All requests to work remotely need to be approved by by Human Resources.  Please contact Human Resources at 406.265.3568 or email hr@msun.edu

Working remotely works best when employees and supervisors communicate clearly about expectations. This checklist will help establish a foundation for effective remote working and continued productivity.

  1. Review technology needs and available resources. Identify technology tools employees use in their daily work and determine whether those resources will be accessible when working from home. 
    • Confirm employees know how to access their voicemail from home.
    • Determine which platform(s) you will use to communicate as a team (Webex, Microsoft Teams, Zoom, etc), clarify expectations for online availability, test and confirm everyone has access to and proficiency with the technology tool(s).
    • Ensure alternative worksite safety.
    • Consider the following list of potential technology needs and review the off-campus checklist:
      • High speed internet access
      • Laptop/computer —Set up for Remote Desktop Connection
      • Up-to-date anti-malware software installed 
      • Virtual Private Network (VPN) installed and instructions on how to use
      • Camera/Microphone and/or headset
  1. Review work schedules. Remote working can be confused with flex work. Be clear about your expectations with employees for maintaining their current work schedule or if you are open to flexible scheduling based on employee needs. 3.Draft a work plan. Review the following questions below with employees and work through answers together.
    • What routine responsibilities/tasks cannot be fulfilled while working remotely and how will it impact operations or other people? What are ways to reduce any identified impacts?
    • Are there cross-training opportunities to identify backup employees who can do essential work within and/or interdepartmental? Plan for employee absences.
    • What key processes have been identified? Will there be specific platform access necessary to fulfill these processes?
    • What routine responsibilities/tasks require regular communication and collaboration with others? Proactively contact each other to confirm how you will communicate while everyone is working remotely.
    • Identify and agree on strategic priorities during this time.
    • Implement a test exercise to test your plan.
    • Are there events or meetings are scheduled during the time in which the temporary remote working arrangement is in place? Will they be postponed or canceled, or will they take place using technology?
    • Identify employees who may need special requirements or currently have work accommodations, and plan accordingly.
    • Identify employees who will have access to the building, labs, or facilities.
  1. Make a communication and accountability plan. Supervisors should tell employees how often they should send updates on work plan progress and what those updates should include. Supervisors should also communicate how quickly they expect the employee to respond and the best ways for the employee to contact the supervisor while working remotely. Current performance standards are expected to be maintained by employees.
    • If you normally make daily rounds to visit employees at their desks, you can give them a call during this period. Maintain team meetings and one-to-one check-ins, altering the schedule if needed to accommodate any alternative schedules that have been approved.
    • Conduct regular check-ins. Consider starting each workday with a phone, video, or instant message chat. Structure will help everyone create a positive routine. Every other day or weekly check-ins may be fine, so long as you are in contact frequently enough that your employees are in sync with you and/or with one another.
    • Prepare an emergency communication plan. Identify key contacts (with backups), chains of communications for tracking business and employee statuses.
  2. When employees return to campus, supervisors should review work plans, assess progress on the employee's work plan and prioritize any unresolved or new work that resulted from temporary operational disruption.