{"id":906,"date":"2021-09-01T15:00:25","date_gmt":"2021-09-01T13:00:25","guid":{"rendered":"https:\/\/www.kth.se\/blogs\/itm-management\/?p=906"},"modified":"2021-09-01T17:40:28","modified_gmt":"2021-09-01T15:40:28","slug":"teleworking","status":"publish","type":"post","link":"https:\/\/www.kth.se\/blogs\/itm-management\/2021\/09\/teleworking\/","title":{"rendered":"Teleworking \u2013 our new reality"},"content":{"rendered":"<div class=\"post-content-wrapper\"><p>In English further down.<\/p>\n<h2>Distansarbete \u2013 v\u00e5r nya verklighet<\/h2>\n<p>Nu \u00e4r det fokus och livliga diskussioner p\u00e5 KTH kring distansarbete. Precis som om det vore n\u00e5got nytt! Inom k\u00e4rnverksamheten kallas det till vardags f\u00f6r <em>f\u00f6rtroendearbetstid<\/em>. Det vill s\u00e4ga: arbetstid som en arbetstagare har f\u00f6rtroende att sj\u00e4lv disponera med h\u00e4nsyn till sina arbetsuppgifter. I och med pandemin har fr\u00e5gan om f\u00f6rtroendetid aktualiserats, och \u00e4r p\u00e5 v\u00e4g att formaliseras under termen <em>distansarbete<\/em>.<\/p>\n<p>\u00c4ven inom st\u00f6dverksamheten diskuteras fr\u00e5gan. I ena ringh\u00f6rnan distansarbete ett par dagar i veckan; i den andra kontorsrummet mellan 08.00-16.30, fem dagar i veckan. P\u00e5 ITM har vi haft m\u00e5nga och l\u00e5ng diskussioner om detta inom den administrativa ledningen. Vi kan konstatera att arbetet har fungerat bra, trots ett och ett halvt \u00e5r av ovanliga arbetsf\u00f6rh\u00e5llanden. Lite tr\u00e5kigt har det allt varit att inte tr\u00e4ffa kollegor IRL, men fungerat har det \u00e4nd\u00e5.<\/p>\n<p>V\u00e5r f\u00f6rsta workshop om distansarbete h\u00f6ll vi redan i januari. Det stod tidigt klart att samh\u00e4llet &#8211; och arbetsplatserna &#8211; inte skulle \u00e5terg\u00e5 till hur det s\u00e5g ut f\u00f6re covid-19. Och som arbetsledare kom vi snabbt fram till att n\u00e5gon f\u00f6r\u00e4ndring var vi villiga att acceptera, det handlar faktiskt om att ha f\u00f6rtroende f\u00f6r v\u00e5ra medarbetare. Och naturligtvis g\u00f6r vi inget undantag inom KTH, vi har f\u00f6rtroende f\u00f6r <em>alla<\/em> v\u00e5ra medarbetare \u2013 oavsett om det kallas f\u00f6rtroendearbetstid eller distansarbete. Men f\u00f6r att detta ska fungera beh\u00f6ver vi en t\u00e4t och kontinuerlig dialog mellan chef och medarbetare. Det bygger just p\u00e5 det \u00f6msesidiga f\u00f6rtroendet och ansvaret f\u00f6r arbetstiden.<\/p>\n<p>Ibland har jag f\u00e5tt fr\u00e5gan: \u201dMen t\u00e4nk p\u00e5 de som inte kommer att leverera?\u201d. Ja, med s\u00e5 m\u00e5nga anst\u00e4llda finns det alltid n\u00e5gon eller n\u00e5gra som levererar i underkant &#8211; men s\u00e5 \u00e4r fallet \u00e4ven vid kontorsarbete. Om n\u00e5gra av v\u00e5ra medarbetare inte levererar s\u00e5 \u00e4r det oftast inte en fr\u00e5ga om <em>var<\/em> arbetet utf\u00f6rs. Orsakerna kan vara m\u00e5nga: hemf\u00f6rh\u00e5llanden, att inte trivas med sitt arbete, sjukdom etc. Det \u00e4r fr\u00e5gor som vi f\u00e5r hantera &#8211; distansarbete eller inte.<\/p>\n<p>Vi m\u00f6ts ocks\u00e5 av fr\u00e5gan: \u201dbryr ni er inte om att vara verksamhetsn\u00e4ra?\u201d. Och visst g\u00f6r vi det, det \u00e4r v\u00e5rt huvudfokus! Men vad betyder verksamhetsn\u00e4ra 2021? ITM sitter utspritt \u00f6ver hela Campus Valhallav\u00e4gen, vi har ett campus i S\u00f6dert\u00e4lje. Vi har identifierat verksamhetsn\u00e4ra med f\u00f6ljande ledord:<\/p>\n<ul>\n<li>H\u00f6g kompentens inom de administrativa omr\u00e5dena och dess processer.<\/li>\n<li>Tillg\u00e4ngliga.<\/li>\n<li>Serviceinriktade.<\/li>\n<li>Digitaliserade.<\/li>\n<\/ul>\n<p>Och h\u00e4r skiljer sig inte st\u00f6dverksamheten fr\u00e5n k\u00e4rnverksamheten i n\u00e5gon st\u00f6rre bem\u00e4rkelse. \u00c4ven skolans l\u00e4rare m\u00e5ste ju vara verksamhetsn\u00e4ra. Att vara tillg\u00e4ngliga och ha h\u00f6g kompetens ut mot skolans studenter bland annat, oavsett om undervisningen sker p\u00e5 distans eller p\u00e5 plats.<\/p>\n<p>Inom st\u00f6dverksamheten kommer vi att bevilja hemarbete till de medarbetare som har arbetsuppgifter som g\u00f6r detta m\u00f6jligt. Naturligtvis \u00e4r det frivilligt. Det inneb\u00e4r att alla m\u00e5ste vara p\u00e5 kontoret \u00e5tminstone tre dagar per vecka. En dag i veckan kommer varje enhet att ha som en gemensam arbetsdag p\u00e5 kontoret. Detta f\u00f6r att alla n\u00e5gon g\u00e5ng i veckan ska f\u00e5 tr\u00e4ffas. Och givietvis m\u00e5ste hemarbetet styras f\u00f6r att det ska fungera! Alla kan inte vara borta samma dag, kontoret ska vara bemannat under arbetsveckan, men alla beh\u00f6ver inte vara d\u00e4r samtidigt. Vi m\u00e5ste l\u00e4ra oss att planera om v\u00e5ra arbetsuppgifter. Vissa arbetsuppgifter passar b\u00e4ttre att g\u00f6ra i lugn och ro, andra passar b\u00e4ttre p\u00e5 kontoret.<\/p>\n<p>Vi kommer att bevilja hemarbete terminsvis f\u00f6r att sedan f\u00f6lja upp det p\u00e5 individniv\u00e5, gruppniv\u00e5 och ut mot k\u00e4rnverksamheten. Distansarbetet ska ju inte bara passa den enskilda individen, \u00e4ven gruppen m\u00e5ste tillsammans komma \u00f6verens om formerna f\u00f6r distansarbetet.<\/p>\n<p>I och med den nya arbetssituationen d\u00e4r f\u00e4rre \u00e4r p\u00e5 plats samtidigt, kommer vi att se \u00f6ver v\u00e5ra lokaler, precis som m\u00e5nga andra arbetsplatser nu g\u00f6r. Man f\u00e5r vara beredd att dela rum med n\u00e5gon, det \u00e4r kostsamt med tomma kontorsrum som inte nyttjas fullt ut. Detta \u00e4r ett steg i att f\u00e5 ner t\u00e4ckningsbidraget. Vi tar hj\u00e4lp med denna fr\u00e5ga fr\u00e5n lokalplaneringen vid GVS d\u00e4r de \u00e4r proffs p\u00e5 just att optimera lokaler.<\/p>\n<p>I februari 2022 kommer vi att anordna en gemensam konferens f\u00f6r st\u00f6dverksamheten med temat \u201dVerksamhetsn\u00e4ra\u201d. Tanken \u00e4r att bjuda in representanter fr\u00e5n k\u00e4rnverksamheten och diskutera vilket st\u00f6d de beh\u00f6ver f\u00f6r att kunna fokusera p\u00e5 utbildning, forskning och tredje uppgiften utan att k\u00e4nna att de administrativa uppgifterna blir allt f\u00f6r tunga.<\/p>\n<p>Jag \u00e4r \u00f6vertygad om att ITM:s medarbetare inom st\u00f6dverksamheten kommer att leverera p\u00e5 samma h\u00f6ga niv\u00e5 som f\u00f6re och under covid-19 \u2013 b\u00e5de p\u00e5 distans och p\u00e5 kontoret. Det f\u00f6rtroendet har jag f\u00f6r medarbetarna!<\/p>\n<p>\/ Christina Carlsson, Administrativ chef p\u00e5 ITM-skolan<\/p>\n<h2><strong>Teleworking<\/strong><strong> \u2013 our new reality<\/strong><\/h2>\n<p>At the moment, there are loud discussions about teleworking at KTH. As if that was something new! Within the core business, it is called\u00a0<em>unregulated working hours (f\u00f6rtroendearbetstid)<\/em>. That means working hours that an employee has the confidence to organize themself &#8211; naturally in regard to the work tasks. With the pandemic, the topic of\u00a0<em>unregulated working hours\u00a0<\/em>has come to the fore and is about to be formalized under the term\u00a0<em>teleworking<\/em>.<\/p>\n<p>The issue is an ongoing match within the professional support at all levels. In one ring corner, telework a couple of days a week; in the other, work performed on-site at campus between 08.00-16.30, five days a week. Within the ITM administrative management group, we have had many &#8211; and long &#8211; discussions about this. We can establish that the co-workers have performed well despite unusual working conditions for a year and a half. It has been a bit boring not to meet colleagues IRL, but the work was done, and performed well.<\/p>\n<p>We had our first workshop on telework in January. At an early stage, it was evident that that society \u2013 and its workplaces \u2013 would not return to how it used to be before covid-19. And as managers, we quickly concluded that we were willing to accept some kind of change; it\u2019s a matter of having confidence in our employees. And, of course, we make no exception at KTH; we trust all our employees \u2013 regardless of whether it is called\u00a0<em>unregulated working hours\u00a0<\/em>or\u00a0<em>teleworking<\/em>. But for this to be successful, we need a close and continuous dialogue between leaders and employees, based on mutual trust and responsibility for working hours.<\/p>\n<p>I have been asked: \u201cBut what about those who don\u2019t deliver?\u201d. Correct, with many employees, there are always a few who underperform \u2013 but this is the case for work on-site too! If some of our employees do not deliver, it is usually not a question of where the work is performed. The reasons can be many: home conditions, being unhappy with their work, illness, etc. These are issues that we have to deal with \u2013 teleworking or not.<\/p>\n<p>Another question I get is: \u201cDon\u2019t you care about being close to the core business?\u201d And of course, we do; it\u2019s our main focus! But what does \u201cbeing close to the core business\u201d mean in 2021? ITM is spread all over campus Valhallav\u00e4gen, and we have one campus in S\u00f6dert\u00e4lje. We have identified \u201dworking close to our core-business\u201d with the following keywords:<\/p>\n<ul>\n<li>High competence in the administrative areas and their processes.<\/li>\n<li>Accessible.<\/li>\n<li>Service-oriented.<\/li>\n<li>Digitized.<\/li>\n<\/ul>\n<p>Quite frankly, this goes for both ITM\u2019s support and ITM\u2019s core activities. The school\u2019s teachers must also be close to the core business. They need to be accessible and have a high level of competence towards the school\u2019s students, among other things &#8211; regardless of whether the teaching takes place at a distance or on-site.<\/p>\n<p>Within the support units, we will grant remote work two days a week for employees who have tasks that allow it. But of course, it is voluntary. Everyone must be at the campus office at least three days a week. Each unit will have a joint working day at the campus office to meet IRL one day a week. And of course, telework has to be planned and managed for it to work! Not everyone can be absent the same day, the office must be populated during the week, but not everyone needs to be there at the same time. We must learn to re-organize our tasks. Some tasks need tranquility; others are better performed in the office.<\/p>\n<p>We will grant telework on a semester basis and follow it up individually, at a group level and in relation to the core business. The telework must not only suit the individual, the group must also agree on the set-up.<\/p>\n<p>With a new work situation where fewer people are on-site simultaneously, we will review our premises, just like many other workplaces do. You must be prepared to share a room with someone, it is costly with empty and under-utilized office rooms. This is one step in reducing the contribution margins. We have asked GVS for help to optimize our premises \u2013 they have experts in this field.<\/p>\n<p>In February 2022, we will organize a joint conference for the professional support team at ITM with the theme \u201cClose to the core business\u201d. The idea is to invite representatives from the core business and discuss what support they need to focus on education, research, and outreach, without feeling that the administrative tasks become too heavy.<\/p>\n<p>I am convinced that ITM\u2019s employees in the professional support will deliver at the same high level as before, and during, covid-19 \u2013 both as teleworkers and working on-site. I have confidence in the employees!<\/p>\n<p>\/ Christina Carlsson, Head of Administration at the ITM School<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>In English further down. Distansarbete \u2013 v\u00e5r nya verklighet Nu \u00e4r det fokus och livliga diskussioner p\u00e5 KTH kring distansarbete. Precis som om det vore n\u00e5got nytt! Inom k\u00e4rnverksamheten kallas det till vardags f\u00f6r f\u00f6rtroendearbetstid. Det vill s\u00e4ga: arbetstid som en arbetstagare har f\u00f6rtroende att sj\u00e4lv disponera med h\u00e4nsyn till sina arbetsuppgifter. I och med [&hellip;]<\/p>\n","protected":false},"author":1299,"featured_media":909,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"jetpack_post_was_ever_published":false,"footnotes":""},"categories":[16,17],"tags":[],"class_list":["post-906","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-christina-carlsson","category-head-of-administration"],"jetpack_featured_media_url":"https:\/\/www.kth.se\/blogs\/itm-management\/files\/2021\/09\/Remote-work-christin-hume-Hcfwew744z4-unsplash_1000-560.jpg","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p6P3xp-eC","_links":{"self":[{"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/posts\/906","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/users\/1299"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/comments?post=906"}],"version-history":[{"count":6,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/posts\/906\/revisions"}],"predecessor-version":[{"id":913,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/posts\/906\/revisions\/913"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/media\/909"}],"wp:attachment":[{"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/media?parent=906"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/categories?post=906"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.kth.se\/blogs\/itm-management\/wp-json\/wp\/v2\/tags?post=906"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}