OVC aims to encourage a diverse, flexible and adaptive work culture.
The use of flexible work arrangements (dubbed FlexWork in this document) that align with the organizational goals of OVC offices can be mutually beneficial for employees.
When used properly, FlexWork options can be a powerful tool to recruit and retain talent and provide current staff with a greater level of control over how, where, and when work is accomplished. Numerous studies have shown that such increased autonomy can contribute to higher levels of employee wellbeing and satisfaction. Finally, it is vital to note that not all jobs are compatible with all types of FlexWork and an equitable, transparent approach to its implementation is imperative for success.
Honoring the Principles
OVC leadership and managers will support the creation and implementation of a consistent, transparent and open culture of FlexWork, through these guiding principles, aligned with performance expectations for the highest level of quality, responsiveness and customer service, and will hold themselves and all staff accountable for honoring and supporting the OVC FlexWork Guiding Principles.
If a situation arises where a colleague is not honoring a FlexWork Guiding Principle, managers and employees will engage in a timely and constructive conversation directly to resolve the issue.
FlexWork is valued and supported
- The business case for flexibility across OVC offices is understood and supported.
- Offices will take a strategic and proactive approach to flexible work and employee work-life integration.
- FlexWork should not be a barrier to career progression.
- FlexWork is enabled by organizational systems and processes.
- FlexWork is led and role modelled by senior leadership.
FlexWork success is a shared responsibility
- Flexibility requires organizational accountability and individual responsibility. This means…
- Employees and their managers take responsibility for positive outcomes and collaborate to make implementation work.
- Managers and employees set clear expectations and determine how work will be evaluated.
- Managers and employees should strive to discuss unexpected challenges and be willing to adjust in real time.
The process for determining FlexWork will be fair and transparent
- Information on FlexWork options will be made widely available.
- Managers/office heads are responsible for evaluating their team’s work and determining what must be completed and by whom. It is essential that managers work with their employees to objectively and fairly ensure an equitable process when considering flexible arrangements.
- Decisions should be made without bias or favoritism. It is critical to remove personal bias from discussions and decisions about FlexWork arrangements.
- Decisions are based on individual, organizational and team considerations.
- The types of FlexWork approved will differ from role to role.
- An equitable process does not mean that all requests for flexible work will result in the same outcome.
FlexWork arrangements must align with the office goals and OVC’s mission & values
- The achievement of office mission and goals is paramount and must be addressed in FlexWork decision-making, work design and scheduling. Employees must be able to fulfil the responsibilities of their positions regardless of FlexWork arrangement.
- The impact on all stakeholders should be considered.
- All forms of flexibility may not be suitable for every job. Decisions should be job-specific and job-appropriate.
- FlexWork arrangements should be responsive to the changing needs of the workplace and reviewed and updated as needs change.