Mobile Working Model
Some flexible working options already exist at UZH, such as part-time positions and job-sharing. As of May 1, 2022, UZH introduced mobile working as a further working model.
The Mobile Working model is based on the needs of an on-site university at the same time as harnessing the possibilities of flexible working. The model is described in detail below.
- UZH is an on-site university with
- a close-knit research and teaching community which cultivates lively interaction, the maintenance of which necessitates personal (not replaceable by virtual) exchange at all levels;
- a vibrant team spirit among its members, who strongly identify with the university and their faculties or units.
- UZH is a hub for innovation in which
- the opportunities of more flexible working are harnessed and the potential of digitalization is utilized;
- mobile working arrangements take into account the professional, operational and personal context.
- In order to balance shared interests and expectations on the one hand and individual work optimization on the other,
- the opportunities and risks of mobile working at UZH are assessed with due consideration for the central aspects of academic life such as exchange of ideas, team spirit and the social dimension;
- professors and other leaders and managers have a role-model function in terms of managing the demands of on-site and remote work.
Mobile Working at UZH
Key aspects at a glance:
- As a rule, employees are present at their on-site workplaces for at least 60% of their respective employment level. Mobile working is possible for the remaining percentage if it is compatible with operational interests and the employee’s tasks. The guidelines have been drawn up based on the above-mentioned core principles. They are supported by research findings on employee management and organizational leadership.
- Mobile working is voluntary for all employees, and is not a right.
- Mobile working is considered equivalent to work performed on site at UZH, meaning the same employment law regulations apply.
Individual agreements on mobile working must be made in writing as a matter of principle. The basis for such agreements is the template
Joint Learning Process
The long-term development of the working culture at UZH is based on a joint learning process involving all of us. The following measures are intended to support this learning process:
- Human Resources has established specific advisory and coaching services for leaders and managers regarding mobile working models, e.g.
Leadership Impulse on "Mobile Working and Virtual Leadership" (in German)
- To ensure that the experiences and preferences of employees are also taken into account, UZH will conduct an employee survey on mobile working in June 2022 (in addition to the general employee survey to be conducted in May 2022).
- The extent to which mobile working is possible in academic research areas differs greatly depending on the discipline. The Executive Board of the University will soon launch a pilot project for interested professors to exchange views and experiences on the topic in a structured manner. Interested professors can contact Professor Jochen Menges directly by email with the keyword "Pilot project mobile working" using email@example.com.
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