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Employee Handbook
Table of Contents
1 - Purpose of the Employee Handbook
2 - Facts about Macalester
3 - Staff Employment
4 - Staff Wage and Salary Plan
5 - Staff Training and Development
6 - Faculty Personnel Policies and Procedures
7 - Curricular Policies and Procedures
8 - Academic Department and Program Policies and Procedures
9 - Faculty Professional Activities Programs
10 - Faculty Directory, Officers and Committee Memberships
11 - Employee Benefits
12 - Community Standards and Additional College Policy Statements
13 - Health and Safety
14 - HIPAA Policies and Procedures
Handbook Index
Faculty Constitution and By-Laws |
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Ideal Conditions For Telecommuting
Some job and employee characteristics lead to a greater likelihood of success with telecommuting arrangements. The following is a list of some of the characteristics that should be considered when approving a telecommuting arrangement. Possessing these characteristics does not guarantee that a telecommuting arrangement will be approved.
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The job typically involves duties that can be scheduled and performed independently.
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Many job duties can be completed through telephone communications or over a network.
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The job typically involves individual project-orientated tasks, such as research, tabulating, etc.
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The job should yield measurable performance results.
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If the job involves supervision of others, the telecommuter must be able to manage by results (rather than observe the actual work), have excellent communication skills, and be able to coach and empower employees to be successful.
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The telecommuter must be disciplined, self-motivated, well-organized and dependable.
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The telecommuter must be able to perform a portion of the job without interaction with co-workers and with little dependence on Macalester resources (i.e., telecommuting should not require duplication of equipment). Any additional costs that result from a telecommuting arrangement will be borne by the employee.
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