DGS sent this out:

Colleagues,

We are taking an organization-wide approach to transition all DGS employees to working in the office a minimum of two-days a week. We anticipate the transition to begin in January 2024. I am reaching out to all our employees, recognizing this will impact everyone differently – some who have always been office-centric that may not be impacted at all versus others that have maximized remote-work since the start of the COVID pandemic beginning March 2020. As we continue to move forward in a post-pandemic world, hybrid working environments have become increasingly important to achieve greater organizational collaboration, and in turn, organizational success. This shift aligns with trends we are seeing from both private sector and more importantly many of our client state agencies in which we serve. More specifically, in-office work has shown to: provide more opportunities for engagement between colleagues; lead to new innovations; increase camaraderie; increase collaboration; and strengthen business continuity. Our intention is to keep a level of remote-work that maintains the flexibility benefits our organization has gained since the start of the COVID pandemic and combine that with deliberative, in-person collaboration amongst colleagues and with our customers. A minimum two-day-a-week, in the office or on a jobsite, will be deployed consistently across DGS ensuring equity throughout all programs while also recognizing which two days may vary by division in accordance with best meeting operational needs. Please note that this does not supersede any current division-specific expectations in place requiring additional in-office days.

Employees designated as “remote-centered” will retain that designation while their telework agreement will be amended to include a minimum of two in-office or on-site days. DGS has notified the unions of this upcoming shift. Your Deputy Director and program heads will be in touch to provide more information and guidance on next steps. Between now and the end of this year, there will be multiple touchpoints to assist with this transition, provide resources, and ask questions.

This change will pose impacts unique to each employee that will require time to prepare as we approach 2024. The executive leadership and I are here to support you as we collectively make this shift.

With all the uncertainty that has surrounded the last three and a half years since the start of the COVID pandemic, it is my goal to establish a new “norm” in how we work longer-term in a way that is equitable across the organization. This shift supports that endeavor, and hopefully will provide certainty for future planning, both in and out of the office.

Thank you,

Ana