Staff can now view the new Remote Working Framework, and associated set of FAQs which sets out a significant change to ways of working for Sussex staff.
Throughout the Covid-19 pandemic, a greater proportion of roles at the University have been successfully performed remotely. The framework incorporates learnings from these ways of working and also builds on Flexible Sussex, to allow a better work life balance.
It further promotes and encourages the practice of remote working as allowed by an individual’s role, team/departmental requirements, personal circumstances and preferences, while also ensuring the efficient and effective running of the University and the research and education we provide.
The framework sets out the vision for what it will be like to work at Sussex in the future and although it will come into effect in September, the plans won’t be fully realised without further investment in IT and Estates.
However, by sharing it now staff have the opportunity to become familiar with it and try and test ways of working within their teams and use the period between now and September to manage a phased and gradual return for working on campus.
Simply, the framework identifies three categories of role:
- Campus workers who spend 80 - 100% of their working hours on campus – for roles which can only be, or are optimal when, delivered on campus
- Hybrid workers who perform their role up to 50% remotely and 50% or more on campus – for roles where duties can successfully be performed through a blend of on and off campus working, driven by the environment best suited to the nature of a task and, where possible, personal working style and preference
- Permanent remote workers who spend 80 - 100% of their working hours in a remote location
Vice Chancellor Adam Tickell said: “We want Sussex to be a great place to work and the framework further builds on more staff having a wider range of flexible working options. All the feedback we’ve had so far is really positive.
“It sets out a clear vision that we want Sussex to be an inclusive employer that invests in its people and can allow a better work-life balance.
“We do want to manage people’s expectations that these changes won’t happen overnight, and for this model of working to be fully in place, we are dependent on the much needed investment in IT and Estates and we are aware that it requires a broader culture change, for staff and managers.”
Deputy Director of Human Resources Keith Hart said: “This framework shows the University’s commitment to support remote working where possible. We are aware that staff have personal preferences, so please use this framework as a starting point to have conversations with your line managers and your teams.
“We are aware that people have very different feelings about returning to work on campus, which is why it’s hugely beneficial for us to have time to digest the framework, think about what this means for each of us in our role and that we can support staff and managers to adapt to these changes.
“We can work with managers and their teams to start to trial new ways of working over the Summer term, assuming that Government guidance supports this.
“An agile approach will be required, and it might mean adopting interim practices before longer term ways of working can be fully embedded."
IT Services, Estates and Facilities, and HR will be engaging with teams over coming months to explore the necessary infrastructure to support these ways of working and enable us to meet our 2025 vision.