TELEWORK!VA
2003
TELEWORK RESEARCH RESULTS
SPONSORS:
Virginia
Department of Rail and Public Transportation
Contact:
Charlene “Gus” Robey, TDM and Marketing Section
Washington Metropolitan Council of Governments
Contact: Nicholas Ramfos, Department
of Transportation Planning
RESEARCH VENDOR:
LDA Consulting, Washington, DC Date conducted: 2003
and
THE MARKETING SOURCE, INC.,
Chester, VA.
Contact: Joni Carter
Telephone: 804-438-6091
Email: marksorc@crosslink.net
OVERALL PURPOSE:
This research was designed to evaluate the Northern
Virginia Telework!VA program originally developed though employer focus groups
conducted in 2000. The assessment
included input provided by employers participating in the program, employers
that inquired but declined participation in the program and contractors. The findings were used to enhance the
Northern Virginia Telework!VA program.
VDRPT and WMCOG used the results of this research to identify and
implement program enhancements that would encourage increased employer
participation in Northern Virginia.
Program website: www.teleworkva.org
OBJECTIVES OF RESEARCH:
Ž Determine
what motivated employers to participate in the Northern Virginia Telework!VA
program.
Ž Evaluate
participating employers’ satisfaction with Telework!VA.
Ž Understand
reasons that employers considered signing up for the Telework!VA program but
chose note to participate.
Ž Identify
program enhancements that would encourage participation.
Ž Define
the programs appeal to larger employers (300+ employees).
Ž Gain
insight and suggestions for program enhancements from Telework Contractors.
METHODOLOGY:
|
Mode of Data Collection |
Focus Group, Telephone interviews |
|
Area Represented |
Northern Virginia |
|
Group Population |
Participating employers – telephone interviews “Inquiry/Withdraws” – focus group Large employer – focus group Contractors – telephone interviews |
SELECTED KEY FINDINGS
Ž Participating
Employers – One group included employers who are receiving
or have received assistance, support, and or incentives through the program. The key objective of the research with this
group was to identify what motivated their participation and how satisfied they
have been with the program’s services.
Ž The
following topics and sub-topics were included in the individual interviews with
employers that were participating in the program:
–
Worksite
telework program background
–
Decision
process to join TWVA
–
Experience
with TWVA assistance/benefits
–
Worksite
telework program results
Ž Inquiry/Withdraws – The
second group included employers in the following situations:
– Inquired about the program but chose not to submit an application to participate, started the application process but did not actually sign a contract with VDRPT, or signed a contract, but did not implement a formal telework policy.
Ž The
focus group for employers that expressed interest in the program, but did not
ultimately participate examined the following topics:
–
Introductions
and explanation of process
–
Attitudes
regarding employee commute
–
Attitudes
toward telework
– Perceptions about the TWVA program
– Understanding lack of participation
– Reactions to details of TWVA incentive program
–
Future Interest in the TWVA program
Ž
Large Employer – The
third target population was employers with more than 300 employees that were
not participating in the program and did not inquire about the program. The majority of participating employers and
those that expressed interest have fewer than 500 employees in Northern Virginia. A Focus group with large employers helped
determine the reasons large employers had not taken advantage of the program
and identified program enhancements that would make Telework!VA more attractive
to large employers.
Ž Large
employers were asked to discuss the following topics in the focus group:
–
Introductions
and explanation of process
–
Attitudes
regarding employee commute
–
Attitudes
toward telework
– Past perceptions about the TWVA program
– Reactions to details of TWVA incentive program
–
Future Interest in the TWVA program
Ž Contractors – The
researchers also contacted the telework consultants hired by COG to provide on-site
assistance and support to participating employers in starting or expanding a
worksite telework program. Research
with this group examined the contractors’ impressions of employers’ needs and
program experience. In addition,
contractors were asked to evaluate administrative features of the program, such
as qualifications and contract provisions. The participating contractors were
interviewed by phone.
Ž Telework
contractors were interviewed on the following topics:
–
Description of
assistance provided to employers
–
Program
features
–
Program
extension to other employers
–
Experience
with MWCOG/contract
Ž The
inquiry/withdrawal group, participating group, and large employer group all
shared several reactions to the Telework!Va program. First, they felt that the program was more complicated than
necessary. Secondly, each group
struggled with the fact that this program is geared toward Virginia residents
only. This raises a number of
complications when much of their workforce lives in Maryland and the District of
Columbia. Thirdly, they also expressed
similar perceived barriers of teleworking (i.e., how to supervise telework
employees, lack of “face time”, and how to fairly identifying which employees
participate in the program). Lastly,
they agreed that awareness of the program is low and therefore needs additional
advertising to increase awareness and familiarity.
RECOMMENDATIONS:
Ž Simplify
the entire application process, requirements, and contract in every way
possible. Shorten the entire process so
that the program is not so complicated to implement.
Ž Work
towards a coordinated tri-state program for the DC metro region.
Ž Allow
more flexibility in the program so that employers can customize their telework
program.
Ž Equipment:
Consider giving employers the option of leasing or buying equipment.
Ž Consultants:
If possible, allow employers to choose their own consultant (if desired), even
if they are not on the list.
Ž Telework
Requirement: Consider changing the participation requirement to focus on the
total numbers of days that employees telework.
Ž Reimbursement
Plan: Consider offering a tax credit instead of the current reimbursement
plan.
Ž Reimbursement
Cap: Consider a sliding scale that is
based on employee size.
Ž Offer
tools to further help employers, such as templates or sample forms on the
Telework!Va website that represent examples of formal telework policies.
Ž Continue
to provide training and training materials for firms that request it and
reinforce the benefits of teleworking as a recruitment and retention tool.
Ž Identify
Specific Audiences such as small entrepreneurial companies.
Ž Increase
awareness of Telework!Va.
Ž Consider
using testimonials to promote the benefits of teleworking.
Ž Determine
the financial impact of telework arrangements on a company’s bottom line.
Ž Use the
terms “teleworking” and “telecommuting” interchangeably in advertising.
Ž Continue
to advertise the benefits of telecommuting.
Ž Continue
to use the Telework!Va website as well as traditional media formats.
AVAILABLE DOCUMENTS:
|
Moderator’s Guide |
|
Final Report |
KEY WORDS:
Employer
studies, MWCOG, Northern Virginia, Telecommuting, telecommute, telework,
Teleworking, Telework!Va