
A.
0 - 4 %
F.
25 - 29
%
B.
5 - 9 %
G.
30 - 34
%
C.
10 - 14 %
H.
35 ~ 39
%
D.
15 - 19 %
I.
40 - 44
%
E.
20 - 24 %
J.
45 1 or
more
-------
7
AMOUNT SPENT ON PREMIUM PAY (e.g., overtime, night differential,
Sunday, and holiday pay)
28. Difference (dollars) in amount spent relative to normal costs
A.
$0
F.
§1100 - 1400
B.
100 - 200
G.
1500 - 1900
C.
300 - 400
H.
2000 - 3000
D.
500 - 700
I.
4000 - 5000
E.
800 - 1000
J.
6000 or more
29. Is difference an increase or decrease relative to normal
costs?
A. Increase
B. Decrease
C. No difference in this expense category
30. Percentage of difference relative to normal costs
A.
0 -
4 %
F.
25
-
29
%
B.
5 -
9 %
G.
30
-
34
%
C.
10 -
14 %
H.
35
-
39
%
D.
15 -
19 %
I.
40
-
44
%
E.
20 -
24 %
J.
45
%
or
more
AMOUNT SPENT ON OTHER ITEMS (Specify nature of expense).
31. Difference (dollars) in amount spent relative to normal costs
A.
$0
F.
$1100 - 1400
B.
100 - 200
G.
1500 - 1900
C.
300 - 400
H.
2000 - 3000
D.
500 - 700
I.
4000 - 5000
E.
800 - 1000
J.
6000 or more
32. Is difference an increase or decrease relative to normal
costs?
A. Increase
B. Decrease
C. No difference in this expense category
-------
a
33. Percentage of difference
A. 0 - 4 %
B. 5 - 9 %
C. 10 - 14 %
D. 15 - 19 %
E. 20 - 24 %
relative to normal costs
F. 25 - 29 %
G. 30 - 34 %
H. 35 - 39 %
I. 40 - 44 %
J. 45 % or more
34. Strictly in terms of supervising FW employees, rate the
feasibility of flexiplace arrangements in your organizational
unit.
A. Feasible, but flexiplace program requires modifications
B. Feasible, with existing program
C. Not feasible, too difficult to supervise
0. Not sure
Comment.
35. In terms of meeting your organization performance objectives,
rate the feasibility of flexiplace arrangements.
A. Feasible, but flexiplace program requires modifications
B. Feasible, with existing program
C. Not feasible, can't meet performance objectives
D. Not sure
Comment
36. In terms of costs associated with flexiplace arrangements in
your organizational unit, rate the feasibility of flexiplace
arrangements.
A. Feasible and cost-effective
B. Feasible but not very cost-effective
C. Not feasible, too expensive
D. Not sure
37. Considering feasibility, performance, costs, employee morale,
and other relevant factors, rate the overall desirability of
further implementation of the flexiplace arrangement.
A. Desirable with substantial refinement
B. Desirable with minimal refinement
C. Desirable as is
D. Undesirable
E. Neither desirable nor undesirable
F. Not sure
-------
ITEMS 38 THROUGH 47 REFER TO THE FLEXIBLE WORKPLACE PARTICIPANT
TRAINING YOD RECEIVED AT THE BEGINNING OF THE PROGRAM. BASE YOUR
RESPONSES ON YOOR PERSONAL OPINION.
38. To what extent did your FW training help provide a successful
transition to the FW arrangement?
A. Very helpful
B. Helpful
C. Slightly helpful
D. Not helpful
E. Did not receive training
If you did not receive Flexiplace training skip items 39-52.
39. Was adequate time allotted for training?
A. Yes
B. No
40. Rate the coverage of the training
A. Training covered too many topics
F Training covered too few topics
C Training coverage was adequate
41. v. _-e there topics that you think should be added or should
receive greater emphasis?
A. Yes (specify)
42. Were there topics that you think should be omitted or
deemphasized?
A. Yes (specify)
B. No
-------
- 10 -
43. Were the training materials adequate?
A. Adequate
B. Fair
C. Inadequate
44. Was the training environment adequate?
A. Adequate
B. Fair
C. Inadequate
45. Was the trainer effective?
A. Very Effective
B. Effective
C. Fair
D. Ineffective
46. Was the class size appropriate?
A. yes
B. Too Large
C. Too Small
47. Was the method of presentation effective?
A. Very Effective
B. Effective
C. Fair
D. Ineffective
ITEM8 48 THROUGH 52 REFER TO THE FLEXIBLE WORKPLACE FOCUS GROUPS
WHICH YOU ATTEND.
48. To what extent is your FW focus group helpful to your FW
participation?
A. Very helpful
B. Helpful
C. Slightly helpful
D. Not helpful
E. Do not belong to a FW focus group
-------
- 11 -
If you do not belong to a flexiplace focus group, skip items 49-
52.
49. Rate the frequency of focus group meetings.
A. Unnecessarily frequent
B. Not sufficiently frequent
C. Frequency is appropriate
50. Rate the length of focus group meetings.
A. Too long
B. Too short
C. Just right
51. Rate the effectiveness of the group facilitator.
A. Very effective Comment
B. Effective
C. Slightly effective
52. Rate the format of the group meetings (i.e., how the group is
run).
A. Excellent Comment
B. Good
C. Ineffective
•*ON YOUR ANSWER SHEET, SKIP TO ITEM <120 AND COPE RESPONSE
-------
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SUPERVISORY EVALUATION
OF FW/CONTROL
EMPLOYEE PERFORMANCE
-------
Attachment (7)
COVER LETTER TO SUPERVISORS 07 FW EMPLOYEES
Dear Supervisor,
Thank you for agreeing to participate in the Federal Flexible
Workplace (FW) Pilot Project. This is a very challenging and
progressive effort on behalf of the Federal workforce. Your
participation will be instrumental in determining the feasibility
desirability, and optimal operating procedures for the FW
alternative for Federal employees.
Evaluation is a key element in this project and we are asking you
and your employees to provide evaluation information about your FW
experiences.
This is a one-vear pilot project. We are requesting evaluation
information on 3 occasions: at the beginning of the project, after
6 months, and at the end of the pilot.
Enclosed are questionnaires, answer sheets, sample answer sheets,
and a pre-addressed return envelope.
If you have any questions or problems, contact your agency
coordinator whose name and phone number should be listed on this
package.
PLEASE COMPLETE ALL FORMS AND MAIL IN THE RETURN ENVELOPE WITHIN
5 DAYS OF RECEIPT.
YOUR RESPONSES ARE NOT SUBJECT TO AGENCY REVIEW, WILL REMAIN
STRICTLY CONFIDENTIAL, WILL BE AGGREGATED WITH OTHER PARTICIPANT
DATA, WILL BE USED FOR RESEARCH PURPOSES ONLY, AND WILL BE MAILED,
BY YOU. DIRECTLY TO THE PROJECT EVALUATION TEAM. ACCESS TO YOUR
INDIVIDUAL RESPONSES WILL BE LIMITED SOLELY TO THE PROJECT
EVALUATION TEAM.
-------
PORKS FOR SUPERVISORY EVALUATION OF FW CONTROL EMPLOYEE PERFORMANCE
Dear Supervisor,
Please use the following instructions to provide job performance
ratings for your subordinates who are participating in the flexible
workplace (FW) project as FW employees or as control employees.
USE A SEPARATE ANSWER SHEET FOR EACH PARTICIPATING SUBORDINATE.
If you do not have enough answer sheets, contact you agency FW
project coordinator.
RATING INSTRUCTIONS
I. Regardless of whether you are supervising FW or control
employees, you are being asked to submit performance rating
information on three separate evaluation occasions:
(1) At the beginning of the FW project in vour oraanization-
Ratings should cover employee performance during the six
months immediately preceeding implementation of the FW
project.
(2) After six months in the project - Ratings should cover
employee performance during the first six months of the
project.
(3) After 12 months fend of projects - Ratings should cover
employee performance during the final six months of the
project.
II. The ratings you submit should cover the specified rating
period only.
III. Except where requested, do not be influenced by the employee's
prior performance and ratings associated with periods prior
to that covered by this form. Avoid over-generalizing;
evaluate the employee honetly and accurately for each separate
rating.
IMPORTANT: TEE PERFORMANCE RATIN08 REQUESTED IN THIS DOCUMENT ARE
FOR RESEARCH PURPOSES ONLY. THEY ARE HOT OFFICIAL
EMPLOYEE PERFORMANCE APPRAISALS, ARE NOT SUBJECT TO
REGULATIONS GOVERNINO OFFICIAL PERFORMANCE APPRAISALS,
AND WILL HAVE NO BEARING ON OFFICIAL PERFORMANCE
APPRAISALS.
-------
PRIVACY STATEMENT
The U.S. Office of Personnel Management is authorized by sections
1103, 1302, and 3301 of title 5 of the U.S. Code to collect the
information requested in this document. The information you
provide will be aggregated with similar information from other
participants and used, in summary form, to evaluate this project.
We are requesting your name in order to track, analyze, and
categorize your responses during the project. No information of
an individually identifiable nature will be disclosed. Furnishing
your responses to this document is volutary; without your response,
however, we will be unable to evaluate the feasibility of the
flexible workplace option.
PLEASE COMPLETE ALL FORMS AND MAIL ZN THE RETURN ENVELOPE WITHIN
& DAYS 07 RECEIPT.
YOUR RESPONSES ARB NOT 8UBJECT TO AGENCY REVIEW, WILL REMAIN
STRICTLY CONFIDENTIAL, WILL BE AGGREGATED WITH OTHER PARTICIPANT
DATA, WILL BEUSED FOR RESEARCH PURPOSES ONLY, AND WILL BE MAILED,
BY YOU. DIRECTLY TO THE PROJECT EVALUATION TEAM, ACCESS TO YOUR
INDIVIDUAL RESPONSES WILL BE LIMITED SOLELY TO THE PROJECT
EVALUATION TEAM.
If you have any questions, contact the agency coordinator whose
name and phone number are listed on the cover of this material.
ANSWER SHEET INSTRUCTIONS
I. ON THE ANSWER SHEET:
o Read instruction on the front of the answer sheet
o Use a # 2 pencil only.
o Code your name, birth date, sex, and grade (GS-level) in
indicated spaces.
o Code your 10-digit PROJECT CODE in the grid labelled
IDENTIFICATION NUMBER. Your project code should have been
provided to you by your agency coordinator or by your
supervisor. If you don't have your code, check with your
supervisor or your coordinator.
o In the grid labelled SPECIAL CODES, code the last six
digits of the project code of the employee being rated.
o Code your responses to the questionnaire items in the
appropriate spaces on the answer sheet.
o At the end of this questionnaire, you will be asked to skip
to answer sheet item #120 and code response "D". This code
will be used by our computer program to determine which
type of evaluation form is being processed.
-------
II. When you have completed the questionnaire, check your answer
sheet to ensure that you have coded all the required
information and that you have followed the marking
instructions for errors and stray marks.
III. Place your answer sheet in the pre-addressed envelope (DO MOT
fold TEE ANSWER SHEET) and mail.
IV. DO NOT SUBMIT PHOTOCOPIES OF YOUR COMPLETED ANSWER SHEET
EMPLOYEE PERFORMANCE QUESTIONNAIRE
USE THE FOLLOWING SCALE TO RATE THE FW OR CONTROL EMPLOYEE ON THE
FACTORS DESCRIBED BELOW:
A B C D E
Unsatifactory Somewhat Satisfactory Somewhat Excellent
Less Than More Than
Satisfactory Satisfactory
1. Quality
2. Quantity
3. Timeliness
The extent to which, on consistent basis during
the evaluation period, the quality of the
employee's work met the generally applied
standards in your office or reasonable
expectations.
- The extent to which, on a consistent basis
during the evaluation period, the quantity of
the employee's work met the generally applied
standards in your office or reasonable
expectations.
- The extent to which, on a consistent basis
during the evaluation period, the timeliness
of the employee's work met the generally
applies standards in your office or reasonable
expections.
4. Interpersonal - The extent to which, on a consistent basis
Disposition during the evaluation period, the employee was
pleasant/cooperative to work with.
5. Independence - The extens to which, on a consistent basis
during the evaluation period, the employee
handled work assignments with the independence
generlly expected for the employee's
experience, work assignments, and conditions
in your office.
6. Currency
of KSA'S
- The extent to which, during the evaluation
period, the employee's knowledge, skills and
-------
abilities were up-to-date.
7. Availability - The extent to which, on a consistent basis
Accessibility during the evaluation period, the employee
was available/accessible for the timely
conduct of business.
8. Overall - The overall job performance during this
evaluation period.
9. The quality of this employee's relationships with co-workers
10. The quality of your relationship with this employee.
11. The effectiveness of communication between you and this
employee.
12. The effectiveness of communication between this employee and
co-workers
13. Indicate the length of time you have supervised this employee.
(Select the response category closest to your intended answer)
A. 1 to 3 months
B. 4 to 6 months
C. 7 to 12 months
D. 2 years
E. 3 years
F.
G.
H.
I.
J.
4 years
5 years
6 years
7 years
8 or more years
*** if the work performed by the employee can be routinely
measured by numbers of work products completed in a given time
period and the resulting numbers are fair and accurate measures of
employee performance, please provide a summary of these numbers to
us in the form typically used. Enclose the summary in the return
envelope along with your completed answer sheet. ***
-------
TEE FOLLOWING ITEMS SHOULD BE COMPLETED ONLY AFTER f OR 12. MONTHS
IN THE PROJECT. IF YOU ARE COMPLETING THIS QUESTIONNAIRE AT THE
BEGINNING OF THE PROJECT, PLEASE SKIP TO THE CODING INSTRUCTION AT
THE END OF THIS QUESTIONNAIRE.
ITEMS 14-27 REFER TO THE PRECEDING RATING FACTORS. FOR EACH OF
THESE FACT0R8, INDICATE WHETHER, DURING THE RATING PERIOD UNDER
CONSIDERATION, THERE HA8 BEEN IMPROVEMENT/DECLINE IN THE EMPLOYEE'S
PERFORMANCE RELATIVE TO THE EMPLOYEE18 PERFORMANCE DURING THE WORK
YEAR PRIOR TO THE FW PROJECT. USE THE FOLLOWING SCALE FOR YOUR
RATINGS:
A B C D E
Decline Slight No Slight Improvement
Decline Change Improvement
14.
Quality
15.
Quanity
16.
Timeliness
17.
Interpersonal Disposition
18.
Independence
19.
Currency
20.
Availability/Accessibility
21.
Overall
22.
Chances for promotion
23.
Quality of relationship with co-workers
24.
Quality of relationship with you
25.
Effectiveness of communication between you and this employee
26.
Effectiveness of communication between this employee and co-
workers.
-------
27. Comparing this employee's sick leave usage during the past six
months with that of the same perior during previous year,
which one of the following is true (exclude catastrophic long-
term illness or pregnancy)?
A. Recent use of sick leave was generally higher than in the
previous year
B. Recent use of sick leave was generally lower than in the
previous year
C. Recent use of sick leave was generally the same as in the
previous year
D. Cannot make determination
• ~ON YOUR ANSWER 8HEET, SKIP TO ITEM »12 0 AMD CODE RESPONSE »D».«*
-------
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Evaluation Materials
Local Unions
-------
Attachment (8)
7LEXIPLACE QUESTIONNAIRE TOR LOCAL UNIONS
INSTRUCTIONS AND 8AMPLE ANSWER SHEET
GENERAL INSTRUCTIONS
To be administered to the Local Union Representative after the
first six months and again after the final six months of this
pilot.
The Federal Government is conducting a one-year pilot project
of flexible workplace (FW) arrangements in which Federal employees
perform substantial amounts of their officially assigned work at
home, at satellite offices, or at some other location away from
their conventional office sites. The project evaluation team is
interested in the reactions of local unions who represent employees
participating in the project.
Enclosed is a brief questionnaire and pre-addressed return
envelope. The questionnaire focuses on the quality of your
involvement in the local project and your perceptions of the
progress of the project.
Evaluations will occur at the middle and end of the one-year
project. Generally, your evaluation should refelct your experience
with the FW project during the previous six months.
Please complete all forms and mail in the return envelope
within 5 days of receipt.
Your responses are not subject to Agency review, will remain
strictly confidential, will be used for research pruposes only,
and will be mailed, by you, directly to the project evaluation
team. Access to your individual responses will be limited solely
to the project evaluation team.
If you have any questions, contact the agency coordinator
whose name and phone number are listed on the cover of this
material.
-------
LOCAL UHIOH PLEXIPLACE EVALUATION QUESTIONNAIRE
Please submit your responses, typed, on this form and/or on
additional sheets of paper.
1. Agency:
2. Location:
3. Union:
4. Was your union provided an adequate opportunity to
participate in planning/designing local aspects of the flexiplace
project at this agency?
Yes: No:
Comments:
5. Did your union agree to the specifics established for the
flexiplace project at this agency?
Yes: No:
Comments:
6. To what extent has your union monitored progress of the
project?
7. Please evaluate the impact, if observed, of the project on
the following:
* Participating employees
-------
* Supervisors of participants
* Your union
8. Recommendations
-------
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Attachment (9)
QUESTIONNAIRE FOR CU8TOKERB/CLIENTS 07 FLEXIBLE WORKPLACE EMPL0YEE8
GENERAL INSTRUCTIONS
To be administered to Federal employees who have work-based
customer/client interrelationships with flexible workplace
employees (1) at implementation (2) after the first six months (3)
after the final six months.
The Federal Government is conducting a one-year pilot project
of flexible workplace (FW) arrangements in which selected Federal
employees perform substantial amounts of their officially assigned
work at home, at satellite office, or at some other location away
from their conentional office sites. JThe project evaluation team
is interested in the reactions of non-participating individuals who
regularly receive services, work products, consultations, etc. from
an FW participant and who have been receiving these services since
at least 3 months prior to the FW project implementation. Examples
of such individuals include clients, customers, certain co-workers,
and certain subordinates of FW participants. Such individuals do
not include supervisors of FW participants, or employees designated
as control respondents.
You have been identified as such a respodent; the project team
appreciates your cooperation with this effort.
Enclosed is a brief questionnaire, answer sheet, sample answer
sheet, and pre-addressed return envelope. The questionnaire
focuses on your evaluation of services received from the JFW
participant identifed on the sample, answer sheet.
RATING INSTRUCTIONS
I. You will be asked to submit your ratings on three separate
occasions: at the beginning of the project, after six months, and
at the end of the project.
(1) At the beginning of the FW project - ratings should cover
services received furing the six months l.-nmediately preceding
implementation of the FW project. On this occasions, skip items
9-14.
(2) After six months in the project - ratings should cover
services received during the first six months of the project.
(3) After 12 months (end of the project) - ratings should
cover services received during the final six months of the project.
II. The ratings you submit should cover the specified evaluation
period only.
-------
III. Except where requested, do not be influenced by employee's
job performance associated with periods prior to that covered by
this form. Avoid over-generalizing; evaluate the services honestly
and accurately for each separate rating.
PRIVACY STATEMENT
The 0. S. Office of Personnel Management is authorized by sections
1103, 1302, and 3301 of title 5 of the U. S. Code to collect the
information requested in this document. The information you
provide will be aggregated with similar information from other
participants and used, in summary form, to evaluate this project.
We are requesting your name in order to track, analyze, and
categorize your responses during the project. No information of
an individually identifiable nature will be disclosed. Furnishing
your response to this document is voluntary; without your response,
however, we will be unable to evaluate the feasibility of the
flexible workplace option.
PLEASE COMPLETE ALL FORMS AND MAIL IN THE RETURN ENVELOPE WITHIN
5 DAYS OF RECEIPT.
YOUR RESPONSES ARE NOT SUBJECT TO AGENCY REVIEW, WILL REMAIN
STRICTLY CONFIDENTIAL, WILL BE AGGREGATED WITH OTHER PARTICIPANT
DATA, WILL BE USED FOR RESEARCH PRUPOSES ONLY, AND WILL BE MAILED,
BY YOU, DIRECTLY TO THE PROJECT EVALUATION TEAM. ACCESS TO YOUR
INDIVIDUAL RESPONSES WILL BE LIMITED SOLELY TO THE PROJECT
EVALUATION TEAM.
If you have any questions, contact the agency coordinator whose
name and phone number are listed on the cover of this material.
-------
ANSWER SHEET INSTRUCTIONS
(USE THE SAMPLE ANSWER SHEET AS A GUIDE)
I. ON THE ANSWER SHEET:
o Use a #2 pencil only.
o Code your name and grade (GS-level) in the indicated
spaces
o Code your 10-digit PROJECT CODE in the grid labelled
IDENTIFICATION NUMBER. Your project code should have been
provided to you by your agency coordinator or by your
supervisor. If you don't have your code, check with your
supervisor or your coordinator.
o In the grid labelled SPECIAL CODES, code the last six
digits of the project code of the employee being rated.
These six digits should be indicated on the sample answer
sheet. If not indicated, contact your agency coordinator.
o Code your responses to the questionnaire items in the
appropriate spaces on the answer sheet.
o At the end of this questionnaire, you will be asked to skip
to answer sheet item #1*20 and code response "H". This
code will be used by our computer program to determine
which type of evaluation form is being processed.
II. When you have completed the questionnaire, check your answer
sheet to ensure that you have coded all the required information
and that you have followed the marking instructions for errors and
stray marks.
III. Place your answer sheet in the pre-addressed envelope (DO NOT
FOLD THE ANSWER SHEET) and mail.
IV. DO NOT SUBMIT PHOTOCOPIES OF YOUR COMPLETED ANSWER SHEET.
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CUSTOMER/CLIENT QUESTIONNAIRE
USE THE FOLLOWING SCALE TO EVALUATE THE SERVICES YOU RECEIVED
DURING THE PAST SIX MONTHS:
A Unsatisfactory
B Somewhat less than satisfactory
C Satisfactory
D Somewhat more than satisfactory
E Excellent
1. Quality - The extent to which, on a consistent basis during the
evaluation period, the quality of the services met
generally applied standards or reasonable
expectations.
2. Quantity - The extent to which, on a consistent basis during
the evaluation period, the quantity of the services
met generally applied standards or reasonable
expectations.
3. Timeliness - The extent to which, on a consistent basis during
the evaluation period, the timeliness of the
service delivery met generally applied standards
or reasonable expectations.
4. Interpersonal Disposition - The extent to which, on a
consistent basis during the rating
period, the employee was
pleasant/cooperative to work with.
5. Availability/Accessibility - The extent to which, on a
consistent basis during the rating
period, the employee was
available/accessible for the
timely conduct of business.
6. The effectiveness of communication between you and this
employee.
7. Indicate the nature of your work-based interrelationship with
the FW employee (select the response closest to your intended
answer).
A. Employed in the same organizational unit
B. Employed in different organizational units in same agency
C. Employed in different agencies
D. Other (specify)
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8. Indicate the total length of time you have received services
from this FW employee.
A. 2 months or less D. 2 to 3 years
B. 3 to 5 months E. 4 or more years
C. 6 to 12 months
ITEMS 9-14 REFER TO THE PRECEDING RATING FACTORS. FOR EACH OF
THESE FACTORS, INDICATE WHETHER, DURING THIS EVALUATION PERIOD,
THERE HAS BEEN IMPROVEMENT/DECLINE IN THE EMPLOYEE'S PERFORMANCE
RELATIVE TO THE EMPLOYEE'S PERFORMANCE DURING THE WORK YEAR PRIOR
TO PARTICIPATION IN FLEXIPLACE. USE THE FOLLOWING SCALE FOR YOUR
RATINGS:
A. Decline D. Slight Improvement
B. Slight Decline E. Improvement
C. No Change
9. Quality
10. Quantity
11. Timeliness
12. Interpersonal Disposition
13. Availability/Accessibility
14. Effectiveness of communication between you and this employee
**ON YOUR ANSWER SHEET, SKIP TO ITEM #120 AND CODE RESPONSE "H"**
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Attachment (10)
PROCEDURES FOR TERMINATION OR TRANSFER 07 PARTICIPATION PRIOR TO
PROJECT COMPLETION
INSTRUCTIONS AND TERMINATION FORMS
Termination
It is very important that the project evaluation teau and the
agency coordinator are properly and promptly notifed whenever an
FW employee decides to terminate participation or is, othersie,
terminated from the project prior to project completion. For all
such termination cases, the following actions should be taken:
(1} The termination FW employee should complete the employee
termination form (attached) and mail, directly, to the
project evaluation team.
(2) The supervisor of the terminating FW employee should
complete the Project termination form for supervisors
(attached) and mail, directly, to the project evaluation
team.
(3) The supervisor should notify the agency coordinator.
The project evaluation team will use this information for research
purposes only and needs both sets of information for adequate
program evaluation.
Transfers
This section discusses procedures to be followed whenever there are
job position changes (tranfers) that may affect FW participation.
Examples of such transfers are:
o The FW employee transers to a different job and/or
organizational unit
o The supervisor of an FW employee transfers to a different
job
o The FW employee is assigned a new supervisor
Whenever such transfers or position changes occur, the following
actions should be taken:
(1) If the change results in a new supervisor for the FW
employee and the employee is continuing FW participation,
the new supervisor should be provided
orientation/training, scheduled for focus group
attendance, and given any relevant information/materials
associated with progress of the project. The agency
coordinator should be notified.
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If the change results in participation termination for
one or more FW employees, termination procedures
discussed in the previous section should be followed for
each employee affected.
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Attachment (11)
PARTICIPATION TERMINATION FORM FOR TERMINATION PRIOR TO
PROJECT COMPLETION
FEDERAL FLEXIBLE WORKPLACE PROJECT (TO BE COMPLETED BY FW
EMPLOYEE)
NAME
SSN PROJECT CODE
AGENCY
AGENCY LOCATION
My participation in the Flexible Workplace Project is
terminating, prior to project completion, because
Comment/Recommendation
(ATTACH ADDITIONAL SHEETS OF PAPER IF NECESSARY)
PLEASE MAIL THIS COMPLETED FORM ALONG WITH ANY ATTACHMENTS TO:
DR. CHERI BRIDGEFORTH
U. S. OFFICE OF PERSONNEL MANAGEMENT
OPRD, ROOM 6462
WASHINGTON, D.C. 20415
YOU MAY USE THE EVALUATION RETURN ENVELOPE IF AVAILABLE
PRIVACY STATEMENT
The U. S. Office of Personnel Management is authorized by
sections 1103, 1302, and 3301 of title 5 of the U. S. Code to
collect the information requested in this document. The
information you provide will be aggregated with similar
information from other participants and used, in summary form, to
evaluate this project. We are requesting your name and social
security number in order to accurately track, analyze, and
categorize your responses during the project. Executive Order
9397 authorizes collection of your social security number. No
information of an individually identifiable nature will be
disclosed. Furnishing your response, including your social
security number, to this document is voluntary? without your
response, however, we will be unable to adequately evaluate the
feasibility of the flexible workplace option.
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Attachment (12)
PATICIPATION TERMINATION TORN FOR TERMINATION PRIOR TO
PROJECT COMPLETION
FEDERAL FLEXIBLE WORKPLACE PROJECT (TO BE COMPLETED BY
SUPERVISOR)
TERMINATING EMPLOYEE NAME
SSN PROJECT CODE
AGENCY
AGENCY LOCATION
The Flexible Workplace participation of this employee is
terminating, prior to project completion, because:
Comment/Recommendation
(ATTACH ADDITIONAL SHEETS OF PAPER IF NECESSARY)
SUPERVISOR NAME
PLEASE MAIL THIS COMPLETED FORM ALONG WITH ANY ATTACHMENT TO:
DR. WENDELL JOICE
U. S. OFFICE OF PERSONNEL MANAGEMENT
OPRD, ROOM 6462
WASHINGTON, D.C. 20415
YOU MAY USE THE EVALUATION RETURN ENVELOPE IF AVAILABLE
PRIVACY STATEMENT
The U. S. Office of Personnel Management is authorized by
sections 1103, 1302, 3301 of title 5 of the U. S. Code to collect
the information requested in this document. The information you
provide will be aggregated with similar information from other
participants and used, in summary form, to evaluate this project.
We are requesting your name and social security number in order
to track, analyze, and categorize your responses during the
project. No information of an individually identifiable nature
will be disclosed. Furnishing your response to this document is
voluntary? without your response, however, we will be unable to
evaluate the feasibility of the flexible workplace option.
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