The Division of Human Resources would like to thank the more than 2,500 respondents to the compressed work week survey. Your responses, comments and insights into the impact of the compressed work week on the UNM community are greatly appreciated. As the summer compressed work week pilot ended on Aug. 15, it is time to reflect on what we have learned.
Ultimately, the compressed work week pilot illuminated the dichotomy of opinions regarding flexible schedules. Individuals in support of the program cited individual financial savings and better work+life balance as key benefits. In contrast, business requirements, department conflicts and personal conflicts were cited by those concerned with the compressed work week.
Given the divergent business needs and input received at the Transportation and Energy Summit, the Division of Human Resources has recommended that we continue with our current policy on flexible schedules. The Paid Time Policy 3300 can be viewed at unm.edu/%7Eubppm/ubppmanual/3300.htm. It states the importance of work schedules that meet the missions of the university and the departments. However, it does give managers the opportunity to permit flexible work schedules for employees.
In light of the compressed work week survey feedback, here are three general tips for flexible schedules.
1. Flexible schedules can be a morale booster and provide financial savings for employees. You may want to consider additional options such as a 9-80 (for exempt employees) or a 4 and a half day week (for non-exempt employees).
2. Structure is important. Employees want to know guidelines around flexible schedules including availability, eligibility and limitations. At the same time, managers need consistency in staffing to meet business needs. Defining a clear and understandable process will benefit everyone.
3. Flexible schedules are meant to encourage flexibility from everyone – managers and employees alike. However, fulfilling the missions of the university is the paramount responsibility of all employees.
Thanks once again to those respondents who voiced their opinions. If you have any questions or concerns, please feel free to speak with your manager or Human Resources consultant.
Story submitted by Helen Gonzales, vice president, Human Resources