Planning Guide For Supervisors and Flexible Work
Supervisors play a critical role in determining which positions and employees are eligible for flexible work arrangements at Elon University. This guide provides resources and guidelines to help supervisors assess roles fairly, manage employee requests, and maintain consistency with the university’s operational needs and community-centered values.
Assessing Flexible Work Eligibility
Position Analysis
Supervisors and the division vice president will decide whether a position is suitable for a flexible work arrangement.
In reaching a decision, supervisors, in consultation with their vice presidents and Human Resources as needed, will consider factors including, but not limited to:
- The operational needs of the eligible staff member’s department.
- Impacts on the eligible staff member’s team.
- The requirements of the eligible staff member’s position as reflected in the position’s job description.
- The extent to which the position is student- and/or public-facing.
- Potential impacts to other departments.
The decision whether a position is suitable for a flexible work arrangement lies in the sole discretion of the supervisor and the division vice president, in consultation with Human Resources as needed.
Current Staff Member Performance
For current eligible staff members, supervisors and the division vice president will decide whether the eligible staff member is a suitable candidate for a flexible work arrangement based on past and current job performance.
In reaching a decision, supervisors, in consultation with their vice presidents and Human Resources as needed, will consider factors including, but not limited to, whether the eligible staff member has:
- Demonstrated the ability to work independently with minimal supervision.
- Demonstrated a high level of productivity.
- Consistently met deadlines.
- A high level of knowledge regarding the position’s requirements and the operating procedures of the department.
- A reliable work history, including, for hourly eligible staff members, a history of accurately tracking and recording hours worked.
The decision whether an eligible staff member is a suitable candidate for a flexible work arrangement lies in the sole discretion of the supervisor and the division vice president, in consultation with Human Resources as needed.
Employees must be past their probationary period of employment in order to be considered an Eligible Employee.
Making and Communicating Decisions
Final decisions about flexible work eligibility are made at the discretion of the supervisor and divisional vice president, with consultation from Human Resources as needed. When evaluating requests:
- Focus on operational needs first.
- Ensure decisions are equitable, but understand that flexibility may vary based on departmental functions.
- Document decisions carefully, particularly if a request is denied or if conditions are attached to approval.
- Communicate clearly and promptly with employees about expectations, approvals, or denials.
Resources for Supervisors
- Planning Guide/Positional Assessment
- Flexible Work Arrangement Planning Guide (also referred to as the positional assessment)
- Technology resources