Effective Date: September 23, 2019
Expiration Date: September 23, 2029
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2.1.1 The CHCO is responsible for:
a. Ensuring that the Agency Telework Program and this directive comply with 5 U.S.C. ch. 65 available and accessible to the workforce.
c. Developing and implementing Agency-wide telework/remote work agreements.
d. Ensuring procedures are in place for collecting and reporting data and analysis to support Agency requirements or in response to external reporting requirements.
The TMO serves as NASA's telework program key advisor and policy developer and performs the duties outlined in 5 U.S.C. § 6505.
The CIO is responsible for providing information technology infrastructure, policies, and tools that support and enable the workforce to effectively perform their assigned duties while in a telework/remote work status at an approved alternative worksite.
2.4.1 OICs and Center Directors are responsible for:
a. Ensuring that subordinate managers and supervisors fully support and encourage telework as an alternative work arrangement for eligible employees.
b. Ensuring that all eligible employees have the opportunity to participate in the telework program to the maximum extent possible without diminishment in performance or negative impact to the Agency's mission.
2.5.1 Servicing HRDs (or designees) are responsible for:
a. Implementing telework in accordance with 5 U.S.C. ch. 65 and this directive.
b. Advising and assisting management officials on the program requirements and providing timely reports to the TMO to meet Agency data collection requirements.
c. Annually, or more frequently as required, evaluating their local telework program to assess participation trends against Agency goals and identify and recommend program improvements, as necessary.
2.6.1 Supervisors are responsible for:
a. Determining employee eligibility to participate in the telework program in accordance with chapter 3 of this directive and documenting that determination in the time and attendance system.
b. Prior to approving an employee's request for telework or remote work:
(1) Ensuring the time and attendance system reflects that the employee is eligible to participate in the telework program.
(2) Reminding telework-ready employees (i.e., employees on approved telework agreements) of the requirement to be prepared to telework when there is an anticipated weather or safety-related event.
(3) Ensuring employees who are approved for telework/remote work at NASA on or after December 9, 2010, have completed required telework training, available in the System for Administration, Training, and Educational Resources for NASA (SATERN).
(4) Using the telework or remote work agreement as a framework for discussion. The discussion should include:
(a) Expectations on maintaining contact with the organization and customers while in a telework/remote work status.
(b) Work assignments that are conducive for telework.
(c) Equipment and technical support, including the handling of equipment problems.
(d) Telework schedule.
(e) Procedures for requesting telework/remote work or changing an approved agreement.
(f) Leave requests while in a telework status.
(g) Recording telework/remote work hours in the time and attendance system.
(h) Expectations during an emergency situation.
c. Approving telework or remote work requests by completing the relevant Agency Agreement.
d. Consulting with the Center Equal Employment Opportunity (EEO) Office Disability Program Manager in accordance with NPR 3713.1 when an employee requests to telework/work remotely based on the need for reasonable accommodation due to a disability or medical condition.
e. Ensuring that teleworkers utilize the same time and attendance rules as non-teleworkers, including procedures for requesting leave, overtime, or compensatory time.
f. Ensuring that telework/remote work hours worked by an employee are coded accurately to reflect use of telework/remote work prior to approving an employee's timesheet in the time and attendance system.
g. Coordinating requests from employees for remote work with HR prior to approving such requests in accordance with this directive.
h. Upon approving remote work for a current employee, submitting a request for personnel action to HR to document the change to the employee's duty station to the approved alternative work location (e.g., the employee's home city/county/state).
i. Coordinating decisions to authorize a remote work arrangement for a recruitment action in accordance with this directive.
j. Terminating a telework or remote work agreement any time the work arrangement fails to meet the needs of the organization or when an employee's eligibility status changes based on the criteria in chapter 3 of this directive.
k. Periodically reviewing an established telework/remote work agreement with the employee.
l. Complying with the terms of the supervisor certification as specified in telework/remote work agreement.
m. Ensuring that teleworkers, remote workers, and non-teleworkers are treated the same for purposes of job performance appraisals, work assignments and requirements, training, development, awards, advancement, reduction in grade, retention, removal, and other employment matters involving managerial discretion.
n. Ensuring teleworking employees report to the official worksite for a minimum of two days per pay period unless the employee is on approved leave or covered by an approved exception outlined in Chapter 5.2 of this NPR. Supervisors may make individual determinations on an employee's telework arrangements based on the employee's work schedule, the hours an employee is scheduled to work on a telework day, etc.
2.7.1 Employees are responsible for:
a. Completing mandatory telework training prior to establishing an agreement to participate in the telework program in accordance with this directive.
b. Requesting approval for telework or remote work by completing the applicable Agency-approved agreement request located in the time and attendance system; no other agreements are authorized.
c. When a request for telework or remote work is based on the need for reasonable accommodation due to a disability or medical condition, following the procedures described in NPR 3713.1.
d. Being prepared to telework during an anticipated weather/safety event.
e. Recording telework/remote work hours worked with the appropriate labor code and payroll designation code on their timesheets in the time and attendance system.
f. Complying with the terms of an approved telework/remote work agreement.
g. Adhering to all Agency and Center policies, procedures, security requirements, and property management regulations, concerning the removal and safeguarding of NASA property and equipment.
h. Being accessible and available to the supervisor, organization, and customers during established working hours while in a telework status.
i. For situational or routine teleworkers, understanding that they may be required to report to their official worksite due to workload demands or other official purposes in lieu of scheduled telework.
j. Understanding that working at an alternative worksite is not a substitute for dependent or elder care.
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