Most companies do not know where to begin when planning their remote work program. If you are one of our loyal readers, you remember our message that Strategy needs to come first. Determining the Strategy behind why remote work is being considered and implemented, will aid the overall success of the program. Looking at actual job descriptions is a secondary step after Strategy. After the “why” has been determined, focusing on the “who” is next.

Turning to job descriptions is an essential tool to streamline this step. There are many jobs that have specific tasks that can be performed anywhere. There are some tasks that must be performed in the main office location due to the need of equipment, tools, resources, etc. Employees must have the proper tools, equipment, resources, etc. to successfully perform their job. Without them, the success rate is greatly diminished.

Separating job duties into categories of “in-office” and “out-of-office” is necessary. This exercise will help determine which jobs and which tasks can work remote. From there you can determine additional information such as scheduling, work flow, interoffice issues, etc. There is one caveat here, in that you must have detailed and up-to-date job descriptions. If you do not have these items, then it is advised that a thorough review of job descriptions be rolled into the overall remote work program implementation steps. SuiteCommute can assist you with putting comprehensive job descriptions in place. We can also help create job descriptions specific to remote work only positions. It is strongly advised that all these job descriptions be detailed, accurate, and up-to-date. These are extremely useful tools for the overall success of remote work programs, they are a useful communication tool for performance expectations, and helpful for recruiting.

If you would like to have SuiteCommute review your current job description structure, or would like assistance in refining, creating, or enhancing your current job descriptions please let us know.

1. Accountant
2. Claims Analyst
3. Recruiter
4. Copywriter
5. Graphics Designer
6. Public Relations
7. Programmer
8. Customer Service Rep.
9. Transcriptionist
10. Research Analyst

There is a lot of "talk" on Capitol Hill that covers more than just the recent "bailout" and "stimulus plan."  Part of the current discussions, is President Obama’s stance on Telework and belief in expanding it federally and locally. According to his agenda on BarackObama.com and

October letters written to John Gage, national president of the American Federation of Government Employees, Obama claimed he would, “support efforts to bring paid family leave, flexible work schedules and increased Teleworking to the federal government.” This latest development further supports recent moves by the federal government to increase the amount of Teleworkers and government support for the private sector.

No doubt President Obama’s new environmental initiaves will further play into his support for Telework in the government sector.

Managing a Virtual Workforce- March 10- CAIT
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Managing a Virtual Workforce- March 16 & 18- CAIT
St. Louis, MO

Estaablishing a Remote Workforce- March 26- CAI
Raleigh, NC

Pandemic Planning Exercise- March 12- PandemicPrep.Org – St. Louis, MO

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Small Business Expo- March 18
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