Fall Planning Update for Davis Campus Staff
UC Davis is working thoughtfully to plan our return to the Davis campus this fall with a focus on innovation, equity and flexibility. We know how important this issue is to staff members and those you serve, and we want to update you and invite you to provide feedback via our Campus Ready website.
The pandemic significantly changed how and where we work – and we’ve come too far to go back to the way things were. We're currently reviewing the lessons we’ve learned this past year and applying them to our post-pandemic workplace. Learn more about the Workplace Reimagined Working Group.
As we resume in-person instruction, research and on-campus activities in the fall, we must strike a balance that:
- Realizes the benefits of flexible work arrangements
- Prioritizes delivery of critical services to our students, employees and research enterprise
- Considers the employee's needs
Here are key milestones:
- Between now and July 1, staff members will continue in their current work arrangements as they have during the pandemic. Some staff already have returned to on-site work.
- Between July 1 and Sept. 1, our fall plan will be gradually implemented based on these guiding principles:
- On-site staffing will be driven by operational needs and the recognition that operational needs differ across units; some employees may return to campus sooner or later than Sept. 1.
- Our operating models for the fall will reflect the lessons learned during the pandemic. We’ve discovered better ways to deliver some services and we need to take advantage of flexible, hybrid-remote work arrangements, where it makes sense for the university and the employee.
- As appropriate, managers should begin discussions with employees about long-term flexible work arrangements and testing those arrangements. Managers will do their best to provide 30 days’ advance notice of changes to current work arrangements and to afford flexibility for staff.
- Departmental worksite plans will integrate new tools and resources to help units identify the remote-ability of assigned duties in an objective manner to promote equitable decision making.
- After Sept. 1, we will ask supervisors and employees to formalize any long-term flexible work arrangements, while continuing to reimagine the workplace in the spirit of continuous improvement and with staff experience in mind.
These new models are informed by your ideas and contributions and we encourage you to share your voice using the feedback form mentioned above.
In the near future, Academic Affairs will be communicating plans for the fall quarter and impacts on those holding academic titles.
Chief Human Resources Officer
Associate Vice Chancellor for Human Resources
Note: School of Medicine and School of Nursing are included in this communication; other UC Davis Health staff will receive communication regarding flexible work arrangements where applicable.