TAG’s Promise:We ensure telework/flexwork initiatives are configured to support our clients’ business model.

Situation: DEA needed to comply with a Federal mandate to offer telework as an alternative work arrangement to 100% of eligible employees. DEA leadership needed to be convinced that this offering would have tangible, organization-wide benefits beyond compilance.

Solution: First, TAG led a collaborative stakeholder analysis that identified key leadership interests and cultural norms of importance. Then, TAG convened a Metrics Worksession with human resources and work-life staffmembers to build a metrics-based case for telework/flexwork that rested on the organization’s ability to leverage telework as a central means to address vital Continuity of Operations (COOP) demands. TAG helped DEA staffmembers demonstrate how with the use of telework/flexwork, the organization could increase the proportion of jobs/roles performing under a COOP-related situation from 3% to 30%, thus significantly raising DEA’s ability to sustain many organizational functions during a man-made or natural disaster. The presentation of this COOP approach to upper management resulted in a significant shift in mindset – leaders embraced telework/flexwork as a means to fulfill both Federal requirements and COOP-related needs.

Benefits: DEA built internal capability to develop and use metrics related to telework/flexwork as part of supporting and expanding human resource initiatives. DEA also secured its capability to maintain effective operations in the event of a disaster, and its COOP plans now serve as a model for other Federal Agencies.

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TAG’s Promise: We ensure telework/flexwork initiatives are configured to support our clients’ business model.

Situation: DOJ was looking to build new skills and receive tools to facilitate a successful rollout of their telework program. While as a whole DOJ needed to comply with a Federal mandate to offer telework as an alternative work arrangement to 100% of eligible employees, each component within DOJ had its own requirements and unique needs. DOJ leadership needed a robust, yet flexible strategy to address both organization-wide and component-specific objectives.

Solution: TAG provided a combination of Telework Coordinator and Managerial Training Sessions to both DOJ-wide and component-specific representatives. These sessions enabled participants to identify how business trends compel their groups to be successful in remote work, create metrics to track productivity and other telework/flexwork program outcomes of interest, as well as achieve buy-in from key organizational stakeholders. In particular, TAG representatives worked hand-in-hand with DOJ telework coordinators to sketch a robust communications plan to guide and support program roll-out.

Benefits: DOJ’s line managers and telework coordinators strengthened their capabilities in integrating telework/flexwork into their business processes, using metrics to monitor and demonstrate program benefits, and leveraging alternative work arrangements to facilitate effective workgroup productivity.

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TAG’s Promise: We ensure telework/flexwork initiatives are configured to support our clients’ business model.

Situation: MITRE was looking to obtain a more sophisticated picture of their employees’ work experiences at various locations, and to understand how telework/flexwork can best be positioned to contribute to MITRE’s business model.

Solution: TAG developed and administered a customized online survey, collecting and analyzing data from more than 560 employees. TAG representatives convened two executive briefings to share survey results and increase executive and management buy-in for telework/flexwork as a viable workplace strategy. Data on work location patterns and preferences presented a snapshot of employees’ technological capabilities for effective telework, conveyed how working at home is already extensive and how employees already possess a strong foundation in terms of remote work skills. Additionally, data highlighted key “pockets” where employees experience barriers to effective remote work. Results also illustrated employees’ favorable attitudes towards telework, positive work outcomes enjoyed by teleworkers, and the advantages that facilitate MITRE’s business success. Based on our extensive experience assisting a wide range of organizations in the development and expansion of telework/flexwork initiatives, TAG representatives provided recommended action steps to permit MITRE to “make the case” for telework at MITRE and to leverage telework for continued organizational success.

Benefits: MITRE’s IT group made investments and modifications to ongoing connectivity initiatives based on survey findings. One of MITRE’s most significant business units used survey findings to inform changes to business processes and employee support mechanisms, further leveraging remote work benefits and strengthening MITRE’s client service focus and competitive advantage.

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