This tool is designed to help determine if a staff member requesting a remote work arrangement has a role that is conducive to fully remote work, and if the staff member is effectively positioned to do so. This tool is intended to facilitate the conversation between the supervisor and staff member relative to remote work, and serve as a guide to evaluating specific roles. As you apply this decision criteria, work closely with your divisional leader who will be reviewing all hybrid or fully remote arrangements, including any that are denied, in order to ensure that the program is implemented consistently and in a manner that advances the work of each division effectively. Before any hybrid or fully remote arrangement is finalized it must be reviewed and approved by the divisional leader.

Remote Work Definitions

  • On-Site: Work performed on campus at Amherst College
  • Hybrid: A regular work schedule that is a mix of on-site work at Amherst College and work performed remotely
  • Fully Remote: Work performed primarily remotely with occasional, periodic, or infrequent work performed on-site at Amherst College

Remote Work Assessment

Step 1: Develop Area-Specific Hybrid and Fully Remote Work Principles

The leadership team of each division/department/work group (this may differ by area) identifies (or clarifies) a set of principles that outline the area-specific approach to hybrid and fully remote work in the context of the departmental mission and operational needs.  These guidelines should be consistent with and complement the Remote Work Program Guiding Principles.  These principles are transparent, communicated broadly and are used to guide decisions related to remote work arrangements. 

Step 2: Assess the Role

Consider the following factors when assessing a role for fully remote work arrangements:

  • The need for on-campus presence is extremely rare 
  • The role includes responsibilities and tasks that can be performed remotely without an undue impact on the level of service provided to students, faculty or staff 
  • Virtually all of required face-to-face communication can be effectively conducted remotely
  • The role does not require the use of onsite special equipment 
  • The structure of the remote work arrangement is consistent with the area-specific hybrid and fully remote work principles.

Step 3: Assess the Capabilities of the Staff Member

  • The staff member has specialized expertise needed by the College that would be difficult to replace. 
  • Consider how well the staff member has managed themselves in a remote work environment
  • Staff member has maintained focus and developed regular routines 
  • Staff member has prioritized effectively and generally completed projects on time
  • Staff member has been able to work and solve problems independently, at the level required by the role 
  • Staff member has successfully navigated video conferencing and virtual work platforms (i.e. Zoom, Google Hangouts, Slack, Etc.) 

Assessment Summary

Is the fully remote work arrangement consistent with the area-specific hybrid and fully remote work principles?

Is this specific role appropriate for a fully remote work arrangement? 

You should be able to answer affirmatively to each item under #2 above 

Does the staff member exhibit qualities and work habits that would enable them to be successful in a fully remote working arrangement? 

You should be able to answer affirmatively to each item under #3 above