The purpose of the Staff Questionnaire for Remote Work is to provide the items that should be considered for a structured discussion between employee and supervisor regarding remote/hybrid work arrangements. It is best practice to have a conversation between supervisor and employee before making a determination for remote/hybrid work. Both parties should actively listen and be prepared to revise the plan accordingly. The final decision for appropriate work modality remains with the supervisor.

Download the Staff Questionnaire for Remote Work  Template

The Remote Work Agreement will provide documentation of the agreement. 

The final decision regarding remote/hybrid work arrangements lies with the supervisor and their upline and are subject to any additional guidelines provided by the officer or institute director. Supervisors can change the work arrangement of any employee to meet the needs of the unit.  If or when a work arrangement is changed, sufficient notice of at least two weeks (preferably longer) should be given to employees if possible.

Download the Remote Work Agreement Template

Additional Tools & Templates

Given the changing demographics of the workforce and the increased competition for qualified employees, it has become increasingly important to find alternative ways to compete in today’s labor market. Alternate schedules and remote work can be a cost effective way to enhance the existing salary and benefit package, fulfill business needs, assist with recruitment and retention, improve productivity and creativity and accommodate a changing workforce.

The CU Boulder Remote Working Toolkit provides additional information and considerations for remote work. 

Advantages of a Remote Work Schedule and Alternate Schedules

Some benefits of a remote work or alternate work schedule may include:

  • Enhanced recruitment and retention
  • Improved morale, commitment and job satisfaction
  • Reduced stress through the ability to better balance work and personal responsibilities
  • Reduced absences and tardiness
  • Improved access to services through extended departmental work hours
  • Improved ability to schedule coverage for peak workloads
  • Additional office space options and associated savings
  • Reduced congestion in traffic and parking lots
  • Potential for reduced environmental impact
  • Reduced transportation time and cost
  • Potential for uninterrupted work time

Considerations for Departments

It is the responsibility of the department to determine the suitability and frequency of remote work modalities and alternate work schedules. In reviewing the appropriateness of remote work or alternate schedules, departments should consider the following:

  • Nature of work performed by the employee
  • Size of the work unit
  • Ability to ensure coverage for functions typically handled by the employee without placing undue burden on other employees in the unit
  • Establishing schedules based on customer service needs and peak workloads
  • Attendance at mandatory departmental and unit meetings

  • Consistency (to the extent possible) in determining which staff can participate in remote work modality
  • Impact on employees whose positions are not appropriate for remote work modalities
  • Manager’s ability to evaluate performance based upon results or outcomes
  • Whether the employee is a supervisor or in a management position, in which case they may need to be available to their staff in person