When assessing the ability for remote work options, supervisors and employees should discuss operational needs and review the employee's position description. It's important to know that success depends on both the nature of the work and the nature of the employee.
- A telecommuting agreement should be voluntary and may serve as a means to temporarily accommodate unforeseen operational circumstances.
- The arrangement must be in the best interests of the university and should mutually benefit the department as well as the employee. In evaluating benefits to the department, consider the following factors:
- Does the nature of the work lend itself to telecommuting?
- What potential costs and savings are expected?
- Is the employee a good candidate for telecommuting (e.g. demonstrated performance patterns, independence, initiative, time management skills)?
- The supervisor should communicate in advance what assignments or tasks are expected to be performed at the remote worksite and how performance standards will be measured.
15 Tips for Successful Telecommuting
LinkedIn Learning Resources
Managing Remote Workers
Managing People at a Distance
In addition to the course above, LinkedIn Learning Resources has additional online courses on managing remote workers.
For additional guidance on telecommuting, please contact Human Resources at firstname.lastname@example.org.