Table of Content
- Telecommuting/Remote (100% off-campus) Requests Approval Process
- CSC sets multiple alternative work arrangements for gov’t agencies
- Who can approve the alternative work arrangement?
- How to Request an Alternative Work Arrangement
- Agency – Life and Health
- Updated Alternative Work Arrangement (AWA) for DepEd Employees
Please be reminded that while we strive for the continuity of basic education services, we remain committed to protect the health and safety of our personnel. A single transmission may lead to even more problems and will further hamper service delivery in our offices and schools. Refers to an output-oriented work arrangement that authorizes the worker to produce outputs or results and accomplishments outside of the office. This shall be adopted in areas placed under Enhanced Community Quarantine by the President. For agencies in areas placed under General Community Quarantine , where public transportation is limited and physical/social distancing in the workplace is required, WFH is an option. Work-from-home refers to an output-oriented work arrangement that authorizes the worker to produce outputs or results and accomplishments outside of the office.
If you are naturally a more reserved person, perhaps an introverted thinker who is already feeling uncomfortable being asked to talk to strangers, then getting no visual cues / body language feedback / smiles etc., makes it even more difficult. It is evident from everyone we talk to that this isn’t home working as they knew it before. Now they must divide their time between work, home schooling, caring for sick relatives, and being worried sick about the future.
Telecommuting/Remote (100% off-campus) Requests Approval Process
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Lots of people were interested in work from home opportunities, but in our experience, few wanted to work away from their colleagues all week and there is generally a lack of home-based jobs. For so many, work is social and going to the office provides structure and discipline. The Civil Service Commission has made available multiple alternative work arrangements that government agencies can adopt while the entire country is placed under a State of Public Health Emergency due to the coronavirus disease-2019 or COVID-19 pandemic. Agencies may use a combination of two or more aforementioned AWA, including any other type of work arrangement it has adopted. They shall formulate their internal rules and regulations to effectively implement the AWA they adopted. These guidelines must include the appropriate AWA for employees who travel to and from areas placed under different quarantine levels, e.g., from ECQ area to GCQ area and vice-versa or from quarantine-free area to ECQ or GCQ area.
CSC sets multiple alternative work arrangements for gov’t agencies
Moreover, support mechanisms, such as health/psychosocial interventions, provision of personal protective equipment to employees, and reasonable transportation facilities and housing quarters, should be made available to government workers. Unless explicitly agreed to in writing, a remote or hybrid staff member’s terms and conditions of employment are the same as those of on-campus staff, including required compliance with all university policies and applicable federal and state law while working off campus. VBS permits the use of alternative work arrangements when such arrangements are pre-approved, assist in meeting full operational needs and/or job requirements, and continue to maintain a high level of service for the school and university constituents. Managers worried they would lose control, that their people would disappear and be out of touch, becoming isolated and remote.
SDOs and schools/CLCs are urged to exhaust all possible means to conduct remote enrollment. At minimum, the agreement should be assessed at six-month intervals to ensure that the individual’s quality of work, efficiency, and productivity are not compromised by the alternative work arrangement. These assessments should be saved as part of the employee’s personnel file. In addition, the employee should continue to receive regular performance evaluations in accordance with business or work unit policies. Subsequent renewal of the agreement will be contingent upon the annual review/feedback and progress towards goals.
Who can approve the alternative work arrangement?
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There is a lot of advice available on the web and people will certainly pick up lots of hints and tips about effective workstyles. Our advice is based on science – robust academic research that we identified through a rigorous process to identify the best strategies for protecting teams when they can’t be together. We partnered with the Centre for Evidence Based Management (the leading authority on evidence-based practice in the field of management and leadership) to find the best available evidence and to ensure there was no bias or self interest within the findings. Employees designated as skeletal workforce shall be entitled to Hazard Pay on top of the Compensatory Time Off or Overtime Pay granted for authorized services rendered outside of the employee’s regular work hours.
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Employee is responsible for providing work space, telephone, printing, networking and/or internet capabilities at their Alternate Work Location. Internet access must be via DSL, Cable Modem, or a current bandwidth network. To request in enrollment, log in to P.A.S.S. via AccessUH and request enrollment for the correct course number.
AWA requests will be reviewed based on the operational and business needs of the employee’s work unit. Agencies may also adopt Staggered Working Hours, which is applicable to offices or agencies that observe work shifting or flexible working time. For this purpose, staggered working hours refers to the existing 24/7 shifting schedule and the flexible working time schedule.
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The way the world works is changing, and we embrace the importance of offering roles that give our people more control of both their work and their work/life balance. Contrary to the conventional thinking that only certain jobs can be done remotely, we have a growing and diverse array of people excelling in a wide variety of remote positions. Our goal is to ensure that everyone at AWS has a chance to make an impact no matter where they work. At our session on 2 April, several participants were taken by surprise that we put them into a breakout – but they decided to be brave and stick with it – and told us they were glad they did.
That feeling of not being alone in this new world is very powerful. If you can create a safe space for people to be open and honest , even for a few minutes, they come away with something special – some other ideas for people on the very same journey. In our business, the protocol is “video on” unless you have a very good reason not to! We know that this is a critical part of our virtual team’s communication because it enables a far richer engagement, better understanding and greater clarity between colleagues.
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