Remote work is a voluntary work arrangement that enables an employee to work off-site for all or part of the workweek on a regular basis, as a management option rather than an employee right. NIU has a Remote Work Policy because the university recognizes that, where feasible and appropriate, offering the option to work off-site can benefit individual employees and the university.
The university has created this tool to help supervisors/managers and employees explore feasibility and develop shared expectations for remote working arrangements. The questions posed are meant to guide discussion, and its use is optional.
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?
Team Impacts
Do team members frequently work on detailed and complex projects that require collaboration and partnership?
Does an employee's work location impact the team’s work processes and efficiency?
Can the team sustain engagement in a remote or hybrid work environment?
Does the team possess resiliency to maintain trust and a strong morale in the face of challenges when working remotely all or part of the time?
Will the team support and embrace a work environment with a combination of on site and remote work arrangements?
Will new hires be onboarded/trained in a remote setting? If so, how will this impact team cohesiveness, morale and productivity?