University of California, Riverside

Human Resources



Selection Criteria For Successful Telecommuting Guideline


Employee selection shall not be based on seniority, but on specific, written, work-related criteria established by management. Selection should include reasonable accommodation for employees who are permanently or temporarily disabled.

Prospective telecommuting employees, the supervisor and the department head or designee should assess whether telecommuting is a viable work option as follows:

  1. Evaluate Department Needs
    Consider what are the potential benefits to the department might be (e.g., increased productivity and quality of work, reduced absenteeism, improved support for recruitment and retention, reduced overhead or space needs, improved employee morale, etc.)

    Ensure that work can be equitably distributed so that telecommuting schedules do not unnecessarily require in-office staff to assume a significant part of the telecommuter’s work. Where possible, have the telecommuter’s phone calls forwarded to his/her home office phone, use voice mail, or install an answering machine on the office phone which the telecommuter can access from his/her home office phone. Care should also be taken to ensure that telecommuters continue to have access to needed office support. The employee should be able to be reached by phone during assigned work hours.
  2. Evaluate Functions/Tasks to be Accomplished
    At management’s discretion, a job is amenable to telecommuting if the job or some components of it can be done off-site without disruption to the flow of work and communication. Jobs that entail working alone or working with equipment which can be kept at the alternate worksite are often suitable for telecommuting (e.g., writer, editor, analyst, programmer, etc.). In contrast, jobs that require physical presence to perform effectively are normally not suitable for telecommuting (e.g., student advisor, food service worker, childcare worker, custodian, maintenance worker, etc.).
  3. Eligibility of the Employee under Consideration
    The candidate for telecommuting should display work-related behaviors consistent with those of successful telecommuters.

    Telecommuting should be offered only to employees:
    • Who have successfully completed their probationary periods;
    • Whose documented performance is satisfactory or whose performance rating on their last evaluation is at least satisfactory;
    • Who work effectively with minimal supervision;
    • Who have a full understanding of the operations of their department;
    • Who are able to establish priorities and have demonstrated effective time management habits;
    • Who are not the primary caregiver of any children or adults;
    • Who can maintain a safe and ergonomically sound home work area, free from distractions; and,
    • Who are reachable by phone during assigned work hours.

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University of California, Riverside
900 University Ave.
Riverside, CA 92521
Tel: (951) 827-1012

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Department Information

Human Resources
1201 University Ave., Suite 208
Riverside, CA 92507

Tel: (951) 827-5588
Fax: (951) 827-2672

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