Return to Office Guide Leadership Guide
Return to Office Guide
Our Guide
Guiding Principles: Inclusion, Innovation, Collaboration
This document is designed to serve as a quick guide to prepare and equip the extended leadership team for a smooth return to office transition.
Our Philosophy:
Adtalem’s return to office model allows us to successfully transition to an enhanced hybrid workforce with inoffice work and maintaining flexibility for colleagues. our leaders, colleagues and institutions as we transition to a hybrid workforce while building a positive and inclusive employee experience
Our Goal:
Grade 7+ colleagues to return to the office for 3 days a week with flexibility to work remote 2 days a week in efforts to collaborate, build connections and sustain our culture of inclusion.
The “why” - Talking points:
• Our company culture strongly values collaboration, inclusion and connecting with others in person
• There are significant advantages when colleagues come together including greater innovation and better opportunities for career growth
• Work-Life integration is key to maintaining remote days combined with in person days are paramount to the success of our inclusive culture
• Our transformation focuses on a new operating model which enables a strong and enhanced employee experience
Preparing for Return to Office:
✓ Create space for your team to meet within the first week and beyond
✓ Ensure your teams have the equipment and technology needed for successful transition to hybrid model
✓ Work with your local RTO project leads to ensure leadership visibility during week 1
✓ Prepare for scenarios and QA by leveraging this document and resources provided
Your Role as a Leader
✓ Commit to understanding and implementing the principles of Adtalem’s RTO model
✓ Champion and socialize this approach with your in-scope (grade 7+) team members and role model behaviors
✓ Expect in-scope colleagues to work in the office 3 days per week Tuesday, Wednesday, Thursday starting September 11
✓ Participate in the day 1/week 1 welcoming experience and beyond
✓ Support your teams with open and transparent communication, answer any questions and address concerns
✓ Provide feedback on what’s working and seek support and counsel from the CRC or your HR Leader if you need additional help
Working together to create a positive and inclusive return to office colleague experience!
Human Resources Change Network Extended Leadership Team People Leaders Colleagues
Equipping You With Answers to Common Colleague Concerns
I have small children that sometimes need to be picked up if they are sick etc. I’m not comfortable being in the office on a regular basis due to the need for flexibility and to be closer to my family when they need it. Can I work shorter hours or half days in the office to accommodate the occasional need to pick up and drop off my children?
ANSWER:
As a leader, it’s important that you encourage dialogue with your team regarding any challenges they may have with working in the office. In this situation, the leader should explore with the colleague what other potential solutions might be available in the case of an unexpected situation. More broadly, leaders should continue to reinforce the value of being in the office and if necessary, allow the colleague to flex start and stop times in the office to accommodate special circumstances.
Having to go into the office, even for just a few days a week is a financial hardship for me and my family. Will Adtalem be providing a transportation stipend, or can I be classified as a fully remote colleague like others on my team who live outside of the area?
ANSWER:
Adtalem will not be providing any financial assistance to offset the cost of commuting to the office. In this case, the leader should encourage the colleague to explore enrolling inAdtalem’s “Transportation Fringe Benefit Plan”, which allows colleagues to elect to pay for certain commuter transit and parking expenses with
pre-tax dollars. They should reach out to AskHR for any questions related to this benefit. Going forward, we will not classify anyone who resides within 50 miles of an Adtalem location as remote.
I currently live within 50 miles of an Adtalem location but am considering moving outside of the geographic area so that I can work remotely 100% of the time. Will I be allowed to continue working for Adtalem if I move?
ANSWER:
As we transitioned to remote work, there were colleagues who were approved to move outside of their geographic area and continue to work for Adtalem as a 100% remote colleague. As we transition back to the office, in most cases we will not permit colleagues to move outside of the geographic area and continue to work for Adtalem. Any colleague contemplating a move outside their geographic area should first discuss with their leader so that they understand the potential impact to their employment status.
What should I do if someone who is in-scope refuses to return to the office?
ANSWER:
The leader should first explore with the colleague why they do not want to return and address any concerns that they may have (to the extent that the leader can). You should also review with the employee our fundamental belief that there are significant advantages when colleagues come together including stronger relationships, better collaboration, faster decision making, greater innovation, stronger commitment and better opportunities for career growth. If, after discussing with the colleague they still refuse to come into the office, reach out to the CRC to discuss appropriate corrective action that may include termination.
Helpful Links:
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RESOURCES
RTO Resource Center - All Colleagues
Resource Center - Leadership Return to Office - Overview Deck.pptx
RTO
Email Template Return to Office - FAQs
Creating a Positive ColleagueReturn to Office Experience
A project team is leading the efforts to create a positive, seamless experience as grade 7+ colleagues within 50 miles of an Adtalem office transition back to working in the office three days a week. The focus is on creating an efficient, positive, and welcoming experience for colleagues returning to each of the four main Adtalem offices. The project team members include:
Project Team Members
Cheryl James Executive Sponsor
Katrina Jackson Project Lead
Ken Driscoll Project Lead
Deb Maher Colleague experience Lead
Kristin Baresich Communications Lead
Natalie Mitchell Communications Lead
Julie Walton Enterprise Security/Safety Lead
Amy de Vallet Real Estate Lead
Sue Quick IT Lead
Kim Lockwood Administrative Support
Carolyn Franklin Chicago HQ Location Lead
Megan Blair Columbia Location Lead
Alex Carrasco South Florida Location Lead
Mandy Olsen Minneapolis Location Lead
Lisa Haigh Marello Addison National Location Lead
Core Local Project Team Leads
