Flexible Work Suitability Guide

This guide is intended to provide managers with suggestions for objective criteria to use when evaluating Flexible Work Arrangement request.

Overall Considerations

  1. Does my organization/department supports flexible work?
  2. Does position’s core responsibilities support flexible work (See below: Role Suitability Assessment)?
  3. Does the employee meets the criteria to be a flexible worker (See below: Assessing the Employee)?
  4. Am I able to manage a flexible worker (See below: Assessing the Supervisor)?

Role Suitability Assessment

  1. Is the job exempt or non-exempt with regard to the Fair Labor Standards Act (FLSA)? If yes, can work hours be accurately determined when the employee is telecommuting?
  2. How much of the work can be successfully completed at a different time than core work hours (8:30 AM ET – 5:00 AM ET) or in a different location? Consider the purpose of the position and the nature of work to be performed. Is it primarily information or service based?
  3. Do core responsibilities require extensive face-to-face contact with supervisors, other employees, customers, or the public that can only be accomplished on-site? If so, how much?
  4. Do core responsibilities require ongoing access to equipment, materials, and files that can only be accessed on-campus?
  5. Do any of the core responsibilities require that the work be performed on-campus? If yes, is it a reasonable requirement and approximately how much time is devoted to those responsibilities?
  6. Do security issues require core responsibilities to be conducted on-campus?
  7. Is the employee currently assigned a laptop or any other portable media?
  8. Does the nature of the work require that the employee work and resolve routine problems independently?

Assessing the Employee

  1. Can you rearrange the position’s duties, while still meeting all deadlines, to support a Flexplace arrangement?
  2. Do the current assigned duties support a flexible work arrangement?
  3. Does the employee have a complete understanding of his/her job and performance expectations? Are these expectations documented?
  4. Does the employee regularly demonstrate that their approach to work is organized and dependable? Do they regularly meet established deadlines?
  5. Has the employee consistently met or exceeded performance expectations?
  6. Does the employee have the technology, including computer and remote access capability, to work from home?
  7. Can the employee work in a self-directed manner in managing their work and time?
  8. Can the employee’s performance be measured in a flexplace setting?

Assessing the Supervisor

  1. How often is do you need to troubleshoot problems, answer questions, or provide direction? Can this direction be provided by phone, email, chat, or video conferencing?
  2. Do you provide solutions when requested for assistance?
  3. How frequently do you monitor the employee’s work?
    1. Routinely
    2. Occasionally
    3. Infrequently
  4. Are you able to establish clear objectives?
  5. Can you accurately measure the employee’s work output?
  6. Do your employees have a way to share work electronically when outside of the office?
  7. How is the employee’s work normally monitored to ensure that tasks are being completed? Can this approach work at a distance or be modified for successful flexible work?
  8. To what degree can your style of supervision/management transition to an online scenario for this employee?