Current working arrangements for faculty and staff will continue in spring 2022

UNIVERSITY PARK, Pa .– After a successful transition to full campus operations and increased faculty and staff presence on site during the fall semester of 2021, university leaders have announced the continuation of all current guidelines on working arrangements for Penn State employees. during the spring semester of 2022. All guidelines and resources implemented by the Return to Work Working Group in April 2021 will continue to be used, and on-site work exemptions will be approved at the level of the unit according to the needs of the company.

Faculty orientation

During the next spring semester, professors will continue to teach in person. The “work adjustment” process allowing teachers to request distance education for health reasons ended on October 29. should contact their strategic human resources partner to discuss next steps.

“Our faculty has done a tremendous job throughout the University’s return to teaching on campus,” said Nick Jones, Executive Vice President and Rector. “The dedication of faculty members has been critical to the successful return of our students, and we are grateful for all the creativity and adaptability they have shown in recent semesters. “

Note that approval of a work adjustment through this process is limited to approval of remote work from the United States. Faculty members with documented disabilities can still request reasonable accommodations under the American Disabilities Act (ADA) by contacting the Affirmative Action Office.

Staff orientation

Staff members who work remotely or follow a hybrid work schedule may continue their current work arrangements until the spring semester with supervisor approval.

“Many staff have continued to work remotely or have adopted hybrid schedules with great success this fall semester,” said Lorraine Goffe, vice president of human resources and director of human resources. “We are grateful for their commitment and believe that continuing our flexible work processes will benefit our employees and the organization as a whole. “

Executives and supervisors who are considering remote or hybrid working arrangements can continue to use the “Guide for supervisors to assess suitability for remote workTo help determine if their employees’ work can actually be done remotely. Supervisors should assess whether all of the following criteria are met:

  • The employee is in good standing and has met or exceeded expectations during the last two performance review cycles. New hires can be approved for remote work, but such arrangements must be reviewed by the supervisor mid-semester.
  • The employee’s work can effectively be done remotely.
  • The proposed remote working arrangement allows the employee to continue to fulfill their responsibilities related to any face-to-face interaction with students, visitors, clients and colleagues.
  • The demand for continuous remote work does not require unit resources beyond those already devoted to remote working during the pandemic.

When evaluating requests for remote or hybrid work arrangements, supervisors should also consider their unit’s expectations for on-site work. All changes to working arrangements must be discussed with strategic human resources partners and approved or rejected by unit managers. On-demand remote / hybrid work training is available on the HR site.

Staff with documented disabilities may also request reasonable accommodations under the ADA by contacting the Affirmative Action Office. Additional resources on remote work are available on human resources Remote work site. Staff can also speak to their Strategic partner or HR consultant if they have individual questions.

Implementation of flexible work arrangements at the university

Formal flexible working policies and guidelines, including, but not limited to remote and hybrid working arrangements, will be developed and implemented based on the accepted recommendations of the Working Group on Remote Working . The Flexible Working Arrangements – University Implementation project team is a cross-functional team of representatives from across the University. The team, led by Robert Hartman, senior director of labor and employee relations and acting deputy vice president of human resources, will begin by developing a basic flexible working arrangements policy in early 2022.

More comprehensive guidelines, including training resources and updates to existing policies, will be developed and shared with the Penn State community throughout 2022. These frameworks will continue to enable units, colleges and campuses to have autonomy to implement flexible working arrangements among staff members according to their business needs, as long as the dynamism of the campus and commitment to in-person service are maintained.

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