CSUF & Telecommuting - California State University,...
Transcript of CSUF & Telecommuting - California State University,...
Charge for Telecommuting Group
Identify telecommuting best practices Identify telecommuting best practices, pros and cons
Recommend potential application and Recommend potential application and administration of a telecommuting policy for CSUF
Research telecommuting issues and organizations (private, public, and Higher Ed)
What is Telecommuting?
For CSUF’s purposes telecommuting For CSUF s purposes, telecommuting can be defined as:
“Any University employee working from a remote location to complete their assigned job duties anywhere their assigned job duties anywhere
from 1 to 5 days per week.”
U.S. Telecommuter Trendline
23% 25%40Million
29 3134
15%17% 18% 18% 20% 21%
23%
20%
25%
25
30
35
40
1721
23 24 2629
12%
10%
15%
15
20
25
0%
5%
0
5
10
2001 2002 2003 2004 2005 2006 2007 2008
Telecommuters at least 1 day per month Percentage
S U S C B d W ld tW k R hSource: U.S. Census Bureau and WorldatWork Research
Telecommuting in UC and CSU
CSU SystemUC System
Chancellor’s Office Northridge San Jose
President’s Office Berkeley Davis
San Francisco Sacramento Fresno San Luis Obispo
Irvine Los Angeles Merced Riverside San Luis Obispo
East Bay Dominguez Hills San Marcos
Riverside San Diego San Francisco Santa Barbara
Bakersfield Stanislaus Channel Islands
Santa Cruz
Telecommuting Benefits
Environmental Benefits Helps meet Air Quality and
transportation mandates.
Increased Productivity Employers note increased
productivity Reduces traffic congestion Employees indicate greater
productivity
Reduced Expenses Real Estate Overhead
Better Resiliency Economic Issues Disasters Overhead Disasters
Telecommuting Benefits (cont.)
Enhanced Retention Work/life balance Greater job satisfaction
Enhanced Recruiting Attract larger pool of qualified
candidates Greater job satisfaction Demonstrate commitment to
work/life balance
Reduced Absenteeism Employee can still be
productive when unable to be pon campus but is capable of working.
Challenges & Best Practices
Challenge Best Practiceg
Telecommuting is not for all employees.
Have a representative groupdevelop a flexible policy.
Telecommuting may not be a good fit for CSUF.
Begin with pilot studies and a representative pilot group.
Telecommuting may not be utilized properly.
Provide training for managers and telecommuters.
Telecommuters may not Accountability management Telecommuters may not work efficiently at home.
Accountability management should focus on results achieved.
Challenges & Best Practices (cont.)
Challenge Best Practiceg
Each employee and position is unique.
Decisions are case-by-case after review of work obligations and performance measures.
Lack of knowledge reduces productivity.
Provide telecommuters with training and proper technology.
Needs change over time. Survey telecommuters and managers on a routine basis.
Telecommuters aren’t as visible.
Encourage interactivity viaexisting technology solutions.
Connectivity
Technology & Security
Connectivity Toolsets & Equipment VPN – Virtual Private Network Remote Desktop
Security
Collaboration
BigFix
Collaboration iLinc – Web & Video Conferencing
Avoided CostsAssumptions:
People: 100
ffi ’ ’ ( )Office: 10’ x 10’ (per person)
Parking: Parking StructureParking: Parking Structure
Commute: 20 miles one way (per person)
Emissions: 2007 Campus/EPA data
Avoided Costs100 telecommuting employees
Expenditure Cost
Offi S $4 000 000Office Space $4,000,000
Parking $1,500,000
Utilities & Maintenance $94 000 (per year)Utilities & Maintenance $94,000 (per year)
Environmental Costs 670 Tons CO2 (per year)
Potential Telecommuting Application Employee submits request to MPP, if the
t i d MPP d l ill request is approved MPP and employee will discuss the following: Work schedule and number of days employee y p y
will telecommute Job duties to be completed at home and due
dates Discuss performance expectations/meet
periodically Emphasize that all campus policies/procedures Emphasize that all campus policies/procedures
still apply Sign an agreement Safety agreement Safety agreement
Selection Criteria for a successful telecommuting program
Employees with above satisfactory performance
F ll d t d d t f ti Fully understands dept. function, operation, Policies and Procedures
Prioritizes his/her work and meets Prioritizes his/her work and meets deadlines
Understands that working at home is not t ki f hild h d taking care of children, chores, errands and house cleaning
Final Recommendations
Cal State Fullerton should develop Cal State Fullerton should develop a telecommuting programa telecommuting program
Further analysis and researchFurther analysis and researchCreate a campusCreate a campus--wide committeewide committee Initiate a pilot programInitiate a pilot program
Final Recommendations (cont.)
Committee tasks:
Determine who belongs in the pilot group Develop general telecommuting guidelines Set the scope of telecommuting program Explore telecommuting issues for exempt and non-
exempt employeesp p y Draft telecommuting participation and safety
agreements Develop accountability management methods Develop accountability management methods Provide training tools for employees and managers
Summary
Telecommuting offers many benefits g yat minimal cost
Telecommuting is an attractive option g pfor retaining and recruiting employees
Telecommuting promotes CSUF’s sustainability goals and supports a commitment to work/life balance
Telecommuting is easily implemented with the campus’ existing technology