What is hybrid working?
Hybrid working is where team members spend some of their working hours or days at their contractual place of work and some of their time remotely, usually at their home (either on an occasional, regular or permanent basis as governed by the Homeworking Policy).
Hybrid working can also be combined with other kinds of flexible working such as part-time hours, 9-day fortnight or a job share.
- Our Expectations
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The following are key expectations of hybrid working:
- Individual preferences for homeworking will be accommodated in so far as they do not impact negatively on service provision, colleagues or on the cohesion or effectiveness of a team;
- hybrid working does not indicate a change of duties or activities within a team or individual role, and expectations of delivery of normal duties and pre-defined commitments will continue. This also includes hours of work that staff will be expected to work, although managers are encouraged to provide some flexibility where this is possible (in terms of when hours are worked and not overall total of hours);
- where staff are working from home they will be expected to be available to be contacted and Microsoft Teams will become the normal mode of making contact;
- where staff who can work from home would prefer to work on campus, they will be able to work on campus;
- While it is recognised that the reduction in commuting occasioned by hybrid working will help to cut carbon emissions, it should be noted that travel distance between work and home for staff will not be a factor in terms of whether an application for Homeworking is successful or not, rather cases will be judged on the operational requirements.
- Eligibility for hybrid working
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Before consideration can be given as to whether hybrid working is suitable for a team or individual member of staff the criteria outlined below should be met, which are in line with the considerations for Homeworking (please refer to sections 2.2 to 2.4 of the Homeworking Policy):
- The work of the team/individual does not exclusively require face-to-face contact/a physical presence on campus. Where the function of a team or individual roles require extensive or exclusive physical presence, hybrid working will not be an option, however other forms of flexible working may be considered.
- Staff within a team can communicate and collaborate effectively with each other and their manager whilst working remotely.
- The roles within the team meet the definitions of one of the hybrid categories (detailed below).
Again, in line with the Homeworking Policy, any agreement to work remotely/undertake hybrid working will not be unreasonably withdrawn. Circumstances where hybrid working arrangements may be withdrawn include: - Where acceptable performance standards are not being met (by the team overall or by individuals within the team).
- Where a member of staff is failing to meet the obligations set out in this document.
- Where there has been an identifiable operational impact of hybrid working arrangements including (but not limited to) a reduced student experience, or research productivity, poor team working, staff experience or a demonstrable detriment to some team members required to cover the work of other team members who are hybrid working.
- Where the activities of the team or a staff member's role changes such that hybrid working is no longer suitable.
- Where it is considered to be in the best interests of the wellbeing of a staff member to be working on campus alongside colleagues.
- Where a change to the operational requirements of the Section requires on campus presence.
- Categories of staff
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As part of creating our guidance, we consider that the categories of staff at the University, and whether hybrid working to individual staff members/teams will apply are as outlined below.
Category
Detail
Hybrid working applies?
Campus worker
Roles where staff will need to be on campus for the vast majority, if not all, of their working time.
No
Predominantly campus based
The role needs to be carried out predominantly on campus (approximately 80-90% of the time) but is suitable for occasional remote working which would not normally exceed one day per week. Depending on the role requirements this may include working remotely on a rota basis shared with other team members.
Yes
50/50, 60/40, 70/30 split
The role is suitable for a mix of campus and remote work. Typically, this will involve working two or three days a week on campus and the remainder remotely (for a full-time member of staff/pro-rata for a part time member of staff). Depending on the nature of the work, this may involve working remotely on a rota basis shared with other colleagues, or a pattern where all team members work on campus/remotely on the same days. The University envisages that where roles are suitable for hybrid working they will predominantly fall into this category and the split of time on campus/working remotely will be determined by decision making locally.
Yes
Variable
The nature of the role requires a significant presence on campus at certain times of the academic year e.g. during admissions and registration, graduation. This could also include alternating weeks/periods on campus with other team members.
Yes
Predominantly remote
The role is suitable for up to approximately 80% remote working. The nature of the work undertaken means that the individual can effectively undertake a significant amount of their duties remotely. These roles may be those which are not part of a wider team, do not require significant collaboration/face-to-face interaction with others (students or staff) or which can be undertaken without detriment by working remotely. Remaining activity to be undertaken on campus due to the nature of the activity required itself or to assist with ensuring appropriate team cohesion.
Yes