Sign In
Search Icon
Menu Icon
Working at ASPR

Working at ASPR

ASPR is dedicated to providing employees with a challenging and rewarding environment so they are ready to protect health and save lives.

There are lots of reasons for both employees and employers to embrace workplace flexibilities, like telework and alternative work schedules. Flexible schedules can often enhance work-life balance, increase productivity, and they may be both eco-friendly and cost-effective. For many employees at ASPR, workplace flexibilities benefit both the employer and the employee.

If a flexible schedule benefits you and your supervisor while meeting ASPR’s business needs, you may be eligible to take advantage of these workplace flexibilities. Not all employees or positions are eligible for telework or alternative work schedules.


ASPR allows certain employees to telework, also known as work from home, for some of their regular duty hours.

For more information on telework in the federal government, visit

Alternative Work Schedules

ASPR offers some employees additional flexibility in their schedules to help promote work-life balance.

Flexible Work Schedules: For some people, it doesn’t make sense to start and leave the office at the same time every day. When it is mutually beneficial to both ASPR and the employee, employees may have flexibility in the time that they start and end their workdays.

Compressed Work Schedules: Instead of dividing their bi-weekly work schedules into ten 8-hour workdays, some ASPR employees work compressed schedules. For example, many people work 8 10-hour workdays.

To learn more about alternative work schedules in the federal government, see the OPM Handbook on Alternative Work Schedules.

At ASPR, we want employees to continue learning and growing professionally. Regardless of where employees are or where they want to be, there are many tools at ASPR to assist in employee development.

Individual Development Plans

At ASPR, Individual Development Plans, or IDPs, are used to guide employee development. IDPs are designed to detail specific activities needed to help employees develop specific skills and they should be created by the employee.

Employees are encouraged to discuss their development goals and current skillset with their supervisor to get a better idea of where to focus their development plan.

Training and Conferences

Many ASPR employees attend trainings and conferences to develop their skills and enhance their ability to remain ready to respond. Like an IDP, employees must work with their supervisors to determine what training opportunities are best to help the employee support the mission of ASPR.

ASPR employees work in locations across the country to build partnerships and help our nation prepare to protect health and save lives.  

ASPR's main headquarters is located in Washington, DC at:

HHS Office of the Assistant Secretary for Preparedness and Response (ASPR)
O'Neill House Office Building
200 C St., SW,
Washington, DC 20201