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FLEXIBLE WORK ARRANGEMENTS

Guidelines for Success at Duke

Because Duke is a complex organization with diverse work environments, Flexible Work Option are offered as guidelines rather than as policy as no single approach would apply for all situations. The following guidelines will help supervisors and employees think more carefully and creatively about how a flexible work arrangement can support institutional goals and improve employee satisfaction.

1. Flexible work option should support Duke's (and school, entity, department and/or unit's) goals, including cost-effectiveness and customer service
    
2. Jobs should be appropriate for the flexible work option, and equipment, systems or materials must be available during non-traditional hours or outside of the workplace to support arrangement, if necessary
    
3. The staff member's work style and performance history should support the requirements of the option (e.g., ability to work independently without direct supervision and past/current performance designated at least as fully achieved expectations)
    
4. Written plans should be developed and approved for the flexible work arrangement to document the understanding between all involved parties
    
5. Supervisor and school/entity/department leadership should approve the plan and be prepared to manage the work under the conditions of the arrangement. Each entity/department must determine the appropriate individual(s) to approve these arrangements in addition to the immediate supervisor. Department leadership has sole responsibility for determining all work schedules.
    
6. Special arrangements for communication and accountability should be established
    
7. An effort should be made to maintain a collaborative environment, through special opportunities for staff members to have shared hours and constructive interactions with the rest of the unit or department
    
8. A pilot period is often helpful for trying out a flexible work arrangement prior to making a longer term commitment by either the supervisor or staff member
    
9. All should be prepared to return to pre-flexibility arrangements if the goals of the arrangement are not being met

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