The University is committed to providing a working environment which is sufficiently flexible to meet the operational requirements of the University and workload demands while accommodating, where possible, the needs of its staff members.
The opportunity to convert to part-time for a specified period for the purpose of caring for a family member.
This is a negotiable working arrangement that, subject to the needs of the work area, provides eligible staff members with an opportunity to have more flexibility in their working hours.
This is an arrangement whereby a staff member may take leave without pay for a number of weeks per year (usually 4). The reduced annual salary is averaged over the whole year, ensuring a regular annual income.
An arrangement whereby a staff member works a period of hours per week that is less than full-time.
Use the following information to reflect on your job and work area and to help prepare a proposal for negotiating with your supervisor around flexible employment practices.
1. How well do you understand your job – how does it fit into the wider university operation?
2. What are the current negative things about your work/life?
3. What are the current positive things in your work/life?
4. What things can you do to make a difference to your work/life balance?
5. What changes at work are you considering and what do you hope to achieve?
6. Do you have the ability (skills, knowledge, self-discipline, positive work habits) to perform with reduced support and supervision, if that is what you are considering?
7. Are there positive things that you will miss out on because you’re not in the office?
8. Have you analysed your options among the range of possible flexible arrangements?
9. Do you have a clear understanding of the benefits to both yourself and the university?
10. Have you identified your and the university’s needs?
11. How will your proposal impact on work unit goals?
12. What effect will it have on service delivery?
13. Is it workable?
14. How will your performance be assessed?
15. What impact will it have on your work/life balance and health and wellbeing?
16. How will it affect colleagues and clients?
17. Financial assessment – what are the costs and benefits?
18. Have you considered how your proposal would be implemented?
19. How will you allow for interaction with supervisor and coworkers?
20. Does your proposal allow for training and development?
21. How will you participate in team work?
22. Is there a need for workload or job design amendments?
23. Are you suggesting a trial period? If so, what would be a fair length of time?
24. How will success and outcomes be measured?
25. What will happen if this arrangement is unsuccessful? Will you return to your previous arrangements?
26. Is there an end date for this arrangement, when you wish to return to previous arrangements?
Most of the challenges are actually learning and development opportunities. The exception to this is the need for Mary to complete duties Sam has not yet trained in, and this is the current situation when Sue is not present.
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