Participation Criteria1. An employee must be in a position that has been designated as a Telework Eligible Position by their employing agency. Factors that may impact an employee’s eligibility to participate in the Telework program are: • The employee completes Commonwealth-required training as part of the request process prior to starting Telework. • The employee completes Commonwealth-required web-based Telework training within the first three months of the commencement of Telework. • The employee’s latest employee performance review (EPR) shows an overall rating of at least satisfactory or equivalent. A supervisor may complete an interim EPR to assess improvements in 1 These criteria represent the minimum requirements. Other criteria may be included (e.g., restricting employees in their probationary periods from Telework or phasing in their eligibility) depending on an agency’s operational needs. employee performance that may enable an employee to participate in the Telework program. • The employee is currently not on a corrective action or performance improvement plan. • The employee is currently not on leave restriction. • The employee has not been the subject of disciplinary action (written reprimand, alternate discipline in lieu of suspension, suspension, or disciplinary demotion) related to time and attendance, work performance or misconduct that would cause management concerns with an employee’s ability to telework within the previous 12 months.
Participation Criteria1. An employee must be in a position that has been designated as a Telework Eligible Position by their employing agency. Factors that may impact an employee’s eligibility to participate in the Telework program are: • The employee completes Commonwealth-required training as part of the request process prior to starting Telework. • The employee completes Commonwealth-required web-based Telework training within the first three months of the commencement of Telework. • The employee’s latest employee performance review (EPR) (not older than 18 months), shows an overall rating of at least satisfactory or equivalent. A supervisor may complete an interim EPR to assess improvements in employee performance that may enable an employee to participate in the 1 These criteria represent the minimum requirements. Other criteria may be included (e.g., restricting employees in their probationary periods from Telework or phasing in their eligibility), provided there is legitimate documentation to support such. Telework program. • The employee is currently not on a corrective action or performance improvement plan. • The employee is currently not on leave restriction. • The employee has not been the subject of disciplinary action (written reprimand, alternate discipline in lieu of suspension, suspension, or disciplinary demotion) related to time and attendance, work performance or misconduct that would cause management concerns with an employee’s ability to telework within the previous 12 months.
Participation Criteria1. An employee must be in a position that has been designated as a Telework Eligible Position by their employing agency. Factors that may impact an employee’s eligibility to participate in the Telework program are: • The employee completes Commonwealth-required training as part of the request process prior to starting Telework. • The employee completes Commonwealth-required web-based Telework training within the first three months of the commencement of Telework. • The employee’s latest employee performance review (EPR) shows an overall rating of at least satisfactory or equivalent. A supervisor may complete an interim EPR to assess improvements in employee performance that may enable an employee to participate in the Telework program. • The employee is currently not on a corrective action or performance improvement plan. • The employee is currently not on leave restriction. • The employee has not been the subject of disciplinary action (written reprimand, alternate discipline in lieu of suspension, suspension, or disciplinary demotion) related to time and attendance, work performance or misconduct that would cause management concerns with an employee’s ability to telework within the previous 12 months.
