U.S. Department of Agriculture: The USDA introduces its “One USDA” business management system. Optimised telework declarations are applied consistently to all vacancy notices in order to publicize the telework programme for new employees. Popa staff members currently have a large number of teleworking opportunities and must meet the conditions for participation. Patent and Trademark Office (USPTO): USPTO said, “The USPTO Telework Enhancement Act Pilot Program (TEAPP) under the Telework Enhancement Act of 2010 will enable the USPTO to retain its highly skilled workforce. In a May 2011 survey of full-time USPTO teleworkers who live more than 50 miles from the agency, two-thirds (68 percent) said the ability to work more than 50 miles from USPTO headquarters would lead them or lead them to work longer for the USPTO. On average, they said seven years of additional service was directly due to the ability to live more than 50 miles from USPTO headquarters. Based on Survery`s responses, the USPTO conscientiously expects the turnover rate of full-time teleworkers on the TEAPP to be lower, i.e. a higher turnover rate than full-time teleworkers by a factor of up to 5% per year for the seven years of teapp.
For example, considering the expected participation of 668 patent examiners in the first phase of TEAPP, a reduced turnover rate of 5 percent would equate to 33 examiners staying at the USPTO longer than they would otherwise. The board made more than 30 recommendations on how the USPTO could further improve the telecommuting program, including the Treasury Department: “Despite so many concerns about the scale of the exodus within government, the Treasury is certainly looking for new and creative ways to maintain its skilled workforce. The Offices of the Department of Finance focus on their pulse monitoring surveys, the number of requests for full-time telework, the federal survey of views and guidance information to look for signs of dissatisfaction, as well as ways to offer employees alternative work situations. “Agencies have worked hard to find potential employees through a large number of teleworking methods. This includes posting teleworking positions on vacancy notices, agency websites and recruitment documents, as well as mentioning telework during interviews. A number of agencies are expanding telework opportunities to new employees and interns and discussing telework policy during the boarding process. Some agencies also measure the impact of telecommuting on Federal Employee Viewpoint Survey (FEVS) recruitment, new employee surveys, exit surveys, target groups, HR data, and job rejection tracking. Just as telecommuting can be a way to attract top talent, it can also be used to keep the best talent and institutional knowledge in an organization. Agencies clearly recognize that turnover is very expensive. With revenue cost estimates between 90 and 200 percent of an employee`s annual gross salary, the strong relationship between telecommuting and the reduction in revenue intentions reported in the 2013 Congressional Report supports the cost benefits of telecommuting. . .