Reviewing arrangements

Where difficulties arise

Where a remote working arrangement is not working well, early intervention is advised. Sensitivity is required in approaching the conversation. Using specific examples as to why the manager feels the arrangement may not be working well or how certain ways of working could be improved can be a good way to start the conversation.

Where Managers identify individual performance issues the University's guidance on dealing with underperformance should be followed. Advice on this, on a case-by-case basis, can be sought from the department's HR Adviser. HR team members can be found on the HR Operations webpage. One means of supporting individuals who are underperforming may be them undertaking more work based on campus, should there be reasons to suggest this would provide a better level of support.

In circumstances where support is provided and improvement to the situation remains unsatisfactory, the University has the right to revoke the remote working arrangement and may require the member of staff to work on campus.

Staff members are encouraged to be open with their manager and where they are finding an element of their agreed working arrangement problematic, to raise it as soon as possible so the concerns can be addressed. There is no requirement to wait until a scheduled review is due.

Change in circumstances

Where individual and departmental circumstances change, the remote working agreement may have to be reviewed.

Review in 3 to 6 months

Remote working agreements should be reviewed within 3 - 6 months to monitor how effective they are. This is in addition to the regular manager and staff member one-to-one meetings where either party may wish to discuss the arrangements and suggest changes.

The University has committed to reviewing the new Remote Working Policy by the start of the 2022 Summer Term.

For further information in the first instance please contact hr-enquiries@york.ac.uk