The purpose of the AWP program is to assure that state government participates in developing and creating flexible time work schedules, additional permanent part-time positions and other alternative work patterns in order to maximize, in a manner consistent with the needs of state service, the employment options available to existing and potential state employees. Bureau of Affirmative Action (BAA) provides technical assistance to agencies and employees in implementing this program and monitors the agencies' programs. All state agencies have an AWP program.
ALTERNATIVE WORK PATTERNS
AGENCY POLICY AND PROCEDURE OUTLINE
Wis. Stats., s. 230.215, requires state agencies and universities to participate in developing and creating alternative work patterns (AWP) in order to maximize in a manner consistent with the needs of state service, the employment options available to existing and potential state employees. DPM/BAA provides the following policy and procedure guidelines to assist agencies and universities develop their programs.
POLICY STATEMENT COMPONENTS:
- Support for AWP, including flex-time, part-time and shared-time schedules.
- Reasons why the agency or university supports AWP.
- Commitment of the appointing authority to review employee requests for AWP.
- A statement that AWP for represented employees will be in accord with local union contracts.
- A list of the criteria to be used to determine the appropriateness of an employee’s request for AWP.
- A description of the process which will be implemented in order to assess employee interest in AWP.
- A description of the method of disseminating the policy and procedure so that employees are aware of the AWP program.
- The position title of the person who is responsible for coordinating the AWP program in your agency or university.
- How AWP programs will be evaluated and who is responsible for this evaluation. At a minimum, AWP programs should be evaluated on an annual basis.
A. How an employee requests AWP.
B. Who reviews the employee’s request for AWP.
C. How soon after the request for AWP an employee is informed of the approval or disapproval.
D. Time-keeping responsibilities of the employee and the supervisor.
E. How the procedure will be monitored for adverse impact on AA group members.