Introduction

The Texas Space Commission’s (hereinafter “TSC,” or “agency”) Telework Plan governs the criteria and guidelines used to determine the suitability for agency employees to conduct agency business outside their regular or assigned temporary place of employment during standard business hours. The Telework Plan includes expectations of work performance and evaluation methods, and security adherence requirements for agency staff who are approved for telework. 

Telework is a discretionary program and not a universal entitlement. It may be permitted when it supports or enhances the agency’s business objectives and mission. 

Definitions

For purposes of this policy:

  • “State agency” means an agency as defined in Texas Government Code §658.001.
  • “Telework” means a work arrangement allowing an employee to conduct, on a regular basis, some or all duties away from the assigned work location during established work hours. “Full-time employee” means a person required to work at least 40 hours per week.
  • “Regular or assigned temporary place of employment” means the physical workplace
    assigned by TSC.

Eligibility and Suitability

Under Government Code §658.010(a), an employee shall, during normal ofϐice hours, conduct agency business only at the regular or assigned temporary workplace unless traveling or authorized 
to telework under §658.011. Telework is not automatic and must be formally approved in accordance with this plan. 

The Executive Director may authorize a telework arrangement for an employee to: 

  1. Address a lack of available office space; or
  2. Provide flexibility that enhances mission performance.

Telework may be considered based on the agency’s business needs, the nature of the position, and the employee’s performance history. This includes but is not limited to roles that primarily involve electronic transmission of work, analysis, contract or grant management, research, and writing. 

Access to specific equipment that is not easily or practically portable, or services that cannot otherwise be performed securely and appropriately in an alternative location, may not be 
considered eligible. 

The Executive Director or designee must expressly authorize telework requests that deviate from the agency’s telework plan.

Evaluation

To participate in the telework program, agency employees must: 

  • Meet all core competencies and performance expectations, and/or have a satisfactory performance evaluation on file;
  • Maintain established performance standards for the duration of the telework period;
  • Adhere to all agency rules;
  • Ensure safekeeping of agency documents and information;
  • Maintain a safe and secure workspace free from hazards and other dangers to the employee or department equipment; and
  • Have demonstrated the ability to work independently and effectively, including communicating with internal and external parties; and
  • Have a written signed telework agreement on file that is acknowledged annually.

Agency management must:

  • Establish, communicate, and define performance expectations and the measures used to assess performance and telework suitability throughout the duration of the telework 
    period;
  • Maintain effective communication and staff relations through periodic formal or informal performance discussions, and ensure teleworking employees are adhering to performance and communication standards within the agency;
  • Ensure the position’s duties are suitable for telework, including providing and adhering to physical and informational security policy and protocols; and
  • Ensure annual evaluation of the telework program’s implementation and effectiveness.

Prohibitions and Revocation

  • Telework is a discretionary privilege, not a right and nothing in a telework agreement, agency telework policy, or agency telework plan creates any contractual entitlement.
  • Telework employees are prohibited from conducting in-person agency business at the employee’s personal residence or offsite location.
  • A telework agreement does not prohibit the agency from requiring an employee to report to the employee’s regular or assigned temporary place of employment on a day the agreement otherwise authorizes telework. If an employee has approval to telework on a day or time that conflicts with an in-person meeting, special event, or other engagement the agency deems necessary, the employee must report in person.
  • Telework cannot fundamentally alter the manner in which job functions are customarily performed or cause substantial financial or administrative burdens.
  • Positions requiring regular in-person interactions necessitating the use or maintenance of on-site equipment, functions, and or on-site location-specific duties may not be eligible for 
    telework. If the use of agency resources, tools, equipment, or other tangible or intangible items at a state office building is required to perform job functions most effectively and efficiently, telework may not be allowed.
  • Telework may be granted, limited, amended, or revoked at any time, with or without advance notice. The Executive Director or designee makes telework determinations based on business needs, employee performance, job functions, team dynamics, and/or other necessary factors.
  • Agency staff who do not adhere to the agency’s telework plan, agency telework policy, agency policy and procedures, or who fail to maintain performance standards, may have their telework privileges suspended, modified, or revoked.