CNS will continue to iterate and improve upon these resources and guidelines throughout the month of June.

Employees and supervisors should consider the following reflection questions prior to conversations about flexible work arrangements:

As you think about working remotely over the past year, what has worked well and what has been a challenge?
What impact has the team’s remote status had on productivity? Customer service? Commitment to the mission of UT and the college? Other outcomes?
What processes or routines in your department/unit would benefit from on-campus work?
- i.e., financial closes, events, mailings, weekly check-ins, building community and relationships, etc.
What are the essential functions of your specific position?
Which of these functions require an employee’s presence on campus on a daily or routine basis? Why or why not?
How, if at all, does working from home compromise each essential function?
Do you have the necessary equipment and technology support to optimally complete essential functions within a hybrid model?
Does your position allow for effective supervision analogous to on-campus work?
Does your position have a minimal or flexible need for specialized materials or equipment available only on campus?
If approved for hybrid work, what would a schedule look like to meet the needs of the position and/or the needs of the team at large?
Put yourself in your supervisor’s role. What concerns can you imagine they have about a remote/ hybrid work schedule?
Put yourself in your teammate’s role. What concerns can you imagine they have about a remote/ hybrid work schedule?