Out of State Remote Work

Hybrid work arrangements have been expanded to staff living in Connecticut. Any staff interested in working remotely from Connecticut  MUST contact the Office of Human Resources and provide a few key pieces of information BEFORE  performing any work remotely. Note: We aim to expand the program to New York, Vermont, Rhode Island, and New Hampshire as these options become available. These states have priority because the College has staff living in those states, and it is possible to maintain a hybrid work schedule from those locations.

Welcome to the Remote Work Program

Amherst College has created a Remote Work Program (RWP) that is deeply aligned with our mission and aspirations. The program includes options for both hybrid and fully remote work while prioritizing hybrid work arrangements based on our commitment to maintain the College's residential campus culture.

The RWP is designed to be responsive to current and future workforce demands, operational requirements, and staff interests and needs. We are also reviewing the feasibility of broader flexible work options longer-term. This program can serve as a competitive differentiator for Amherst, as we know it will bolster our ability to attract and retain a diverse and talented workforce through:

  • Producing more diverse candidate pools
  • Providing greater affordability and accessibility of housing and commuting options for current and future staff
  • Addressing changing preferences and expectations for flexible and remote work among applicants and candidates
  • Elevating staff member engagement and retention by addressing work needs and preferences.

Program Overview

Amherst College has committed to providing a RWP that is both transparent and equitable.  In order to ensure this, supervisors and staff should consistently use the framework, process and tools outlined and linked below.

Three Options

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

Hybrid Work Arrangements

Hybrid work arrangements can vary depending on the position, person and/or the operational needs of the work area. Supervisors and staff should use the four-step process outlined below to determine the structure of specific work arrangements. Examples of the forms that a hybrid work arrangement may take include:

  • A consistent weekly schedule that includes both on-campus and remote work time
  • A schedule based on specific times of the year for on-campus and remote work (e.g. during the semester v. semester breaks and summer)
  • A blend of on-campus and remote work based on specific types of job tasks (e.g. when delivering or covering on-site events v. planning and administrative work)
  • Other role-based schedules (e.g. the third week of each month on campus due to specific data processing activity)

Fully Remote Work Arrangements

The priority focus of the RWP will be on hybrid work arrangements because we believe it is important to maintain the College's residential campus culture. We recognize that for some roles a fully remote arrangement is appropriate and these arrangements will be considered in limited circumstances.  Use the Fully Remote Work Assessment Tool to evaluate the appropriateness of requests for fully remote arrangements. All fully remote arrangements must be approved by the division leader prior to an offer being made to a candidate or an agreement being made with a staff member.  

Out of State Work

Hybrid work arrangements have been expanded to staff living in Connecticut. Any staff interested in working remotely from Connecticut MUST contact the Office of Human Resources and provide a few key pieces of information BEFORE performing any work remotely. Note: We aim to expand the program to New York, Vermont, Rhode Island, and New Hampshire as these options become available. These states have priority because the College has staff living in those states, and it is possible to maintain a hybrid work schedule from those locations.

Making Decisions About Remote Work

Keep in mind that all remote work arrangements are subject to ongoing evaluation and revision based on organizational and personal needs. While not required, the transition from pilot to College program provides an opportunity to check-in and revisit hybrid work agreements. If you choose to have some of these conversations, please consult and follow the four-step RWP decision-making framework and process below. Note: OHR will no longer be tracking specific work arrangement agreements, as was the practice during the pilot. It is anticipated that there will be future opportunities to use Workday features to capture relevant information.

Four-Step Process

1. Discussion

  • Staff serving in roles potentially suitable for remote work may make a request to their supervisor.
  • Supervisors apply the Assessment Tool to evaluate each request and determine which roles and individuals are suitable for remote work.
  • Supervisors and staff members discuss potential interest in and options for hybrid or fully remote work using the Discussion Guide.

2. Agreement

  • Hybrid work arrangements can vary depending on the position, person and/or the operational needs of the work area. Please see the example schedules for hybrid work arrangements.
  • Fully remote arrangements will be considered in limited circumstances. 
  • Before any hybrid or fully remote arrangement can be finalized, it must be reviewed and approved by the divisional leader. 
  • As states become available for out of state remote work, any staff interested in working remotely from outside of Massachusetts MUST contact the Office of Human Resources and provide a few key pieces of information BEFORE performing any work remotely.

3. Implementation

  • The staff member works remotely based on the agreement.
  • The supervisor and staff member meet regularly.

4. Evaluation

  • Remote work arrangements should be discussed and assessed on an on-going basis through routine one-on-one check-ins, at the Mid-Year Check-In and during the Annual Review Conversation.

Our Guiding Principles

As we define and shape the future of work for Amherst College, it is imperative that we sustain a deep commitment to a set of guiding principles in support of our mission and goals. 

These guiding principles will serve as the foundation of our Remote Work Program:

  • Place serving students at the center of our plan in support of our mission to promote diversity of experience and ideas within a purposefully small residential community.
  • Support the operational needs of the College‚Äôs mission in service to students, faculty, and staff while adapting to the needs of a changing workforce.
  • Sustain our commitment to a culture that attracts, engages, and retains talented individuals and that is best suited to fulfill our mission and be a great place to work.  
  • Our plan must be reflective of our commitment to the principles of diversity, equity, and inclusion.
  • We are committed to fostering a workplace environment that is flexible and recognizes ongoing navigation of staff career and life responsibilities.
  • Provide our leaders and supervisors with the necessary tools and resources to successfully implement and sustain the Remote Work Program. 
  • Our plan must preserve a strong sense of community and collaboration for our students, faculty, and staff.
  • Regularly assess our progress and outcomes, and be flexible and adapt to emerging needs.
  • The College is committed to a program that is equitable and fair.
    • The availability of remote work arrangements is based on the ability to perform responsibilities remotely and effectively while meeting operational and departmental needs.
    • In order to ensure equity and fairness all supervisors are being asked to follow a consistent process and to use a consistent criteria when evaluating the appropriateness of specific roles and individuals for remote work arrangements.
    • While the process and criteria are consistent, the outcomes may vary depending on the specifics of each situation.