Bill Overview
Title: SHOW UP Act of 2022
Description: This bill requires each executive agency to reinstate the telework policies that were in place on December 31, 2019. Agencies may not implement expanded telework policies unless the Office of Personnel Management certifies that such policies, among other requirements, will have a positive effect on the agency's mission and operational costs.
Sponsors: Rep. Herrell, Yvette [R-NM-2]
Target Audience
Population: Federal executive agency employees with telework arrangements
Estimated Size: 2000000
- The bill affects federal executive agency employees who have been working under expanded telework policies since after December 31, 2019.
- As of 2023, there are about 2.1 million civilian federal employees, though not all of them telework; however, many agencies significantly increased teleworking during the COVID-19 pandemic.
- The bill requires these employees to revert to the telework policies from December 31, 2019, meaning it impacts those who had flexible or expanded telework arrangements.
- Some federal employees in roles that necessitate physical presence may be less impacted, or not at all, compared to those who primarily worked remotely since the pandemic.
Reasoning
- The SHOW UP Act of 2022 affects federal executive agency employees who have been allowed expanded telework policies beyond those in place at the end of 2019. During the COVID-19 pandemic, many federal employees shifted to telework, and this bill would require a return to pre-pandemic telework policies.
- The budget suggests that the policy is not meant to drastically change infrastructure but to enforce policy realignment with pre-pandemic conditions. The $150 million in the first year indicates administrative adjustments rather than extensive facility changes.
- Employees with roles like IT, administration, or research who have adapted well to telework may face more disruption compared to those whose roles have required physical presence throughout. The bill may not impact all 2.1 million federal employees, but a significant portion involved in telework.
- The population's response to the rollback of telework policies may vary, with diversity in opinion on flexibility, work-life balance, and productivity.
Simulated Interviews
IT Specialist (Washington, D.C.)
Age: 35 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 5.0 years
Commonness: 8/20
Statement of Opinion:
- I've found working from home very efficient. The lack of commute has given me more personal time and reduced stress.
- Returning to the office might negatively impact my productivity.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 7 |
| Year 2 | 5 | 8 |
| Year 3 | 5 | 8 |
| Year 5 | 5 | 8 |
| Year 10 | 4 | 7 |
| Year 20 | 4 | 6 |
Project Manager (Denver, Colorado)
Age: 42 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 3.0 years
Commonness: 7/20
Statement of Opinion:
- Having the ability to work from home has been crucial for managing my team across time zones.
- I'm concerned this change will affect work-life balance and operational efficiency.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 8 |
| Year 2 | 7 | 8 |
| Year 3 | 6 | 8 |
| Year 5 | 6 | 7 |
| Year 10 | 5 | 7 |
| Year 20 | 5 | 6 |
Administrative Assistant (Atlanta, Georgia)
Age: 29 | Gender: female
Wellbeing Before Policy: 5
Duration of Impact: 2.0 years
Commonness: 10/20
Statement of Opinion:
- Telework has been less beneficial for my role that relies on direct access to office resources.
- I think I'm more productive in the office.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 5 |
| Year 2 | 6 | 5 |
| Year 3 | 5 | 4 |
| Year 5 | 5 | 4 |
| Year 10 | 4 | 4 |
| Year 20 | 4 | 3 |
Federal Investigator (Los Angeles, California)
Age: 50 | Gender: male
Wellbeing Before Policy: 6
Duration of Impact: 0.0 years
Commonness: 9/20
Statement of Opinion:
- While remote work is helpful for certain tasks, my job requires me to be on the ground.
- The policy change won't affect my primary work, but some administrative processes might slow down.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 6 |
| Year 2 | 6 | 6 |
| Year 3 | 6 | 6 |
| Year 5 | 6 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 6 | 6 |
Human Resources Advisor (Chicago, Illinois)
Age: 38 | Gender: female
Wellbeing Before Policy: 8
Duration of Impact: 4.0 years
Commonness: 6/20
Statement of Opinion:
- Remote HR operations have been effective, though I understand the need for some in-person interaction.
- There might be discontent among employees who prefer telework.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 8 |
| Year 2 | 7 | 8 |
| Year 3 | 6 | 8 |
| Year 5 | 6 | 7 |
| Year 10 | 6 | 7 |
| Year 20 | 5 | 6 |
Budget Analyst (Boston, Massachusetts)
Age: 60 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 2.0 years
Commonness: 5/20
Statement of Opinion:
- Teleworking has been beneficial as I near retirement, providing me with more comfort and focus.
- The change in policy feels unnecessary for people in my situation.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 7 |
| Year 2 | 5 | 7 |
| Year 3 | 4 | 7 |
| Year 5 | 4 | 6 |
| Year 10 | 4 | 6 |
| Year 20 | 3 | 5 |
Environmental Scientist (San Francisco, California)
Age: 47 | Gender: female
Wellbeing Before Policy: 7
Duration of Impact: 3.0 years
Commonness: 6/20
Statement of Opinion:
- Being in the lab is crucial, but the ability to analyze data remotely has been a breakthrough.
- Combining both was optimal; discontinuing telework fully could hinder my work flexibility.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 7 |
| Year 2 | 6 | 7 |
| Year 3 | 6 | 7 |
| Year 5 | 6 | 6 |
| Year 10 | 6 | 6 |
| Year 20 | 5 | 5 |
Public Affairs Specialist (Dallas, Texas)
Age: 31 | Gender: male
Wellbeing Before Policy: 8
Duration of Impact: 3.0 years
Commonness: 8/20
Statement of Opinion:
- Telework has allowed more creativity and less commute stress, improving my productivity.
- I'm not sure reverting back will serve any useful purpose.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 7 | 8 |
| Year 2 | 6 | 8 |
| Year 3 | 6 | 8 |
| Year 5 | 6 | 7 |
| Year 10 | 5 | 7 |
| Year 20 | 5 | 6 |
Junior Analyst (Phoenix, Arizona)
Age: 24 | Gender: female
Wellbeing Before Policy: 6
Duration of Impact: 5.0 years
Commonness: 7/20
Statement of Opinion:
- I'm used to remote work, and moving to the office might be a difficult adjustment.
- I believe telework should be more widely accepted.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 5 | 6 |
| Year 2 | 5 | 7 |
| Year 3 | 5 | 7 |
| Year 5 | 5 | 7 |
| Year 10 | 4 | 6 |
| Year 20 | 4 | 6 |
Program Manager (New York, New York)
Age: 55 | Gender: male
Wellbeing Before Policy: 7
Duration of Impact: 2.0 years
Commonness: 7/20
Statement of Opinion:
- The hybrid model has worked well for my team; this rollback feels like a step backward.
- Certain meetings need to be in-person, but a blended approach is more effective.
Wellbeing Over Time (With vs Without Policy)
| Year | With Policy | Without Policy |
|---|---|---|
| Year 1 | 6 | 7 |
| Year 2 | 6 | 7 |
| Year 3 | 5 | 7 |
| Year 5 | 5 | 7 |
| Year 10 | 5 | 6 |
| Year 20 | 4 | 5 |
Cost Estimates
Year 1: $150000000 (Low: $100000000, High: $200000000)
Year 2: $160000000 (Low: $110000000, High: $210000000)
Year 3: $170000000 (Low: $120000000, High: $220000000)
Year 5: $180000000 (Low: $130000000, High: $230000000)
Year 10: $0 (Low: $0, High: $0)
Year 100: $0 (Low: $0, High: $0)
Key Considerations
- Agencies must revert to pre-2020 telework levels unless approved, possibly affecting workforce morale and productivity as employees were accustomed to increased flexibility.
- Potential changes in work-life balance for federal employees who must now commute, impacting job satisfaction.
- Operational costs related to maintaining office space versus the previous telework arrangements.