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Telework Plan

Introduction

The Texas Comptroller of Public Accounts’ (hereinafter “Comptroller’s Office,” “CPA,” 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.

Agency Overview

The Comptroller’s office is the state’s chief financial officer, overseeing tax collections, managing state funds, and forecasting revenue. Operations are conducted at the agency’s Austin headquarters, as well as in offices across Texas and in other states as business necessitates. Visit Office locations, hours and contact information for details.

CPA staff who conduct agency business outside of the Austin area include property tax appraisers, tax auditors, enforcement officers, criminal investigations peace officers, and operational support staff. Many agency staff conduct agency business at assigned CPA field offices, established primary or temporary worksites, at taxpayers’ worksites, or a similar combination or variation of each.

For positions requiring frequent travel or when specialized expertise is necessary, the primary established work locations may be remote and not assigned to a standard CPA office.

Visit “About” for more information about the Comptroller’s office functions.

Definitions

Under Texas Government Code § 658.011(3), telework is “a work arrangement that allows a state employee to conduct all or some of their work away from a state office building during all or a portion of the state employee’s established work hours on a regular basis.”  

Notwithstanding telework provisions, temporary situational telework requests that do not disrupt agency business may be considered by agency management on a case-by-case basis. Agency employees must meet all eligibility and suitability criteria defined within the telework plan to be considered for an alternative temporary work location request.

Program Objectives

The telework program is designed to:

• Address a lack of office space
• Provide reasonable flexibilities that enhance the agency’s ability to achieve its mission

The agency may consider telework requests that improve productivity, enhance employee retention initiatives, and support the agency’s Strategic Plan (PDF).

The agency strives to provide balanced and flexible work arrangements that help retain invaluable institutional knowledge within the agency. Additionally, providing reasonable telework arrangements may be considered to support the agency’s continuity of operations plans, such as emergencies, office closures, or events that impact the agency’s ability to conduct business.

Eligibility and Suitability

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, auditing, contract 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. For example, roles that require industrial equipment or printers, provide services directly to the public or within the agency, and/or handle physical records may not be considered eligible for telework.

The Deputy Comptroller 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 division management performance evaluation on file
• Maintain established performance standards for the duration of the telework period
• Have a telework policy agreement on file that is acknowledged annually
• Have demonstrated the ability to work independently and effectively, including communicating with internal and external parties

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
• Complete a formal performance evaluation at least every 12 months  
• 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

Prohibitions and Revocations

• Telework employees are prohibited from conducting in-person agency business at the employee’s personal residence or offsite location, barring extreme, unforeseen, and unavoidable circumstances, such as severe weather events, public health or safety concerns, and infrastructure or facilities issues. Assessing and granting exceptions are considered on a case-by-case basis. 
• 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 Deputy Comptroller 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 policy, divisional policy and procedures, or who fail to maintain performance standards, may have their telework privileges suspended, modified, or revoked.