What Federal Employees Should Expect as DOGE Seeks to End Telecommuting

With the COVID-19 outbreak, working remotely from government personnel is becoming immensely important. In response to the public health concern, with telecommuting up now, government laws and expectations of remotely working are changing.

Federal Telecommuting: The Pre-Pandemic Landscape

Before the outbreak, federal employees infrequently telecommuted. Most federal employees did not telework. Telecommuting was limited for employees of Homeland Security and Justice due to their jobs. Other agencies, for example, the GSA, permitted its employees to telecommute several days per week.

The Shift to Remote Work During the Pandemic

COVID-19 also made telecommuting a necessity for government operations. Federal agencies rapidly adopted remote work in 2020. To keep employees safe and maintain government functions, the Office of Personnel Management told federal agencies they were now advised to consider remote work.

This unusual shift led most government agencies to reassess telework. In 2021, the GAO study revealed that nearly half of federal employees spent full-time at home during the epidemic. Considering the efficiency of remote work in certain agencies, there was a growing interest in hybrid models for the future.

The End of the Pandemic and the Push for In-Person Work

The pandemic eased in 2021 and 2022, and many private enterprises called people back to work. However, the federal government had to balance in-person government employment with remote work’s flexibility.

According to federal employees and their unions, remote or hybrid work arrangements promote work-life balance, productivity, and talent recruitment. Studies revealed that almost 50% of government workers said they were more productive working from home than in the workplace.

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In spite of these encouraging reports, President Joe Biden’s administration and certain government departments have ended widespread remote work for federal employees. Federal workers have been encouraged to return to their workplaces, known as “de-telework,” to resume in-person collaboration, meet government efficiency targets, and re-establish normalcy after the pandemic.

The DOGE and Remote Work

Others term the “DOGE” program presumably the Department of Government and Efficiency as the federal initiative to reinstate effective and collaborative working office productivity lost during the pandemic. Unlike telecommuting, DOGE encourages in-office presence as such efforts are based on the notion that interdepartmental collaboration and face-to-face interactions are inefficiently done remotely. Lacking direct control, public concerns about the productivity of government agencies may be fueling the DOGE movement.

Key Points About Federal Employees Who Telecommute

1. Remote Work During the Pandemic

Feds who could telecommute did so widely during the outbreak. In the pandemic era, remote work increased dramatically across all sectors, including the federal government. Some agencies returned to in-person work sooner than others. The work-from-home trial showed that remote work can reduce distractions and commute time.

2. The Challenge of Returning to the Office

Combining telework and in-person responsibilities is challenging since government employees are encouraged to return to work. Some sectors have resisted restoring in-person obligations as their employees have grown accustomed to working from home.

3. Hybrid Work Models: A Potential Middle Ground

Many federal workers and unions embrace a hybrid work model that balances telecommuting and office work at assigned facilities. The approach is able to serve organizational goals for face-to-face collaborative work but offers flexibility. The issues facing agencies in hybrid models include the potential to manage off-site and on-site employees, new approaches to management, and changes to office space utilization.

4. Concerns About Remote Work and Government Efficiency

A few officials believe that telecommuting diminishes government productivity. An opinion that remote work infringes on responsiveness and immediate collaboration is especially important in high-stakes government sectors that encompass law enforcement, defense, as well as public health may have motivated the creation of DOGE.

5. Employee Sentiment and Job Satisfaction

Federal employees who telecommute enjoy the flexibility, which can enhance job pleasure and retention. Federal agencies that curtail telecommuting may find it difficult to retain telecommuters. The risk of turnover is on the rise because private sector organizations are adopting telecommuting as a competitive edge.

6. Union Advocacy

Federal unions have been high supporters of telecommuting. They believe remote work enhances morale, job satisfaction, and talent acquisition. Federal unions need a modernized flexible workforce; therefore, they are against the prohibition of telecommuting.

7. Impact on Federal Operations

Agencies that have adopted the telecommuting practice need to carefully consider ending it. Abruptly curtailing telecommuting will make it difficult for some departments to return to pre-pandemic productivity levels. Many agencies also depend on infrastructures of technology, cybersecurity, and telecommuting support.

8. The Future of Federal Workplaces

Telecommuting, hybrid models, and in-office mandates are likely to exist within federal jobs. More government agencies will test flexible work arrangements over the next few years, but the trend will be slow and contingent on departmental requirements.

Conclusion

Employees and agencies have unique challenges and opportunities as the federal government moves to reverse remote employment. Federal workers who have been working from home want to go back into offices, but other voices argue that the flexibility and efficiency that the pandemic brought should not be abandoned. What takes place in this debate will shape federal employment for decades to come and will depend on how agencies balance flexibility and efficiency to harness their potential to attract and retain employees, sustain productivity, and meet public needs.