Remote Work Arrangements Assessment Tool

Primary Considerations

• In what way(s) does this remote work arrangement serve the interests of NIU?
• Does the proposed remote work arrangement enhance, maintain or diminish operational efficiencies?
• Does the addition of remote work arrangement(s) enhance the productivity of the department and its employees?
• What is the expected impact of a remote work arrangement on current/prospective students, colleagues/peers, other departments? (The current level of service should be maintained or enhanced.)

Suitability of Role/Position

• Does the position require ongoing access to equipment, materials and files that can only be accessed on campus?
• Does the position require and/or benefit from extensive face-to-face contact with students, supervisors, other employees or the public?
• Does the position require and/or benefit from extensive time in meetings or team collaboration within the department or with other units/departments?
• Does the position have job duties that require presence on campus or at a facility work location?
• Can the essential functions and duties be performed off-site by a remote employee in full or in part?

Suitability of Employee

Does the employee possess/demonstrate the following attributes necessary for a successful remote working arrangement?

• Appropriate time management and organizational skills to work within timelines, meet deadlines and produce quality work
• Training to comfortably use the technology required to complete job functions outside of the office
• Willingness to initiate tasks on their own, request support as appropriate and keep others up to date on their progress
• Trust from colleagues, supervisors and service users
• Reliable internet connection at remote work location

Suitability of Supervisory Approach

• Do the supervisor and employee have mutual expectations regarding role, responsibilities and productivity?
• Are there mutually agreed upon metrics that will be used to monitor productivity and effective completion of duties for the remote employee? Have these been effectively communicated? Is there a mutual understanding of actions that will be taken if performance metrics are not being met?
• If remote work will be a hybrid arrangement of part remote and part on-site, how will office space be provided?
• What approach will be used to accomplish any job duties that cannot be completed remotely? (ex: changes to staffing, job roles or processes?)
• What work hours will be required? If there are options available for flexible scheduling, will on/off hours be tracked and communicated?      
• Has the position description been updated to reflect remote work capabilities?