Effective: Soft Implementation June 1, 2021, Hard implementation Aug. 16, 2021
Applies to: Classified and University Staff, College of Arts and Sciences
The College of Arts and Sciences encourages a culture that enhances the student experience, increases engagement and retention, supports the health and wellness of our community, builds trust and productivity, and maintains responsible stewardship of resources. First and foremost, we work for a university and are committed to promoting and enriching the community and university experience. Additionally, the College of Arts and Sciences is committed to continually enriching our internal community. Thus, the College of Arts and Sciences views in-person collaboration as paramount to creating this culture, because some of the best insights, decisions and opportunities for relationship building come from impromptu conversations, in-person meetings and talking with individuals face to face to gather insights from non-verbal cues to foster healthy working relationships.
Nonetheless, providing employees flexibility and balance is critical to equity and retention for the future of work. Thus, to better align with current campus policy and practice, the College of Arts and Sciences is implementing Remote & Hybrid Work Arrangement (RHWA) options to ensure optimization of role-specific duties, while also meeting the needs of employees and units.
Reason for Guidelines
This guidance creates a remote/hybrid-work friendly infrastructure with guidance and tools to support managers and employees in the future of work, including remote and hybrid options. Further, this guidance reinforces a culture in which departments have the agency to determine the best way to meet dynamic business needs, provide excellent service for constituents and support their employees.
Recommendations for Managers, Directors and Supervisors Working Remotely or in a Hybrid Modality
- Each organization will establish a plan or set of expectations based on roles, function, student-facing needs and campus and college guidance. Plans should be approved by the org leader and cascaded down through supervisors to employees. Plans can be made in consultation with supervisors and can be reviewed or approved by the respective associate dean (as appropriate).
- Use fall 2021 as a transitional semester—keeping in mind that there are still many variables at play (i.e., vaccinations, variants, family circumstances, flexible re-entry)
- Experiment, iterate (i.e., student workers for front desk, rotate customer service work), assess and revise as appropriate
- Attend to continuity of student experience-format and places students find resources, and services are clear and are consistent (mitigate change throughout semester)
- Attend to unit cohesion—equity and consistency
- On site at CU Boulder at least two days a week, when possible
- Within the parameters of an organization’s plan, an individual’s supervisor will continue to monitor, assess, and manage modality, coverage, and performance
- Alternate Work Schedule: An alternate work schedule refers to any one of a variety of work arrangements different from traditional schedules. For example, different from Monday-Friday, 8 a.m. - 5 p.m., on-site work.
- Hybrid: For the purpose of these guidelines is any employee who maintains a campus workspace and works from a hybrid of home and campus offices.
- Remote: For the purpose of these guidelines is defined as an employee working full-time from a location other than CU Boulder.
- Local: For the purpose of these guidelines is defined as within driving distance.
- Standard Work Hours: CU Boulder standard hours are 8 a.m. – 5 p.m. during the academic year (August-May), and 7:30 a.m. – 4:30 p.m. during the summer (June-July). Standard work hours will be expected unless otherwise discussed with your manager. Calendars need to be kept up to date with any changes to the work schedule.
- Student-Facing Tasks: There are various types of student-facing roles within the college. Student-facing roles include any position which has direct student contact as a primary component of the employee’s role and service.
Related Policies, Procedures, Forms, Guidelines and other Resources