Building the Hybrid Workforce: Sustaining Telework as the State Reopens

Start the work of integrating a high level of full and part time telework into a hybrid workforce. Each department should determine the maximum level of telework appropriate based on their own operational needs with the goal of maximizing telework.

Updated July 2021

What departments can start now:

  • Develop or review departmental telework policies to ensure they support departmental telework goals based on operational need. Departments should include their labor relations team in policy review for contract and noticing compliance. If there are questions regarding contract and noticing compliance, departmental labor relations contacts can reach out to for guidance. 


  • Determine how many of your telework-eligible employees will telework full-time or part-time or return to the office full-time, subject to operational needs of the department. For more on how to manage who is coming into the office, review FI$Cal’s Workspace Reservation System.



  • Start building the organizational infrastructure for ongoing telework efforts. Assign a telework coordinator and get them started on building a telework network in your organization to smooth the transition.

It is important to remember that there are some jobs for which telework is not feasible. During the emergency pandemic, other jobs and tasks that had been unsuitable for telework may have been reassessed, and will need to continue to be reassessed with the goal of adapting them to be performed remotely and digitally to the extent possible. While continuing to look at jobs in a new way to maximize telework where operationally feasible, consider mapping out jobs and tasks that could be affected.

Note which roles and duties fall into each of the following categories:

  • Can be done, even partially, without a physical presence in the workplace
  • Cannot be done, even somewhat, outside of the physical premises
  • Not sure. Challenge any potentially inaccurate default assumptions about specific jobs that were thought of as unable to be done remotely. For those in the “not sure” column, is there willingness to experiment?

Update duty statements as positions come up for posting to reflect what part of the job is conducive for telework.

  • Establish a cleaning protocol for shared workspaces such as conference rooms and cubicles.
  • Ensure conference rooms are technologically configured to accommodate a hybrid workforce.
  • Ensure staff are familiar with the tools available for teleconferencing and know how to use them.
  • Provide and maintain information for holding successful virtual meetings and using collaboration tools.
  • Assess shared space reservation tools and determine which would be the best fit for your department. 
  • Provide computing accessories (keyboard, mouse, headset) for each employee and provide for personal storage of such items for shared workspaces.
  • Review processes and forms for options to automate and add electronic signature capability. Plan to update as needed.
  • Assess the reduction of travel experienced during Stay-At-Home orders and determine which trips/travel can be permanently replaced by virtual meetings.

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