NASA logo NASA Headquarters' Directives
HQPR 3611.1
Effective Date: October 25, 2007
Expiration Date: October 25, 2012
Cancellation Date: April 19, 2012
Responsible Office: LM
Telework Program
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Table of Contents | Preface | Chapter1 | Chapter2 | Chapter3 | Chapter4 | Chapter5 | AppendixA | AppendixB | AppendixC | AppendixD | AppendixE


4.1 The Director, Headquarters Human Resources Management Division (HRMD) is responsible for:

a. Administering, monitoring and making necessary modifications to the Telework Program at NASA Headquarters.

b. Providing advice and guidance to managers and employees on the appropriate use of telework.

c. Maintaining original copies of Telework Agreements and preparing program status reports.

4.2 The Director, Headquarters Information Technology and Communications Division (HITCD) is responsible for:

a. Providing employees with necessary IT and telecommunications resources that have been approved by HITCD for telework.

b. Providing guidance and over the telephone problem resolution for use of IT and telecommunications resources provided by NASA Headquarters for telework.

4.3 Officials in Charge (OIC) are responsible for:

a. Complying with the procedures as outlined in this HPR.

b. Ensuring coordination of telework arrangements within their organization to avoid any hindrance to operations or overall mission of the organization. Offices may establish internal controls, standards or coordination procedures, within the guidelines of this HPR, for their organization to ensure timely responsiveness to customers, ensure effective office operations, and ensure effective office coverage.

4.4 Supervisors are responsible for:

a. Considering each assigned position and determining whether there is any potential to create a telework opportunity.

b. Ensuring that the telework agreement is documented appropriately, outlining the terms and conditions of the telework arrangement, prior to the commencement of any type of telework arrangement. In addition, supervisors shall:

(1) Coordinate telework arrangements with the second-level supervisor and other appropriate organizational entities within the office to ensure avoidance of any hindrance to operations or overall mission of the organization;

(2) Evaluate employee requests for telework participation in a fair and equitable manner, ensuring that restrictions or denials are based on sound business or mission-related criteria;

(3) Ensure that an eligible employee, prior to teleworking, understands and agrees with the terms and conditions of the telework agreement, as well as the work tasks which are expected to be performed while in a telework status;

(4) Approve/disapprove employee requests to participate in telework, including approval on a trial or pilot basis when concerns remain about the appropriateness of the proposed telework;

(5) Establish communication requirements and methods to ensure the employee is kept informed of relevant information, performance expectations and progress and is made aware of such requirements as availability for contact by the supervisor, co-workers, and customers; and schedule staff or all-hands meetings on days and at times when the majority of employees are present at the official duty station and/or making arrangements for conference call connections for employees at alternative worksites;

(6) When there are emergencies, communicate with the employee working at an alternative worksite to ensure that the employee is informed of the dismissal or closure procedures;

(7) Confirm the need for accessibility of records/reference materials; (8) Ensure that procedures are established for safeguarding records and maintaining their integrity according to the requirements of applicable records schedules and the Privacy Act, and ensure return of materials used or created at the alternative worksite; (9) Monitor and evaluate the employee's performance based on the employee's performance appraisal plan and the telework agreement; and work with the Headquarters HRMD to develop any requirements for the employee to provide progress reports on work performed at an alternative worksite;

(10) Terminate, modify or temporarily suspend telework agreements for mission-related reasons, such as decline in employee's overall performance; failure to adhere to the terms and conditions of the agreement; changes in office priorities, vacancies or long-term leave of other employees in the office that cause office coverage issues, etc.; and

(11) Make arrangements for the employee to begin working at the employee's official duty station as quickly as possible following an employee's request to terminate a telework agreement, or when the supervisor determines that the telework agreement must be temporarily suspended or terminated.

4.5 Employees are responsible for:

a. Completing a telework agreement (if core) or e-mail request (if episodic) and submitting it to their supervisor for approval prior to commencing telework.

b. Performing an assessment of the alternate worksite and answer the required questions on the self-certification safety checklist, if requesting core telework.

d. Adhering to the telework policy and procedures and the terms and conditions of the approved telework agreement.

e. Working with the supervisor to overcome problems or obstacles to work situations as they occur in order that the work of the organization is accomplished timely and effectively.

f. Complying with NASA Headquarters policies for information technology security, use of government equipment, and use of telephones.

g. Ensuring personal disruptions such as non-business telephone calls and visitors are kept to a minimum.

h. Suggesting to their first-level supervisor if modifications are necessary to the agreement.

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