If you need to change the way you do your role, flexible working can be the solution. We start by considering the when, where, how and who work of the work, seeking solutions that maintain or improve service delivery for the people of NSW.

In some cases, this solution is relatively easy to find, but in other cases, a more intentional process of re-thinking, or redesigning the role might be needed.

For example, if someone needs to reduce their hours, or do the work differently.

We’ve developed this to guide you through the steps you need to take if you and your manager find you need to redesign your role. You might find this guide useful if the flexibility you’re seeking:

  • is ongoing - if your request is just for a temporary role adjustment, use our short-term Role Adjustment Toolkit
  • requires redesign - use tip sheet 2 to check if this is the case.

If it turns out that role design will not be necessary, you can use our Employee Conversation Guide to negotiate the flexibility you do need.

Whatever your reason for needing flexibility in your role’s design, the process remains basically the same. It could be because of caring responsibilities, preparing to retire, study or career transition commitments, or health reasons or a disability. This guide provides a process to support you regardless of the context.

If you think you and your manager need more support to work through the guide, please contact your HR representative and you can always include your job support contact if you have one.
 

This guide focuses on your actions as an employee

While you and your manager both have an active role to play, your role is to:

  • identify and communicate your needs and the flexibility that you are after
  • help identify different ways to plan and arrange your work to meet the team’s needs and your individual needs
  • participate in any team discussions about flexibility, work priorities and resourcing options
  • co-design solutions with your leader that work for your individual circumstances and team/business outcomes
  • collaborate with others to identify and address any customer/client implications.

The focus is on trying to find ways to make it work, without sacrificing career opportunities, or unrealistic workloads for you or colleagues. Use as many or as few of these resources as make sense for you and your manager.

For your manager, we’ve also developed a matching guide, which defines their role as to:

  • help their team members understand the work implications of changing how and when their role is performed at both a team and individual level
  • challenge themselves to identify different ways to arrange work within their team and discover new ways of working
  • work with you and the team to find a solution that works for individual circumstances and business/team outcomes
  • work with the team to identify and address any customer/client implications.

The following process map demonstrates how this works and the resources we’ve provided to match.

If you are a people leader and the redesign is for a team member’s role, please refer to the Manager Role Redesign Guide.

Employee Role Redesign Guide

Download the PDF guide.

Request 'Role Design Decision Making Tool'

Use the tool to work through a simple role analysis process.