Creating a Remote Work Plan

 

Identify the roles that are critical to your business operations and determine whether those individuals can carry out their jobs while working remotely. If you can proceed, the next critical component is assessing your technological capabilities. 

 

• Do you have the support in place to assist with the inevitable questions and IT problems that will arise?

• Do you have sufficient security and privacy protocols in place?

Considering these questions will help you determine whether you can move forward with a remote work plan.

 

When considering and communicating a work plan for your employees consider communicating the following:

 

• Remote work does not equal free leave. Staff should document work they are performing from home. Any time not spent working should be recorded as appropriate leave to equal a 40 hour work week, or an 8 hour work day for full-time employees. 

• A work plan with objectives needs to be written and sent to your supervisor. This should be an outline of a set of tasks/responsibilities you will be performing each week. Please keep measurable outcomes in mind. 

• Is there research they can do? Benchmarking?

• Are there e-files or shared drives that can be reviewed and organized?

• Are there documents that can be developed or edited?

• Is there specific software or soft-skills training that can be assigned during this time? (Manager LMS Guide)

• At the end of the workweek, your report should be sent to your supervisor. Items may come up that were not addressed in your original work plan, but should be included in your final report.

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