In some cases, officials said employees were more productive on a remote schedule than they were in the office.
At the Department of Social Services, for example, Acting Director Jennifer Tidball said homebound workers are processing Medicaid applications at a faster pace than they did when they were in an office.
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Parson’s Office of Administration, which serves as a human resources department for the state, is currently working with departments to identify alternative work standards across all departments, spokesman Chris Moreland said.
“These standards include providing training, regular in-person meetings, mentors, onboarding and performance measures. Departments are submitting plans identifying compliance to meet these standards,” Moreland said.
In addition, the various state agencies are developing plans that identify positions eligible for alternative work and how they will meet those standards.
“Those plans will be reviewed with the Governor’s office prior to implementation,” Moreland said.
Parson said a system needs to be in place to be able to measure the success or failure of people who are not in the office.
“How do you judge those people who go home? How do you judge their workload? And how do you do it uniformly?” Parson asked.
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