Several factors should be considered in determining the feasibility of remote work, including the job/position, nature of the work performed, operational needs, impact on the department and employee performance, the University’s ability to supervise the employee adequately and whether any duties require use of certain equipment or tools that cannot be replicated at the alternate work location. Many University services are still directed toward students who are seeking an in-person experience.
The main considerations are the operational and business needs of the unit and the degree to which an employee’s job duties can be accomplished remotely at an Alternate Work Location. Other considerations include, but are not limited to:
- When assessing multiple requests for Remote Work within a department, supervisors and chairs/directors should consider the impact to operations and business needs, equitable distribution of work, and maintaining appropriate office coverage.
- The employee(s) have sufficient internet access at the Alternate Work Location to support the technology requirements of their position.
- The ability of the department to provide equipment capable of supporting the employee(s) joining audio and video of web conferencing meetings with the supervisor and coworkers. Remote meeting access is a requirement for supporting an RWA.
- If the employee has the requisite technical skills and has a designated space at the off-site location which would be necessary for the completion of tasks. “Requisite technical skills” means the employee must be able to access all needed applications and data and be able to accomplish basic trouble-shooting from the off-site location.
- Whether or not the employee is a successful performer, works independently and does not need to be on campus for meetings with campus staff/PIs or internal meetings on a daily basis. If personal contact is intermittently required, the supervisor must outline how the employee can meet the requirements for necessary face-to-face contact required by the job.
- If the work of the position can be monitored with quantifiable tasks; quantity and quality should be measured as is currently being done in the office; for non-quantifiable or project-oriented tasks, measuring normally involves: establishing the nature and objective(s) of the tasks; setting a deadline or due date; and setting progress or status report/meeting dates.
- Consideration may include approved accommodation requests.