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Flexible Work Arrangement Feasibility Assessment Template
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DOWNLOAD OR SAVE A COPY OF THIS SHEET ON YOUR DRIVE
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NOTE: The purpose of this optional assessment is to support the individual employee and their Manager/Supervisor in determining whether a position and the assigned duties support a remote/hybrid work arrangement. This tool alone does not constitute agreement to a flexible work arrangement, but can be used to supplement and aid in the conversation surrounding appropriate scheduling between an employee and the department.
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Employee Name: Date assessment completed:
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Employee Id #Position Title: Position #
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Exempt/Non-ExemptDepartment:
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Section A: CONSIDERATIONS (Mark each row with an 'x' in the appropriate column)
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Consider the following questions as you fill out this assessment in conjunction with the Job Description. If using for an individual employee, we recommend each person completes this form highlighting and reviewing together where there are differences in understanding.
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Eligibility for FWA
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Eligibility for a flexible work arrangement is determined by an employee’s job duties. Not all positions are suitable for flexible work; however, each new or modified flexible work arrangement must be evaluated objectively and fairly to ensure an equitable process. Decisions about which positions are eligible for flexible work should be based on operational and campus community needs and made without bias or favoritism. The Flexible Work Arrangements Toolkits have additional resources and tools to aid in this decision process. Please see Talent Acquisition for recruitment procedures for remote work arrangements.
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Position RequirementsRequires Onsite ComponentCan be completed OffsiteVARIES
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Ability to complete critical training elements to ensure proper performance of the role...
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Does this position require in‐person supervision based on the position description (may be noted as "close" supervision in the JD)?
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In order to perform the job, contact with other employees, customers or the public...
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Mandatory meetings/events
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The duties, as described in the JD, can be completed without changes in assignments or activities.
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Can on-campus tasks can be arranged differently (i.e. performed on the same day) in order to support a hybrid schedule?
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If this position has direct reports, please also complete the assessment for Manager/Supervisor positions, located on the next sheet.
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Equipment
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Position execution dependent on equipment (e.g., lab space, equipment, files, etc.)
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Facility/Space
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Execution of work/position tied to a particular facility
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Execution of this work/position tied to a system only accessible on site
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Communication/Engagement/Collaboration
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A place where the employee can work safely and successfully.
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Data security concerns with work being performed remotely.
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Communication and collaboration with co‐workers.
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Nature of this position to engage with clients.
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Nature of this position to collaborate with other departments/divisions/areas
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Nature of this position to impact relationships with prorgrammatic funding or funding agencies.
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Nature of this position would impact the ability to communicate with supervisors or subordinates.
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Current performance development plan can support this work arrangement
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TOTALS000
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If you answered mostly "Onsite Work IS required", an off-site work arrangement is unlikely to be successful and you should consider a FT ON-SITE work agreement with this employee.If you answered mostly "can be completed offsite" to this survey, then a REMOTE work arrangement may be successful.If you answered mostly VARIES or have an even number of ONSITE and OFFSITE answers, you may consider a HYBRID work agreement.
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NEXT: Prepare for conversations with the employee or team by exploring the communication guides linked to the right: FT On-Site Work Only Conversations GuideRemote Work Arrangement Conversation Guide Hybrid Work Arrangement Conversation Guide