If you’re not familiar with the university’s flexible work options—or if you’re just looking for additional assistance—talk to your local senior human resources leader or other HR professionals.

Most university jobs require on-campus work. Colleges and administrative units determine which jobs are eligible for remote work or other types of flexibility.

Before planning a work arrangement, confirm that your team member is in an eligible job.

The university encourages colleges and units to provide intermittent flexibility that helps all employees meet day-to-day needs. Short-term arrangements (i.e., less than 30 days) can fit a wider variety of jobs and don’t require the same degree of documentation or evaluation.

As you plan flexible work with a team member, confirm that it addresses a long-term need. In some cases, a shorter-term arrangement might suffice.

Flexible work may include remote work, flexible schedules, or other arrangements. See types of flexible work for some of the most common options.

If your team member has a job eligible for flexible work, consider which options best fit with their specific duties, work style, etc. Talk with them about the options during your planning conversations. Be open about any concerns you might have.

Keep in mind that remote work from other U.S. states or abroad requires additional documentation and approval—see Work Arrangement Application details.

During planning conversations, discuss how your team member will participate in meetings, collaborate on projects, and supervise any direct reports they might have. Work locations and work schedules can affect routine collaboration and require pro-active communication.

Also think about how you will stay apprised of your team member’s progress, how you’ll assign work, and other considerations.

In general, the university provides information technology and any office equipment only for an employee’s primary work location.

Units can provide university-owned IT equipment, some non-IT equipment (e.g., office chairs), and supplies to employees working remotely. The university generally does not provide large office furniture or other equipment for remote sites.

Employees working remotely are responsible for their own internet service and home networking.

Talk about equipment needs during planning conversations. Employees will document these needs when they complete the Work Arrangement Application.

Remote and mostly-hybrid (i.e., those who spend most of their work time off campus) generally don’t have assigned campus workstations.

If you expect a remote employee to occasionally work on campus, consider where they can work. You might identify a shared work area within your unit’s space or a shared facility like the CoWork Commons.

Take on-campus work into account when determining technology needs. For example, an employee who regularly uses a computer on and off campus likely should be assigned a university-managed laptop.

Yes. The university, college/unit, or department can designate on-campus priority days when most employees are expected to work from on-campus locations.

All flexible work should be evaluated at least once a year. Integrating work-arrangement reviews into annual performance reviews is a convenient way to assess success.

Consider what specific measures you’ll review to determine what’s working and what’s not. For example, you might look at factors like productivity, communication, and professional development.

But don’t wait to address any concerns—talk about issues and adjust as needed. New arrangements, especially, may require modification. Find information about changing or ending an employee's work arrangement in the university's Policy Manual.

Either an employee or a unit can discontinue a flexible work arrangement with four weeks’ notice (less if necessary to meet an immediate operational need).

You might choose to try a different arrangement with new documentation. Or your team member might shift to full-time on-campus work (which requires no action).