Building flexibility into our work and our schedules, and creating space for innovation and change, is a pillar of inspiring people and teams as defined in our People-Forward Strategic Direction. In the year since COVID-19 changed the way we live and work, we have learned that remote work meets some of these needs and improves work-life balance. With this in mind, PHC is introducing a new Working Remotely Policy.
The foundation of this Policy are our shared values of integrity, trust and respect. It formalizes systems already in place for staff who regularly work offsite, and supports those staff who temporarily shifted to work remotely during COVID-19, and who wish to regularize this working arrangement going forward.
Research shows us that employees who are able to work remotely are more engaged, productive and experience a better work-life balance. Working remotely can improve the quality of life for our staff, supports environmental sustainability and builds healthier communities, which makes it a benefit to our staff, Providence and the communities where we live and work.
Determining when working remotely is a good fit
As a health organization, many PHC staff work onsite providing or supporting patient care; however, for those staff where remote work may be an option, there are criteria that will determine if they are a good fit.
The Working Remotely Agreement
Staff who are a good fit to work remotely can make a formal request to their leader. If approved, leaders and staff will create a joint Working Remotely Agreement that outlines the employee’s working remotely schedule, remote work location, check-in procedure, if required, and the PHC terms and conditions for working remotely.
Over the next few weeks, teams will receive orientation sessions to introduce staff to the new policy.
In the meantime, please review the PHC Working Remotely Toolkit for Staff & Managers, the Implementation Guide to PHC’s Working Remotely Policy, the Terms and Conditions for Working Remotely and the Frequently Asked Questions.
