Used appropriately, the optimal work arrangement will set both you and Berkeley Lab up for success. As you prepare to discuss the appropriate work arrangement for your role with your supervisor, think about the requirements of your position and reflect on your individual work style. Consider the impact on your division, team, and others such as work leads, matrixed supervisors, etc. Not all positions or position duties are eligible for a flexible work arrangement
Following are a number of considerations that you should bear in mind when proposing which work arrangement is best for you and optimal for your position. This is a self-reflective exercise to help identify the appropriate match for you and your supervisor:
- What are the requirements, duties, responsibilities, and expectations of your position and how are these accomplished? What elements of your position must be performed on-site and which might be effectively performed from an off-site location?
- When considering whether a flexible work arrangement will work, consider the nature of your job, how flexibility will help you achieve your current and future goals, and what support systems are available. Consider the advantages and obstacles, and be mindful of the organization’s needs.
- Understand that your division’s needs may not support the flexible work arrangement that you prefer. If your request is approved, you will need ongoing communication with your supervisor to ensure that organizational needs continue to be met.
- Keep in mind your division’s/group’s work objectives and work culture — what goals does your division or team need to meet? What deliverables must be accomplished and how? Which customers (internal and external) must be satisfied? How might others (supervisor, coworkers, customers, etc.) be affected by your work on-site or off-site? Have you discussed your preferred work arrangement with your matrixed supervisor/customers and Work Lead to gauge if the arrangement will meet their needs? Your work arrangement must support these goals and must be responsive to changing organizational needs (e.g., team meetings, collaboration and relationship management, team dynamics, leadership visibility, project deadlines, training, work coverage, etc.).
- If you are thinking of a flexible work arrangement (such as a Hybrid Work or Telework arrangement), consider how you can effectively perform your duties with that work mode in mind. For example, do you think you can successfully perform the requirements and expectations of your position from an off-site location? How might performing work on-site be accomplished more effectively? If you are working off-site, you should be a self-starter: able to take initiative, work independently, deal effectively with the distractions of home life, etc.
- Is your proposed off-site work location (e.g., a home office) conducive to effectively and safely performing your position’s duties? This includes, for example, that you have or can reasonably obtain necessary systems, materials, and equipment; your work location is comfortable, ergonomically sound, safe, and secure; you have a dedicated work space that is sufficiently quiet and free from interruptions during work hours; and you can effectively participate in meetings without distractions.
- If working off-site, have you demonstrated appropriate time management and an ability to effectively and successfully communicate with your supervisor, colleagues, and other stakeholders? Do you have experience with and necessary skill using the required remote collaboration tools?
- If you are in a non-exempt position, you must ensure that you are taking your required rest and meal breaks and ensure that you receive appropriate approval from your supervisor for any overtime in advance.
- Understand that your request may not meet the business needs defined by your supervisor