Resources for Managers
These resources will help managers assist employees in returning to more populated operations on campus, acknowledge the changes they’re experiencing, and create a positive work environment that keeps employees informed, engaged, and feeling valued.
Manager’s FWA Questionnaire
Use these questions to consider various impacts and remedies regarding flexible work arrangements and to determine suitability for partial remote or fully remote work.
- Do any of the core responsibilities require that the work be performed on-site and approximately how much time is devoted to those responsibilities? Can any of these be performed at another location?
- Do core responsibilities require extensive face-to-face contact with customers, clients, supervisors, other employees, or the public that can only be accomplished on-site? If so, how much?
- Can any of the current face-to-face interactions be virtual or by another means? If so, what impact might that have?
- Do core responsibilities require ongoing and frequent access to equipment, materials, and/or files that can only be accessed on-site?
- Does the nature of the work require that the employee work and resolve routine problems independently?
- Does the employee have any performance concerns that need to be considered when reviewing a flexible work arrangement request?
- What might be needed by you to support a FWA? Are the role objectives clear? How will you measure the employee’s work and productivity? What departmental changes might be needed to support an FWA?
- Does a flexible work arrangement create challenges in meeting individual performance goals or those of the division, college or university? If so, what are they and what actions might be taken to reduce the challenges?
- Is the management of the employee shared with anyone else? If so, is there a mutual agreement that the employee can be successful if using a FWA?
Four Steps: Determining Flexible Work Arrangements (FWAs)
Step 1: Determine whether the employee’s role is right for an FWA.
A FWA can be considered if some or all of the role can be performed remotely. If all the work associated with a role must be done on campus or in an assigned space, it is not FWA eligible.
Step 2: Determine whether the employee is a good fit for an FWA.
If an employee’s performance and behavior is in good standing, then an FWA may be considered. An employee with documented performance or behavioral concerns may not be eligible for a FWA. Managers should schedule a time to discuss reasoning with employees and address any performance issues or behaviors that need to change before a FWA can be considered in the future.
Step 3: Discuss work expectations.
Prior to a decision, an employee and manager should discuss the specific details of the FWA request. Examples of items to discuss include the type of FWA, proposed work schedule, alternative work location(s), methods of communication and space and equipment needs.
Step 4: Complete the FWA Request Form
The employee and manager should complete a Flexible Work Arrangement Request Form; the manager should retain a copy and send a copy to their HR Manager.