A key feature of SMART Working is the concept of team working and collaborative working to achieve better outputs or outcomes. We have varied roles across and within each team and there is recognition that there are ‘work styles’. SMART work styles within the Council are determined by the type of job you do and the activities you perform.
We will have four work styles that you can read below:
- Employees within this definition deliver predominantly either in a mobile service delivery capacity or deliver frontline services within a location that requires a physical presence
- Employees will touch town at a base, depot or other areas for the purposes of short visits for PPE, team briefs and other work related meetings/engagement.
- Employee will not be based in an office or depot for the performance of their role.
- The employee will work with processes that may include electronic or digital technologies.
Fixed Base Employee
- Employees are based in a front facing role
- Employees within this definition deliver in a frontline capacity but have the ability to work flexibly within this role within the work location
- Employees will have access to technology to be able to work at home should this be required.
- Employees within this definition deliver services through a mixture of home based working but require an office, site or frontline occasional presence.
- The balance of days in the office and at home will vary but will be based on need to attend a location.
Remote /Hybrid Working Employee
- Employees within this definition will choose to be predominantly working from home or other site base with occasional but very little need to attend the workplace.
- Employees may choose to attend the office on a day or days in the week but will not have a front line presence
- Employees will be required to attend as requested but will predominantly deliver services remotely from home.
- Employees must attend an office location at least once each quarter or for any requirements that relates to ICT equipment and hardware updates.
Factors impacting Workstyles
- The suitability of the role and whether the work is capable of being undertaken equally effectively from home
- The impact on the level of service albeit staff preferences will be accommodated as far as reasonably possible
- The needs of the staff member for more flexible working arrangements
- The suitability of the home environment and its technical accessibility/connectivity
- Any potential negative impact on the employee of working from home
- Ability to maintain good communication with the employee
- The employee’s individual risk assessment (if applicable)