Work. With Flexibility.

On this page:

  • Overview of Work. With Flexibility.
  • Project Guiding Principles
  • Work. With Flexibility. Project Timeline
  • Project Team
  • Share Questions and Feedback

Because we are driven to create a diverse workforce of the future where people are engaged, connected, thriving, and achieving, the University supports a flexible work culture. Our Work. With Flexibility. guidance includes both where and when work takes place for faculty, staff, and student workers.

This preliminary guidance has been developed jointly by the human resources community with input from University senior leaders and governance groups.

This guidance will evolve over time as the University transitions from work practices in response to the pandemic to a new way of operating. We recognize the uncertainty this new culture of workplace flexibility brings. This will require some experimentation and refinement in the coming months, and we will use this site to provide news, updates, and related training information.

Benefits of workplace flexibility for the university, employees and students

Project Guiding Principles

These principles were used to develop parts of the Work. With Flexibility. guidance and can serve leaders, the HR community, and supervisors as they develop their local implementation plans:

  • The type of work drives decisions about where and how it should be done.
    • Consider both individual and collective productivity.
    • Prioritize highly effective delivery of our mission.
    • Assess the impact of flexible work on customer service or other similar values in making decisions.
  • Broad University-level operational, legal, and policy guidelines need to inform local solutions.
    • Local unit leaders define how best to adopt the University guidance to meet the needs of their college, unit, or department.
    • Enhance leadership development to help faculty and staff manage/supervise groups of employees who they don’t see face-to-face as frequently.
  • Equity, diversity, and inclusion should be considered at every step.
    • Ensure that we honor our commitment to community and belonging by recruiting and retaining diverse students, faculty, and staff and reducing disparities among underrepresented groups as outlined in MPact 2025.
    • Use flexible work policies to attract and retain people with disabilities or different living circumstances.
    • Normalize flexibility to enhance wellbeing.

Work. With Flexibility. Timeline

Leaders are asked to develop and communicate expectations to faculty and staff regarding workplace flexibility by Aug. 2, 2021. Those that adopt flexible time or space options should test these options for a short period before evaluating and then refining the approach to adjust based on the results of the evaluation.

A timeline for the Work. With Flexibility. process over the next 12 months is below:

Timeline for flexible work. Plan: now to August 2, 2021. Implement: June 1 through August/September; Test: August to December, 2021. Evaluate: November 2021 to January 2022; Refine: January to June, 2022

Project Team


  • Ken Horstman, Vice President for Human Resources
  • Brandon Sullivan, Director, Leadership and Talent Development and Interim Director, Employee Relations, Office of Human Resources

Project Manager

  • Kendric Moore, Office of Information Technology

Team Members

  • Ashley Alexander, University Libraries
  • Lisa Bachman, Office of Academic Clinical Affairs
  • John Barnett, Office of Human Resources
  • Joy Wise Davis, College of Science and Engineering
  • Jean Leuthner, Office of Human Resources
  • Christina McGuire, Office of Human Resources
  • Mai Youa Moua, Office of Information Technology
  • Kari Nolan, Office of Human Resources
  • Emily Tichich, Office of Human Resources
  • Lovey Peissig, Office of Human Resources
  • Mark Yuran, University of Minnesota Duluth