Flexible Work

Review and improve

Monitoring and review mechanisms need to be established when an arrangement is implemented.

Monitor progress for the school and the employee

The flexible work arrangement should include criteria to assess its success (or otherwise) such as impacts on:

• teaching and learning
• student needs
• parent views
• supervisory or managerial responsibilities
• team work
• workplace effectiveness
• personal performance

The arrangement should be reviewed on a regular basis to address any concerns that may arise or to reflect any change in circumstances.

Feedback should be sought from employees working in flexible arrangements regarding their perceptions in relation to expectations and needs. Feedback from other members of the school community in relation to the progress of flexible work options can help inform any adjustments to be made.

At the school level, monitor the uptake and outcomes of different options, satisfaction, attitudes and perceptions, impact, and positives and negatives.

Fine-tuning arrangements in light of feedback

As with any human resource management policy, mutually agreed improvements should be sought and implemented, and further opportunities for flexibility identified.

Principals and employees should understand the spirit and intent of flexible work options. Training about flexible work options can be provided to ensure that any problems that arise in implementation can be addressed and arrangements that have been implemented can be supported in a sustainable way.

Scenario - job share arrangements

After a number of years in a successful job share teaching partnership, one teacher is resigning to go overseas. Another part-time teacher has expressed an interest in taking on the role, but the remaining job share partner is hesitant — citing professional differences and personal incompatibility.

Job share agreements need to include an understanding of what happens if the partnership changes. Options include:

• the remaining person to work full-time
• advertising externally for a job share partner
• finding a partner in the school

It is important that partners are compatible. In this case, if the decision is to advertise the position as a job share arrangement, the part-time teacher would prepare an application, and the objections can be discussed. It is unwise to commence a job share arrangement, if both partners are not in agreement.

Checklist — review of flexible work arrangements

Organisational issues

Communication

Are opportunities provided for staff to express views about work-life balance?

Access

Have the range of flexible working arrangements used in the school been assessed?

Impact

Have the arrangements been reviewed from the perspective of:

• employees working in flexible arrangements
• the employee’s team
• school leaders
• students, parents, clients, other stakeholders?

Check what impact flexible working arrangements have had on:

• outcomes
• attraction and retention of staff
• staffing budget
• diversity
• morale
• performance
• health and wellbeing
• enhanced services
• productivity
• quality

Room for improvement

• Have any problems identified been addressed?
• Are there areas for improvement?
• Can the arrangements be better supported?

Individual issues

Check whether:

• the arrangement contributes to a positive work-life balance
• any aspects of the arrangement are seen to be positive
• any aspects of the arrangement are seen to be negative