1. Create a telecommuting advisory committee. The committee develops the telecommuting program and reviews its progress. Members might include management and representatives from personnel, data management and legal services.
 
2. Select a coordinator. The coordinator should be a manager with access to and the support of management. The coordinator can oversee activities of the committee, serve as telecommuting liaison to management, promote the program, organize training for staff, ensure that telecommuting agreements are completed and filed, assist with evaluation and maintain the program.
 
3. Define the program. The program should address goals, scope, eligibility criteria and selection process for telecommuters, equipment needs, budget and time lines. Submit a proposal to management.
 
4. Establish a telecommuting policy (pdf). The policy should specify who can telecommute, when and how often, how employees will be supervised, and how equipment and liability issues will be resolved.
 
5. Publicize the program. Let all staff know about the telecommuting program, who may apply to participate and steps for entering the program.
 
6. Select telecommuters. Supervisors screen applicants to ensure that selected employees are well-suited for telecommuting. You can use a self-assessment survey (pdf) and an application (pdf) to help screen potential telecommuters.
 
7. Train staff and complete a telecommuting agreement-- see sample agreement (pdf). Key to the success of the program is training to learn how to be a successful telecommuter or supervisor of a telecommuter. Agreements negotiated at the training between telecommuters and their supervisors spell out the telecommuting schedule, responsibility for equipment, work expectations, and how communication between the telecommuter, coworkers and customers will be handled.
 
8. Start small and gain experience. Begin with a three- to six-month pilot program and a limited number of employees telecommuting, say, once a week.
 
9. Evaluate the program. Track impacts on staff affected by the telecommuting program, costs and benefits of the program, and progress toward organizational goals. Make any necessary changes and expand the program where appropriate. Keep management and supervisors up-to-date on telecommuting activities.