Taking into account lessons learned during the pandemic, Rutgers University will implement flexible work arrangements for employees as part of a new program to ensure it remains competitive in a changing work culture.

President Jonathan Holloway announced the Rutgers Future of Work initiative June 23.

“Managing the university throughout the COVID-19 pandemic has taught us to be more flexible, resourceful and resilient while staying focused on what matters most to our students, faculty, staff and the communities we serve,” Holloway said.

“As we launch the Future of Work initiative at Rutgers, we will make certain that our students are well-served – that they have reliable and consistent access to people and resources they need, both in person and online; that they can benefit from the best practices of technology-enhanced teaching and learning; and that we meet their physical and mental health needs as we also support the well-being of our employees,” he said.

Holloway appointed the Future of Work Task Force a year ago to explore how insights gained during the pandemic changed how work gets done, including at the university, which pivoted in March 2020 to remote instruction largely virtual operations.

Holloway approved all 25 of the task force’s short- and long-term recommendations, which were crafted with input from employee and student surveys and listening sessions.

Among the short-term recommendations are flexible work arrangements, with eligible staff expected to work a minimum of three days per week on campus. Called FlexWork@RU, the year-long pilot program will begin Sept. 1.

For workers who don’t have a remote work option, the short-term recommendations include exploring emergency caregiver support programs and expanding authorized, flexible work arrangements to include a flex workday schedule or a compressed workweek option.

Many of the task force’s recommendations will be discussed with labor union representatives as they are considered.

“During this pilot year, we will apply what we have learned to formally offer employees more flexibility and develop programs to help improve their work-life balance and overall well-being and enhance workplace culture while operating the university with greater efficiency,” said Vivian Fernández, senior vice president for human resources and task force chair. “The changes we will make will help us better meet the needs of our students and employees and attract and keep the excellent employees we need as a leading national public research university.”

Eligible employees who wish to apply for flexible work arrangements will receive more information from university human resources; supervisor approval is required for all flexible work arrangements.

The university will implement the report’s other short-term recommendations – including developing the infrastructure needed to support new work arrangements – this fall.

During the pilot year, the university will evaluate how flexible work arrangements support student services, patient care and other areas, including how reducing the number of cars on roads and related carbon emissions may help Rutgers’ progress in achieving net-zero greenhouse gas emissions by 2050.

As for the task force’s long-term recommendations – which include ensuring that Rutgers maintains a robust student-centered campus environment, reimagining teaching approaches to enhance student engagement and learning, and improving the quality of technologies and faculty preparation for effective online teaching – planning will begin in the fall.

“We will work together to put in place a thoughtful plan to support workplace excellence, attract and retain top talent, improve student and patient experiences, support innovation and sustainability, and foster a caring, inclusive, respectful work environment,” Holloway said.