URBAN PARTNERSHIP
AGREEMENT
TELECOMMUTING
Adeel Lari
State Local and Policy Program, HHH
University of Minnesota
July 10, 2008
WHY TELECOMMUTE?
Telecommuting is the most cost effective and
fastest method to reduce congestion
Only 2.9% of the Minneapolis workforce telecommutes
UPA
TELECOMMUTING
PROGRAM
OBJECTIVES
Federal Telecommuting
What Can be done ?

Securing agreements from major area
employers to establish or expand
telecommuting and flex scheduling
program
UPA Requirement

Increase the use of Result Only Work
Environments (R.O.W.E.) within the region
UPA Telecommute Program
Objectives

Reduce congestion

Increase telecommuting
TELECOMMUTING
OPTIONS
Traditional Telecommuting



Allows employees to work
from home via the internet
Flexible work arrangements
build trust
Focus on performance and
hours—employer policies
apply
ROWE—Results Only Work
Environment


Deep impact on the
business culture,
operation and mindset
of the management
and personnel
No schedules. People
make choices about
where and when work
is done.
Free to work where ever you want, when ever
you want, as long as the work gets done.
ROWE Attributes

The focus is on results and results only.

Establishes the ultimate state in work flexibility

Allows every employee the freedom to do their
best work the way they work best
ROWE Provides



Equal opportunity for
all to participate
regardless of job duty
or job level
Incentive to work
where/when it’s best
for business and
personal pursuits
Opportunity for
SUSTAINABLE change
Flexible work
arrangements
ROWE work
environment


No permission needed

Permission required

Employee managed

Management controlled

Based on the work

Based on hours and work

Requires accountability

Requires policies/guidelines

Focus on “the work”

Focus on hours and work

TELECOMMUTING
BENEFITS
Universal Telecommuting
Benefits

Reduce Congestion

Energy Conservation

Environment Preservation

Enhanced Safety

Improved Health
Corporate Telecommuting
Benefits

Cost Savings




Premise costs
Office overhead costs
Labor
Increased Productivity & Motivation


A flexible and independent work environment
leads to increased productivity as well as
elevated motivation and morale
Less absenteeism
Corporate Telecommuting
Benefits

Employee and Skill Retention





Retain the “sandwich” segment—Boomers tasked with
caring for both children and aging parents
“Career Break” Retain employees part-time
Employees are less motivated to leave
Training costs reduced with higher retention rates
Flexible Staffing

Hiring talent not limited to geographic area
ROWE Results


Culture RX reports an average of 35%
productivity increase at Best Buy
Significant retention increase
Voluntary
Turnover
Rate
Involuntary
Turnover
Rate
INDIVIDUAL
BENEFITS
Individual Telecommute Benefits

Savings! Today gas prices are top-of-mind


Weekly commute costs are sky rocketing
Time savings is a high priority for busy
families
Individual Telecommute Benefits

Life Quality & Balance



A better balance between work and family
Reduced stress related to rush hour commute
More time for health and wellness activities
Better Health + Less Stress = More Work Focus
TELECOMMUTING
BARRIERS
Telecommuting Barriers

Technology is no longer a telecommuting
barrier—the challenge for corporations is a
cultural barrier
Telecommuting Barriers

Management by Observation vs. Objectives



Corporations need to shift measures on results
Commitment to better monitor & measure results
Telecommute programs force reliable results
measurement
Telecommuting Barriers



Perception telecommuters are loafers
Some employees perceive telecommuting
a hindrance to career advancement
Negative perception mainly created by
employers

An embraced telecommute program alleviates
employee apprehension and resistance
Telecommuting Barriers

Telecommuting is not for everyone
Those with poor personal motivation
 Young employees just entering the workforce
 Going to work is an important aspect of life—
social & skills value
Not all work task are best
performed or appropriate for a
telecommute setting.



Some types of work value team
synergy and the rub off effect
TELECOMMUTING
FUTURE
Telecommuting Future

Telecommute programs are expected to become a
viable planning element to:



Reduce congestion and pollution
Preserve and protect the environment
Our weak economy may help drive support for
increased telecommuting programs
Work plan for UPA
UPA STEERING
COMMITTEE
TELECOMMUTE
STEERING
COMMITTEE
MANAGEMENT
MARKETING
EDUCATION
IT
CONSULTING
R.O.W.E.
CULTURE RX
TRADITIONAL
TELECOMMUTE
MEASUREMENT
&
EVALUATION
U of M Research – NIH
Funded

2 year study to understand how a ROWE affects
health/well-being. Research findings support a ROWE as
having the long-term potential to change work behavior and in turn affect commuting behavior


Employees in a ROWE are ‘less apt’ to commute vs. the
control group, instead choosing to work other places
besides the ‘office’
Employees in a ROWE report having less of an increase
in commute times vs. the control group– choosing
other times to commute other than ‘rush periods’.
Tribune Editorial


Putting aside the private benefits and
drawbacks, telecommuting is a clear winner
from a public policy standpoint. Every worker
at home is one fewer worker burdening the
roads and public transportation systems.
Designing public policies and infrastructure to
increase the at-home workforce can have
both public and private benefits.