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
- 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.
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.
