Welcome, everybody. Thanks for being here. This is a hearing for the Regulatory Affairs and subcommittee. Modernizing moving forward using Lessons Learned during the covid pandemic. We should have something good come out of the pandemic. This hearing is focused on what we can gain, whats already been learned, what gaps are still there and what to do to better improve the process. A decade was telework legislation and enhancement act of 2010 set the baseline standard for federal agencies to follow the telework. Over the last ten years, loosing advances in technology, expectations an increase in Cyber Security threats. So many changes in the world makes sense to take a close look at the current policies and strategies in the federal workplace. Its acting as a magnifying glass for improvement. In july with a panel of private industry witnesses during the hearing, we gathered valuable information concerning what private employers have done to support Remote Workforce and we are able to draw Lessons Learned that could help federal workforce recalibrate strategies and policies. We also gained insight into what the current private workforce is demanding. This coupled with environmental challenges we face may help us create remote work policies keep the federal government competitive and qualified individuals. Since early march, agencies have been forced for remote employment on a massive scale. Its been disruptive throughout our lives and im hopeful we can use these challenging times to shine a light on the processes and find longterm solutions providing real value for federal agencies and their employees. There is important telework questions that i believe need clarity on for us to chart a clear path forward in the federal workforce. How do we best prepare employees so during a future disaster pandemic again seamlessly transitioned into a workforce policy . How to retrain managers, stay engaged workers. Would open up opportunities to hire anywhere in the country. I want to make sure Cyber Security and improvements for the forefront of future telework legislation conversations. Today, i look forward to hearing from the line. Youve heard evidence of agencies overcoming challenges of emotional reward workforce but today we have the opportunity to hear from this source. Help as we take what we learned to create more efficient, complex and better workforce. I want to thank this panel were taking the time from the busy schedules, you read statements in advance and you have been a part of this for your testimony as well. We appreciate the opportunity to pick yr brain and hear about what the agencies have done in the expenses youve gained in e process. For anyone watching this hearing, this is called a hybrid hearing. Somendividuals are here, theres very few. For witnesses will testify in this hearing, to our lives, to remote and most of the individuals here will be remote for this hearing and everyone is very well spaced to make sure we mainta social distancing. We are being attended all of the basic elements through thisut i want to get this information out, it is important to get on the record. Like to recognize Ranking Member for opening remarks, she is joining us remotely. Thank you. With our last subcommittee of the year, i want to thank you for your leadership throughout the year. It has been a pleasure to work with you. I want to submit a statement from the american confederation, i appreciate witnesses joining us today and i have hoped witnesses would agree to join remotely because i think it would be a great message to show our committee and the country has covered numbers are increasing across the country and demonstrate our ability to work remotely and adapt to this changing world. Today, this hearing is importa important, so the myth that telework automatically means decreased productivity. My office has been working completely virtual since march and theres no disruption in our work. Our team is working to help arizonans. Increasing part to the activity, allow workers what they need to care for the kids and loved on ones. The key to develop an effective telework strategy, the workers the tools they need and everyone understands the policies. Learning more about the challenges you all will overcome the operational challenges remain. It is important to note the risk of returning workforce in the offices to sin. Recent articles, more than 100,000 federal employees nationwide tested positive for covid. Many states have seen alarming rises covered cases recently. This weekend, arizona, positive covid test has reached its highest level in three months and the number of arizona for covid the beginning of this week was 70 higher than it was november 1. While most federal employees continue to work from home, there are certainly some such as agents and officers of the border, postal workers, staff who cannot do so. To protect the individuals, it is critical to allow telework to minimize people in federal buildings. With that, i yield back and look forward to today. Thank you. I want to proceed with testimony from witnesses. Joining us remotely, the action director Strategic Issues team she oversees the agencies work on federal Human Capital issues serving cover over 20 years on the Healthcare Team throughout her ten year. Shes been recognized numerous awards including two Service Hours and distinguished Service Award and shall testify first and join us remotely. The Deputy Assistant secretary administration of the department of transportation and blend with the Department Since 1991. He provides ldership and oversight in areas of Human Resources, security, audit relations, acqsitions and grants, transportation and facilities and space management. What do a you think . Well talk about that. The director of the department of office and Human Resource management, sydney is here, the chief Human Capital officer, the chico at the u. S. Department of labor, over 40 years of federal services spent in human serces related occupations. Responsible for the department hun capital policies and programs and key advisor to the department of leadership on Employee Engagement efforts. She joined the departmt of labor in 2011 previously served of the labor of statistics and trademar office and personal management. Thk you for being here. The assistant director Deputy Commission and deputy chief Information Officer for it. Eviously served as the acting depu commissioner for communications and assistanthe Deputy Commissioner for social securis review. Cial Security Administration observed in variousnalytical technical and leadership potions over 15 years with the department of our cultural here in washington d. C. To think all four of you for being here. It isustomer to swear in all witnesses that appear before us so pleasetand and raise your right hand. Even remotely, sry about that. F you swear the subcommitteeill be the whole truth, nothing but the truth thank you. Let the record reflect all the answers in the affirmative. We are using even the folks joining us remotely, should be able to see the time as well as you go to the process. Give as much time as possible for questions and conversation we go through this in the process. With that, i recognize you for your opening stament. Members of the subcommittee, i am pleased to be here today to discuss federal telework. The federal agencies and federal woforce it can help retention employees, reduce the need for office space and Ranking Member mentioned, providing opportunities to better balance work and family demands. The agency can accomplish missions during periods of destruction. As y know, during the current covid pandemic, allow federal employees to work rotely for sustained Agency Operations and serve the American Public. Previously identifies practices lework related guidelines for federal agencies shod implement as part of a successful tework program your attention to theey practices and remove telework participation. Written statement with all the key practices we i identified ad i will highlight three ts afternoon. First, t facilitate telework, agencies should have telework that outlines t agreedupon Work Arrangements between agenc managers and teleworking employees. The enhancement act of 2010 requires agencieo have the written agreement. In 2017, we reported selected agencies do n require regular reviews or documents of reviews of the telework agreement. Gin the likelihood of chang in work responsibility and employee schedule over time, it is impornt for agencies to regularly review telewor agreements to ensure that they reflt and support their current business. In addition, if they are not uptodate, agencies may use inacrate telework data for making decisions such as spaceay planning and technology investment. The second key practice i will highlight this training. Telework invves a different way of working as well as supervising employees. As such, agencies are required to provide traing for eligible employees and managers of teleworkers. Such training should cover agencies telework policies provide an orientation to telework that focus on Telework Program actities including it applications use while teleworking and Performance Management. For 2017 review of selected agencies Telework Program, managers were generally not required to complete training before approving the agreeme. Managers may have been approving or denying requests for telework before they fly understood the agencies telework policies and goals. The third key programs evaluation. It is important for agencies to develop progra evaluations tools. This should include a tracking system to help accurately determine telework litation of the agency, agencies should use the evaluation tools identify problems or iues with the programs and progress in achieving progr goals. Agencies should then develop an actual guide and changes. Assessments of costs and benefits including cost sings of agencies telework commands help decisionmakers in determining the overall effect and valu of telework. Our past work on selected agencies have littl data to support whats associated with Telework Program. It indicated agencies have proved in their ability to track cost savin but not all agencies are reporting cost savings information in response to the annual telework. Inonclusion, the telework he practices they have identified, several of wch are required to prove a roadmap for federal agencies to successful and from the lework program. We have previously found agencies face cllenges related to incrementing Telework Programs tt align with the key practices. The challenge is agencies face provide viable lrning opportunity as you look to expand and modify programs. Programs can be for federal employees and the public. This includes remarks, and happy to answer any questions you may have. Thank you. Chairman langford. Members of the subcommittee, thank you for the opportunity to discuss federal telework during the covid19 Public Healtht emergency on behalf of the u. S. Department of transportation. Cy on the Deputy Assistant secretary for administration and have been with the department 29 years. The department longstanding support for an encouragement of telework across our widespread operations proved its value and stability when we quickly and seamlessly converted headquarters and Field Operations midmarch to maximum telework to meet the covid19 Public Health emergency. Telework has been a critical flexibility that enables employees to ensure america as the safest, most efficient and modern Transportation System in the world. It boosts our economic productivity and Global Competitiveness and enhances the quality of life in both rural and urban communities. Telework allows the department to achieve important performance goals and improve the departments capabilities to support all and National Security requirements all while supporting employees worklife balance outcome. In 2013, well before the onset of covid19, dot can implement in agencywide policy in accordance with the telework enhancement act of 2010. The policy encourages use of telework includes notifying 100 of our employees of the individual telework individual telework policy. It remains in effect today. Dot leaders encourage the use of telework the maximum extent possible while maintaining Office Coverage and operations to ensure your teeth Telework Programs, Community Telework exercises to get employees and managers opportunities to practice working remotely and oest Information Technology capacity to support telework. Those efforts resulted in additional investments, emerging technologies and innovation including Virtual Private Networks and virtual infrastructure. Dots maximum telework is virtually seamless following the onset of the covid19 Public Health emergency. Because of advanced preparation across dot, the federal employee teleworkers increased from about 14000 to 30,000 in march without disruption to the agencys mission network. Under normal circumstances, typically, under half of the dot total workforce is telework eligible and about a quarter on average. The onset of the Covenant TeamHealth Emergency, upwards of 60 seof the total workforce works monthly. The remaining positions are in positions that require physical presence to perform work responsiblys such as air Traffic Controllers the federal aviation administration, line handlers the development corporationir and merchant mariners in the administration. Perhaps one of the most valuable Lessons Learned was the use of insertable flexibility when leveraging the telework policy, work schedule and procedures and Human Resources . Abilities and authority. As a result, some offices are ocviewing plans to reduce their Office Footprint by eliminating these space and maximizing in telework with the covid19 Public Health emergency and. The motion environment has provided dot with an opportunity cyto limit relatively new in various methods of communicating with both large and small grou groups. Maximum telework also presented ongoing challenges including adjusting to new dynamics and synergy virtually. Limited assets to Office Supplies and equipment and conductivity issues for something several months to this new reality, thousands employees are not teleworking fulltime managers are expanding how the organizations can function successfully under these conditions providing Vital Information with decisions about operations. The department has been successful at implementing some of telework dot has a wide array of workforce and has maintained a consistent level of operations and productivity during thet. Health emergency. Thank you again for the opportunity to appear before you today to discuss federal telework during the covid19 Public Health emergency on behalf of the department of transportation. Im happy to answer any questions you may have. Thank you. Chairman langford and members of the subcommittee. Thank you for the invitation to testify today. March 11, 2020, a Novel Coronavirus disease covid19 was declared a pandemic by the World Health Organization. March 13, 2020, the United States declared 19 outbreak a National Emergency and by mid march 2020, the u. S. Department of labor entered the maximum telework washer due to the covid19 Global PandemicHealth Emergency. As it became clear to us that covid19 impact would require significant modifications to the department operation, the office of Human Resources the tools available to support the department in moving to a maximum telework posture modifying internal guidances as necessary. Issuing a guidance increase Technical Assistance ton employees and managers and responded to hundreds of inquiries from managers and employees on a full range of Human Resources issues including pay, leave, benefits, staffing, telework, Work Schedules and other place flexibilities additionally, they rapidly developed patents related to Emergency Paid Sick leavell offered under the family first Coronavirus Response act to ensure our employees who were unable to g work or telework due to qualifying covid19 rel