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Management Survey: Considering a Flexible Workplace Policy

Both Management and Employees’ Committee employees have asked if we would implement a flexible work policy in addition to the current Modified Work language, temporary and seasonal positions offered in the Employees’ Committee Agreement. In an effort to make an informed decision on whether that is feasible at the District we are looking to collect your thoughts and feedback on common flexible work arrangements. At this time, we are only asking Managers to provide their thoughts on what they feel would be operationally feasible in their work area and with those they manage. Once we have your responses, Nadine will bring it to a Managers’ Meeting for discussion regarding next steps. 

Instructions: 

Please review the following contextual information and response to the below questions. It will likely take you 15-20 minutes to complete. Please send your responses by April 11, 2022.

We recognize there are numerous considerations when considering a Flexible Workplace Policy including: 

  • Potential customer service impacts;
  • How teams are managed;
  • Potential reduced interaction with colleagues (or at least different ways of interacting);
  • Means of sharing communications/information; hosting meetings and/or training etc.; 
  • Financial implications; and,
  • Potentially articles in the Employees’ Committee Agreement.  

Principals of a Flexible Workplace Policy

These principals would be expected if we pursue a Flexible Workplace Policy:

  • Participating in a flexible work arrangement would be voluntary and require the on-going mutual agreement of the employee and manager/director;
  • Flexible work is not an entitlement nor a term of employment;
  • Suitability of flexible work options will vary according to job duties and operational requirements- it is not a one size fits all situation;
  • Open, ongoing communication about performance, team goals, workplace expectations, service expectations, scheduling changes, training and technology would be required between the employee, the team and the manager and is considered key to success;
  • Employees must be performing satisfactorily prior to being approved to participate in a flexible work arrangement and must maintain their performance at that level or higher;
  • Flexible work options support the health and safety of employees;
  • Flexible work options safeguard the safety and confidentiality of information; and
  • Should not significantly increase overall operating costs for the District.

Questions to consider or reflect on as you answer the below questions (you do not need to provide answers to these questions)

  1. What impact would a flexible work policy have on your service and your clients/customers (internal and external)?
  2. What are the benefits for your employees and the organization as a whole?
  3. Are there potential pitfalls? Could you manage them?
  4. How much time, effort and money will it take to make flexible work policy successful?