Manager Guidance

As a community, we have a shared responsibility to keep one another safe. Managers play a vital role in this effort. Managers are essential in upholding proper safety protocols and practices as well as in providing guidance and support to employees.

Approving Time-Off

As a manager, you will be faced with striking a balance between approving time off to support employee wellness and meeting the operational needs of your department. The Manager Guidance: Approving Time-Off section of the Workplace & Employees FAQ on this page addresses some of these issues.

General Guidance

Both management and individual employees share in the responsibility for protecting the health of our community, but managers have the additional responsibilities listed below:

Stay informed. As the college proceeds with a phased reopening, it is vital that managers stay abreast of all COVID-related communications from the college by attending community forums and webinars and by visiting this site for current information, guidance and changes.
Enforce policy. Managers are required to educate and provide resources to employees about policies and procedures. If an employee is not complying with policies and procedures, managers should notify the employee of the violation and detail the change needed to remedy the violation. If an employee continues to violate policies and procedures, the manager should notify the Office of Human Resources to determine corrective action.
Serve as a resource. Returning to work during these uncertain times might create uneasiness for some employees. Managers must prepare for increased communication with their staff members and should be particularly attentive to issues of employee morale. This might take the form of reminding employees about the Employee Assistance Program (EAP), scheduling regular check-ins and providing status updates from senior leadership to promote employee trust and continued engagement.

Provide a flexible work environment. Employees are facing many challenges through these phased campus transitions. In addition to performing their work, employees may have to negotiate child care and elder care and may experience elevated levels of emotional stress. Managers should provide guidance and flexibility with employees as they juggle multiple priorities. This may take the form of a flexible schedule, approving a day off for mental health or sharing job responsibilities. If you have questions about what kinds of flexibility you are empowered to offer, please contact human resources.
Actively solicit and provide feedback. Provide feedback often to help your employees address work issues quickly. As much as possible, feedback should be delivered over Zoom, not over email, to ensure understanding and to allow employees to ask for clarification as needed. Frequently soliciting feedback from your employees can catch small problems before they turn into large issues. Here are some examples of questions to ask.
- How can I help you to meet your current commitments and responsibilities?
- What roadblocks are you facing?
- What remains unclear on expected outcomes, and how can I clarify expectations?
- What help do you need prioritizing work and/or deliverables?

Workplace & Employees FAQ

Will staff and faculty return to on-campus work?
Yes. Staff and faculty will be expected to return to on-campus work during August or September. Managers will work with their teams to set up a return to work schedule within the time frame set out by HR. The process and timeline will be communicated over the summer.

Who should employees contact if they have questions or concerns regarding the return to work process?
As always, employees should work with their supervisors and the Office of Human Resources to discuss workplace concerns.