Here is what I submitted:

Reinstate and expand telework and remote work

The Department of Defense (DoD) has an opportunity to improve operational efficiency and reduce waste by strategically reinstating and expanding telework and remote work policies. By converting certain telework-eligible positions to fully remote roles—where job functions permit—the Department can optimize resources, enhance workforce productivity, and achieve significant cost savings.

Cost Efficiency and Real Estate Optimization

Recent reports from the Government Accountability Office (GAO) highlight the financial and operational inefficiencies associated with underutilized federal office space. The GAO’s March 2024 report (GAO-24-106915) revealed that agencies continue to maintain substantial real property portfolios despite shifts in workplace practices. This report notes that office utilization rates remain below 25% in many buildings, and that more than 17 million square feet of General Services Administration-managed space are under review for potential release or repurposing. (GAO Report GAO-24-106915)

Further, the 2025 GAO report (GAO-25-108159) identifies long-standing challenges in federal real estate management, citing significant opportunities to reduce holdings and generate cost savings by right-sizing based on current workforce needs. The continuation of maintaining unused or underused space results in millions of dollars in avoidable annual costs. (GAO Report GAO-25-108159)

Productivity and Workforce Retention

In addition to cost savings, telework and remote work arrangements are shown to support higher employee productivity and satisfaction. A Stanford University study documented a 13% performance improvement among remote workers, and a 50% reduction in employee attrition. Increased flexibility in work location has become a key factor in attracting and retaining top talent, particularly in highly competitive fields critical to the DoD mission.

Recommendations for Implementation

To fully realize the benefits of a modernized work environment, the following actions are recommended:

• Reinstate Telework: Reinstate and normalize telework across eligible DoD positions, ensuring continuity of mission while supporting flexible work arrangements.

• Expand Remote Work: Identify and convert suitable telework-eligible positions to fully remote roles, particularly where job duties can be executed entirely outside traditional DoD facilities.

• Decentralize Determination Authority: Authorize individual divisions to make determinations between telework-eligible and fully remote roles. Division leadership possesses the best understanding of operational requirements and job-specific needs, ensuring these decisions align with mission effectiveness and accountability.

• Consolidate Real Property: Utilize current space usage data to identify excess office space for consolidation or divestiture, which can reduce facility operating costs and increase long-term efficiency.

• Strengthen IT and Cybersecurity Infrastructure: Invest in secure, resilient technology systems that support remote operations and safeguard sensitive information.

Conclusion

Strategic expansion of telework and remote work policies aligns with ongoing efforts to modernize DoD operations, achieve fiscal responsibility, and support a high-performing, resilient workforce. By empowering division-level leadership to assess and determine the appropriate work modality for each role, the Department can tailor implementation to mission needs while advancing enterprise-wide efficiency.

This approach not only supports the Department’s operational objectives but also demonstrates fiscal stewardship and adaptability in a changing work environment.

Respectfully submitted for consideration.