FlexWork supports and should not diminish Carleton’s collaborative and inclusive culture. Maintaining Carleton’s culture built on in-person connections with students, colleagues, and the broader Carleton community is paramount. Although FlexWork arrangements may be a different way of working, all employees will continue to contribute to a collaborative, inclusive, residential community.
FlexWork is not suitable for all positions. While many positions may be amenable to FlexWork arrangements, roles that are primarily student- or customer-facing or are supervisory in nature may not be eligible as those positions require in-person interactions to be most effective. Other jobs can only be performed on campus or during normal business hours.
FlexWork arrangements fully align with job duties. FlexWork arrangements must allow employees to fulfill all of the responsibilities of their position without transferring duties to or creating a burden for others.
FlexWork promotes positive work experiences. Alternative work arrangements should promote a healthy work-life integration, employee engagement, and Carleton’s ability to recruit and retain top talent.
FlexWork arrangements maintain or increase performance results. Successful FlexWork arrangements will maintain or increase service, quality of work, and productivity standards.
FlexWork depends on training, technology and supervisor support. Training, technology and supervisor support are key elements of successful FlexWork arrangements and should be considered while developing a FlexWork agreement.
FlexWork decisions are equitable. It is crucial that personal bias and favoritism are removed from all FlexWork decisions and that the process for making decisions about where and when work is done is equitable. All FlexWork requests should be evaluated considering operational needs of the department first. The multi-level review process has been established to help standardize FlexWork arrangements for like positions from different departments or divisions.