Finance and Administrative Services
TELECOMMUTING PRINCIPLES AND GUIDELINES
ATTACHMENT A
Implementation Date: 10/01/99
Revised: 00/00/00
TELECOMMUTING PRINCIPLES AND GUIDELINES
Telecommuting is a cooperative arrangement between a supervisor and an employee, not an
entitlement, and is based on:
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the needs of the organizational unit and the university.
the employee's past and present levels of performance.
Jobs suitable for telecommuting are characterized by clearly defined tasks and work products. A
telecommuter's performance is measured by accomplishments, not work location. Telecommuting is
a tool allowing for flexibility in work options.
Telecommuting does not change the basic terms and conditions of employment with the university.
Each telecommuting arrangement is jointly agreed upon by the supervisor and/or the appropriate
administrator and the employee. Final approval for a telecommuting plan rests with the appropriate
Vice president. Telecommuting is voluntary and may be terminated, at will, at any time either by the
supervisor and/or the administrator or the employee.
University-provided equipment at a designated off-campus work site is not an entitlement of
telecommuting. Depending on the job, equipment needs for telecommuters may vary from a basic
computer complement or laptop computer to a full range of equipment such as computer, modem or
data line, printer, and fax machine. The appropriate administrator will approve equipment requests
and provide funding.
Telecommuters usually work off-site on a schedule mutually agreeable to the employee and the
immediate supervisor and/or the appropriate administrator. Full-time telecommuting is permissible
only when necessary and justified.
Telecommuters' salary, job responsibilities, advancement opportunities, benefits and university-paid
insurance coverage do not change as a result of telecommuting. Any significant change to a staff
employee’s duties, resulting from a Telecommuting Agreement, may be reviewed using the
university reclassification procedures.
Telecommuters will have regularly scheduled work hours agreed upon with their supervisors and/or
the appropriate administrator, and remain obligated to comply with all university rules, policies and
procedures.
Telecommuters will be as accessible as their on-site counterparts during their agreed upon regular
business hours, regardless of work location.
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CSUSM Policy & Procedures
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Finance and Administrative Services
TELECOMMUTING PRINCIPLES AND GUIDELINES
Implementation Date: 10/01/99
ATTACHMENT A
Revised: 00/00/00
Telecommuters will take all precautions necessary to secure privileged information and prevent
unauthorized access to any university system from an off-campus work site.
If telecommuters work at home, they will have a designated work space agreed to by the supervisor
and/or appropriate administrator, and maintained by the employee, and subject to supervisor visits to
ensure that safe working conditions exist. The telecommuter will be responsible for any costs related
to remodeling, necessary furniture, and other initial set-up requirements of the designated work
space.
Telecommuters will manage dependent care and personal responsibilities in a way that allows them
to successfully fulfill job assignments.
Telecommuter's tax implications related to a home work space are the responsibility of the
employee, who is advised to consult a tax expert.
Telecommuting expenses not specifically outlined in the equipment/expenses list accompanying the
approved Telecommuting Agreement will be reviewed and approved or rejected on a case-by-case
basis by the appropriate administrator.
Telecommuters, their supervisors and/or the appropriate administrator, and the Vice president will
sign a Telecommuting Agreement that can be terminated at any time by either the supervisor and/or
the appropriate administrator or the employee.
There are three selection criteria that should be considered while assessing the feasibility of
telecommuting in a particular unit: the characteristics associated with the job, the individual
employee and the supervisor.
Job Characteristics -- Generally, jobs well suited for telecommuting have the following
characteristics:
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Limited need for face-to-face communication (communication can be effectively handled
over the telephone, voice mail, or electronic mail).
Individual already works alone handling information, such as writing, reading,
telephoning, planning, computer programming, analyzing and managing budgets, etc..
Clearly defined tasks and work products.
Measurable work activities.
Objectives with identifiable time frames and check points
Tasks requiring concentration and/or large blocks of time when the employee works
independently of others.
Minimal requirements for frequent access to hard copy files or special equipment.
Effective telecommuting arrangements are the result of employees and supervisors working closely
together to ensure successful completion of work assignments. Successful telecommuters are strong
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CSUSM Policy & Procedures
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Finance and Administrative Services
TELECOMMUTING PRINCIPLES AND GUIDELINES
ATTACHMENT A
Implementation Date: 10/01/99
Revised: 00/00/00
performers with in-depth knowledge of the job, who are self-disciplined, highly motivated, and
productive when working alone. Telecommuting is not for the employee who is just learning his/her
job. Many excellent employees will not be candidates for telecommuting simply based on the
requirements of their specific jobs.
Telecommuter characteristics:
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Proven ability to perform and high-job knowledge.
Self-motivation, self-discipline, self-direction.
A desire to make telecommuting work.
Above average skills in planning, organizing, managing time, and
meeting clear standards and objectives.
Supervisor Characteristics - The role of the supervisor is just as critical to the success of a
telecommuting arrangement as that of the telecommuter. Supervisory traits that help make
telecommuting work include:
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An open, positive attitude towards telecommuting.
A mutual trust and respect in ongoing relations with the telecommuter.
Above-average organizational and planning skills.
The ability to establish clear objectives and measurements.
Skill in providing regular feedback.
Ability to facilitate open communication.
An innovative and flexible approach to supervising subordinates.
Human Resources Management
CSUSM Policy & Procedures
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