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Phase I: Telework Assessment & Profile Process Phase II: MIA-(Mitigation Investment Analysis) Phase III: SAM-(Scenario Assessment Model) Phase IV: PRD-(Policy Review and Development) Phase V: TIP-(Telework Implementation Plan) Phase VI: MRP-(Monitor and Refinement Program

This PowerPoint presentation shows the level of detail used to support your deployment. POWERPOINT SLIDESHOW conversion by PPT2HTML Once the Deployment Plan and Implementing Policies are adopted, select departments will begin to convert a Five-year plan into quarterly action steps. Applying space recovery parameters to the deployment schedule gives rise to the Space Conversion program. Applying the Office Configuration to the deployment schedule gives rise to the Acquisition and Refurbishing and the Technology Modification Programs. Applying the Training Syllabus to the deployment schedule defines the Training Program. Applying the Travel Demand Options to the Deployment Schedule defines the Incentives and Infrastructure Program. In contrast to most other approaches, the TDP only now begins to look at individual employees. Just as you would assign an employee to the facility that you wish them to work in, so too, should teleworkers be assigned. However, a mandatory deployment is never recommended and you want to be sure that any employee that is deployed is both properly trained and personally suited for this work option. The TDP introduces two additional tools: Telework Compatibility Assessment- This tool is administered to all employees working in the Job Classes that are scheduled for deployment. The individual characteristics and personal preferences are considered as the home environment. Most importantly, if there is a reason why someone would not want to telework, this provides an opportunity to opt out. The individual's manager reviews the results of this assessment and makes a recommendation about whether or not they should be deployed or not. Managerial Attitude Assessment- Because manager's assume an even greater link between the employer and the employee, their attitudes about telework is very important. This assessment examines and documents the manager's supervisory preferences and techniques.

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