UNH的工作场所灵活性

UNH strives to be an Employer of Choice and aims for high employee satisfaction. 

Recognizing that all UNH campuses have positions that must provide  in-person learning and supports for our students, workplace flexibility may be possible for certain other employee positions at UNH, 经主管批准.  This  allows the University and our employees to

  • Effectively allocate their  time in pursuing our mission of 教学, research and 服务.
  • Recruit and retain talented employees by following best practices for flexible work locations.
  • 更充分地利用我们的有形资产.
  • Using information technology to effectively perform some work at home or in remote sites.
  • Supporting a strong performance-based culture, focused on employee results. Balance personal and professional demands which may change during a UNH career.

职场灵活性有两种类型

非正式工作场所的灵活性：

Informal flexibility is occasional in nature without significant impact on supervisors/managers, 同事, 或客户. While such arrangements require approval by supervisors/managers, 他们不需要书面申请.
EXAMPLE: Altering the start and end times of a workday to attend a medical appointment.

正式的弹性工作安排：

正式的 灵活的工作安排建议流程 is designed for those employees and supervisors/managers who are interested in a change in schedule and/or work location. Employees with existing flexible work arrangements that were not previously documented should connect with their 人力资源合作伙伴. 

EXAMPLES: Remote work on a scheduled day each week; or shifting to a four-day, 10-hour work schedule. 欲了解更多信息，请访问 USNH弹性工作安排.

Flexible work arrangements may be voluntarily requested by an employee, or established as a requirement of a position. 

资格-弹性工作安排

The primary criterion for determining approval is whether a formal flexible workplace arrangement meets the business needs of the University.  An employee should be in good standing when making a proposal.

  • Not all job circumstances lend themselves to flexible workplace arrangements and the final decision in each case is that of the immediate supervisor and unit/area final approver (see signature page on 投保单).

请注意: 如果相反 与健康相关的工作场所 ，请咨询UNH 民权与平等办公室

制定正式的工作场所弹性提案

全部展开

你的工作

  • How will the arrangement affect your ability to achieve your goals?
  • Will you be able to adequately protect any confidential information that you handle?

你的客户

  • 如何满足(或超越)业务需求??
  • How will clients be impacted by your restructured schedule?
  • How will you ensure that customer 服务 needs are met?

YOUR CO-WORKERS, SUPERVISOR/MANAGER, AND SUPERVISEES

  • 这会对你的同事产生什么影响?
  • What will the impact be on those you supervise? How will you oversee the work of your direct reports?
  • How will your alternative work arrangement affect work volume, 高峰时期, 进行中的项目, 和/或加班?

工作所需的工具和资源

  • What are the tools, resources, and best working environments required for success in your job?
  • What equipment/technology will your flexible work arrangement require?  

你的表现

  • How will your work/performance be reviewed and evaluated?
  • 如何衡量你的成功?

你自己

  • Are you self-directed and comfortable working without close supervision?
  • 你的时间管理得好吗?
  • Are you comfortable working alone for long periods of time?
  • How will you manage employees who report to you?

你的工资、福利和职位

  • If reducing your hours: Consider the impact that a flexible work arrangement may have on your UNH status and your salary, 工作成绩, 休假福利, 和退休, etc. Note:  After reducing hours and FTE, , it may not be possible to increase those hours later.

信息安全

  • Are you familiar with university policies and are you able to comply with them?
  • Are you familiar with information security good practices and are you able to follow them? 

  1. 员工应提供一份 投保单.
  2. The arrangement should support the office or department’s goals, 包括生产力, 成本效益, 并服务于国内外客户. 该安排应在没有下列情况下实现：
    1. 缩短联合国儿童基金会的正常办公时间.
    2. 产生加班费用.
    3. Affecting the unit’s effectiveness in carrying out its research, 教学, 服务, 或者管理功能.
    4. 给单位内其他人造成不应有的负担
    5. 影响安全、安保或监管的.
  3. The individual’s work style and job performance should support the requirements of the arrangement.
  4. The job tasks should be adaptable to the flexible arrangement.
  5. Communication and accountability should be established to assist successful implementation of the new flexibility arrangement.
  6. Alternative work policies and flexible arrangements should be clearly communicated to all employees in the office or department.
  7. The flexible arrangement should be evaluated by the employee and the supervisor/manager after a trial period of three months. The proposal should then be reviewed annually.
  8. 批准可能随时发生变化.
  9. All arrangements require compliance with all USNH employment policies.
  10. University information and information technology must be accessed and handled in a secure manner consistent with policies and good practices developed by UNH IT安全服务.

 

灵活安排建议表格

An employee interested in a flexible workplace arrangement should review the USNH Flexible Work Alternatives and Teleworking 政策.

Provide your proposal to your immediate supervisor for review and consideration.  对于这个过程, the immediate supervisor is the person responsible for completing the employee’s annual performance review.