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“As we look forward, the DGSOM will continue to align with UCLA in implementing a school-wide flexwork strategy that is equitable, data-driven, productive, and – as the name indicates – flexible. Your continued collaboration and problem-solving mindset will be essential to our success in this exciting new chapter for the DGSOM.”
Kelsey Martin, MD, PhD, Dean of the David Geffen School of Medicine at UCLA
The following content applies to staff and faculty of the David Geffen School of Medicine at UCLA, including postdoctoral scholars. This message does not apply to UCLA Health employees who work in the Hospital and Clinic System, including DGSOM staff, faculty, and trainees engaged in clinical care.
For more than one year, the majority of the UCLA workforce has worked together in a hybrid fashion (with most members working remotely) to advance our mission. This year-long pilot has proven that our workforce, on balance, and in many arenas, can be productive in a flexwork work environment.
Local and national data indicate that a strategic flexwork strategy provides greater work-life balance, promotes personal responsibility, reduces our environmental footprint and ensures that we remain competitive in a rapidly evolving job market. Surveys indicate that for those colleagues who have been able to work efficiently in a remote context, there have been benefits: relief from long commutes, more control over use of time, and strong work-life balance.
In addition, nationwide data show:
At the same time, however, there are certain elements that require careful consideration, including ensuring equitable arrangements, building a sense of community in virtual environments, balancing different workstyle preferences, and more. We will continue to collect data over the next year in order to continually evaluate the strengths and weaknesses of flexwork arrangements. We will re-assess our strategy in September 2022 and will make adjustments as needed over the coming months in partnership with campus.
What is happening in the short term? Earlier this summer, UCLA main campus announced that UCLA staff and faculty successfully working remotely should expect to continue doing so through the end of August. As previously announced, DGSOM will be following the same guidance in the short term.
What is happening in the long term? UCLA is developing a long-term flexwork standard for those who are able to continue working effectively remotely -- fully or partially. The DGSOM will align with campus in its long-term strategy to promote a safe, healthy, productive and competitive workplace.
Process and documentation
Process for department/business-unit leaders 1) Start by reading DGSOM's flexwork definitions and eligibility criteria → 2) Review the department/unit-wide flexwork request process → 3) Review the Planning the Workforce Model Supplemental Guide → 4) Download "Department Telework Employee Data Collection Tool" → 5) Download the Word version of the “Hybrid/Remote Workplace Model Plan and Approval Form” → 6) Once you’ve prepared your answers in the Word version, submit your answers via Qualtrics: “Hybrid/Remote Workplace Model Plan and Approval Form →