|NASA Headquarters' Directives|
Effective Date: October 25, 2007
Expiration Date: October 25, 2012
Cancellation Date: April 19, 2012
Responsible Office: LM
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CHAPTER 2. EMPLOYEE AND POSITION CRITERIA
2.1.1 While teleworking can benefit both the organization and employee, it is not appropriate for all employees. To be successful, both the nature of the work as well as the characteristics of the employee shall be suitable to teleworking.
2.1.2 Some positions, e.g., clerical, supervisory, team leader, and trainee, are not typically suitable for long-term telework assignments. In addition, employees with frequent internal/external customers may find Episodic Telework participation their only viable option.
2.1.3 If an employee has a health condition which limits mobility or ability to perform at the regular workplace, an episodic telework arrangement may be appropriate. Medical documentation shall be required to support the initial telework request and updated medical documentation may be required to retain the telework status. The medical documentation shall include the expected length of the medical condition and any limitations to performing work assignments.
2.1.4 All employees shall be documented in WebTADS as eligible for telework, either on a regular and recurring basis (core) or on an occasional, non-routine basis (episodic), unless there is a business-based reason for an exception. Situations where employees would be considered ineligible for telework include:
a. the position requires, on a regular and recurring basis, direct handling of secure materials; or
b. an employee performs on-site activities that cannot be conducted remotely or at an alternate worksite; or
c. the employee's last performance rating of record is below meets expectations or the employee's conduct has resulted in disciplinary action within the last year.
2.2 Job-related Factors
2.2.1 The work must be portable (i.e., able to be performed at a site other than the NASA Headquarters office).
2.2.2 Interactions required for the work must be such that they can be performed remotely.
2.2.3 The work needs to be easily quantifiable, measurable, or primarily project oriented so that progress/productivity can be measured by examining either specific products or results rather than direct observation. This can be accomplished by the teleworker producing specific documents or by performing analysis, research, or coordination of plans and activities to meet a specific project schedule or to meet key milestones in a program activity.
2.2.4 Particular positions may not appear to be compatible with a telework arrangement; however, by breaking the position down into individual assignments, specific tasks may be identifiable for accomplishment in a telework setting.
2.2.5 Examples of work that are appropriate for teleworking include: analyzing data, writing decisions or reports, and information technology tasks that are performed electronically.
2.2.6 Examples of work that are not appropriate for teleworking include: duties that require significant face-to-face communication with customers, co-workers, or the supervisor; work with classified information (see 1.6 Safeguards); work that requires equipment, facilities, systems that are only available at the regular work site, or any activities that violate NASA Headquarters Appropriate Use Policy (AUP) while connected to a NASA network through VPN, dial-up, or other connections.
2.3 Personal Factors
2.3.1 The employee is fully trained in the requirements of the job.
2.3.2 The employee is well-organized and able to work independently.
2.3.3 The employee's performance and conduct meet expectations and does not require close supervision.
2.3.4 Examples of employees who are not appropriate candidates for telework include: those who are in trainee status (particularly those who are receiving on-the-job training requiring immediate, personal feedback); those whose performance or conduct does not meet expectations.