CSUF & TelecommutingAn analysis of the potential application of telecommuting practices at CSUF

TelecommutingTelecommuting

Charge for Telecommuting Group

Identify telecommuting best practices Identify telecommuting best practices, pros and cons

Recommend potential application and Recommend potential application and administration of a telecommuting policy for CSUF

Research telecommuting issues and organizations (private, public, and Higher Ed)

What is Telecommuting?

For CSUF’s purposes telecommuting For CSUF s purposes, telecommuting can be defined as:

“Any University employee working from a remote location to complete their assigned job duties anywhere their assigned job duties anywhere

from 1 to 5 days per week.”

U.S. Telecommuter Trendline

23% 25%40Million

29 3134

15%17% 18% 18% 20% 21%

23%

20%

25%

25

30

35

40

1721

23 24 2629

12%

10%

15%

15

20

25

0%

5%

0

5

10

2001 2002 2003 2004 2005 2006 2007 2008

Telecommuters at least 1 day per month Percentage

S U S C B d W ld tW k R hSource: U.S. Census Bureau and WorldatWork Research

Telecommuting in UC and CSU

CSU SystemUC System

Chancellor’s Office Northridge San Jose

President’s Office Berkeley Davis

San Francisco Sacramento Fresno San Luis Obispo

Irvine Los Angeles Merced Riverside San Luis Obispo

East Bay Dominguez Hills San Marcos

Riverside San Diego San Francisco Santa Barbara

Bakersfield Stanislaus Channel Islands

Santa Cruz

Telecommuting Benefits

Environmental Benefits Helps meet Air Quality and

transportation mandates.

Increased Productivity Employers note increased

productivity Reduces traffic congestion Employees indicate greater

productivity

Reduced Expenses Real Estate Overhead

Better Resiliency Economic Issues Disasters Overhead Disasters

Telecommuting Benefits (cont.)

Enhanced Retention Work/life balance Greater job satisfaction

Enhanced Recruiting Attract larger pool of qualified

candidates Greater job satisfaction Demonstrate commitment to

work/life balance

Reduced Absenteeism Employee can still be

productive when unable to be pon campus but is capable of working.

Challenges & Best Practices

Challenge Best Practiceg

Telecommuting is not for all employees.

Have a representative groupdevelop a flexible policy.

Telecommuting may not be a good fit for CSUF.

Begin with pilot studies and a representative pilot group.

Telecommuting may not be utilized properly.

Provide training for managers and telecommuters.

Telecommuters may not Accountability management Telecommuters may not work efficiently at home.

Accountability management should focus on results achieved.

Challenges & Best Practices (cont.)

Challenge Best Practiceg

Each employee and position is unique.

Decisions are case-by-case after review of work obligations and performance measures.

Lack of knowledge reduces productivity.

Provide telecommuters with training and proper technology.

Needs change over time. Survey telecommuters and managers on a routine basis.

Telecommuters aren’t as visible.

Encourage interactivity viaexisting technology solutions.

Connectivity

Technology & Security

Connectivity Toolsets & Equipment VPN – Virtual Private Network Remote Desktop

Security

Collaboration

BigFix

Collaboration iLinc – Web & Video Conferencing

Avoided CostsAssumptions:

People: 100

ffi ’ ’ ( )Office: 10’ x 10’ (per person)

Parking: Parking StructureParking: Parking Structure

Commute: 20 miles one way (per person)

Emissions: 2007 Campus/EPA data

Avoided Costs100 telecommuting employees

Expenditure Cost

Offi S $4 000 000Office Space $4,000,000

Parking $1,500,000

Utilities & Maintenance $94 000 (per year)Utilities & Maintenance $94,000 (per year)

Environmental Costs 670 Tons CO2 (per year)

Potential Telecommuting Application Employee submits request to MPP, if the

t i d MPP d l ill request is approved MPP and employee will discuss the following: Work schedule and number of days employee y p y

will telecommute Job duties to be completed at home and due

dates Discuss performance expectations/meet

periodically Emphasize that all campus policies/procedures Emphasize that all campus policies/procedures

still apply Sign an agreement Safety agreement Safety agreement

Selection Criteria for a successful telecommuting program

Employees with above satisfactory performance

F ll d t d d t f ti Fully understands dept. function, operation, Policies and Procedures

Prioritizes his/her work and meets Prioritizes his/her work and meets deadlines

Understands that working at home is not t ki f hild h d taking care of children, chores, errands and house cleaning

Final Recommendations

Cal State Fullerton should develop Cal State Fullerton should develop a telecommuting programa telecommuting program

Further analysis and researchFurther analysis and researchCreate a campusCreate a campus--wide committeewide committee Initiate a pilot programInitiate a pilot program

Final Recommendations (cont.)

Committee tasks:

Determine who belongs in the pilot group Develop general telecommuting guidelines Set the scope of telecommuting program Explore telecommuting issues for exempt and non-

exempt employeesp p y Draft telecommuting participation and safety

agreements Develop accountability management methods Develop accountability management methods Provide training tools for employees and managers

Summary

Telecommuting offers many benefits g yat minimal cost

Telecommuting is an attractive option g pfor retaining and recruiting employees

Telecommuting promotes CSUF’s sustainability goals and supports a commitment to work/life balance

Telecommuting is easily implemented with the campus’ existing technology

Questions?