Human Resources - Telecommuting
Is Telecommuting Right for You?
- Ability to work autonomously
- Does not need continuous feedback and support from colleagues or supervisor
- Exhibits strong organizational and problem solving skills
- Effective written and verbal communication
- Ability to work in a socially isolated situation
The employee’s supervisor will determine if a position is appropriate for telecommuting arrangement.
Positions that require an employee to work frequently with specific equipment or interact in person with the public may not be well-suited for telecommuting.
Is Telecommuting Right for Business Continuity?
Supervisors will also need to consider the role of the individual in a particular position. If a supervisor decides to pursue a telecommuting arrangement with an employee, he or she needs to review expectations for working in an alternate location. Additionally, supervisors need to discuss how work is to be completed and reviewed as well how communication will occur between the employee, the supervisor, and coworkers.
Employees that need advice and guidance on establishing a telecommuting arrangement should consult with their respective HR Coordinator.
Jennifer Thompson (Central Region Contact)
Latoria Akins-Jackson (East Region Contact)
Amy Grace (West Region Contact)
Beverly Langston (Support & Operations Contact)
Feasibility Assessment Form (Supervisors and HR only)
Electrical Safety Considerations
Telecommuting and Alternate Work Arrangement Policy
Telecommuting Presentations and FAQs
Overview of Telecommuting Policy and Process – Session 1
Overview of Telecommuting Policy and Process – Session 2
Overview of Telecommuting Policy and Process – Session 3
Overview of Telecommuting Policy and Process – Session 4
Telecommuting Policy and Process FAQs (Employees Session)
Telecommuting Policy and Process FAQs (Supervisor Session)
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