How to Propose a Flexible Work Arrangement:

Here is a step-by-step guide to preparing a well-thought out, well-written proposal:
• Do your Homework - Identify the different types of flexible work arrangements and consider which one(s) make the most sense in your position. Contact your Human Resources representative and find out what types of flexible work arrangements your employer permits and what guidelines, if any, there are. If there's a written policy, review it and learn how benefits, compensation and career track are affected by flexibility.

Once the homework is complete, you’re ready to put pen to paper. A formal, written proposal should include the following:

• Your accomplishments, prior accolades, special/unique skills and/or client relationships.

• Answers to the following questions:

>	What is your current role in the organization?
>	Who are your customers and what are your deliverables?
>	How will you tailor your job responsibilities to fit your schedule?
>	What will be your schedule? Be very specific (i.e. days, hours, seasonal changes or crunch period changes). How will you meet your performance goals on this schedule? Will they require revision?
>	How will you communicate on your off-days? (i.e. voice mail, pager, e-mail, home office phone).
>	How will daily issues be resolved?
>	How, if at all, will the rest of the department be affected by your new schedule? Will some responsibilities be reassigned?

• Your ability to be flexible - Address how your schedule could be modified to meet changing business needs, such as staff meetings, training sessions or seasonal ebbs and flows. Have a well thought out contingency plan for the occasional emergency.

• Pre-established boundaries - Set guidelines so that your off-time is not intruded upon to the point it does not exist. What is acceptable notice for a staff meeting that falls on your day off? What is an acceptable window for returning calls on your days off? What constitutes an emergency that requires your involvement on an off-day?

• Necessary technology - Will you need any office equipment i.e. laptop, fax, phone line? If so, who will pay for it?

• A suggestion for more frequent review periods - This is especially important during the first year to ensure that all needs are being met and to provide opportunities for modification.

• How you will be compensated - Suggest that your new pay be a percent of your current compensation. If you'll be working three days/week, you will be accountable for 60 percent of deliverables (i.e. sales, billable hours, customers serviced, etc.) and therefore paid at 60 percent of salary. If ineligible for benefits as a flex-timer, increase your total salary accordingly.

As important as preparing a convincing proposal, is presenting it. If you are a salesperson, this may come naturally. For most of us however, it will take some practice. The following guidelines should be followed:
• Consider the timing - The proposal should be presented in person when you have your manager's time and attention. Don’t procrastinate. Present your proposal with ample time for review.

• Think like your boss - Anticipate objections. The last thing he/she wants is more work. Make sure your proposal is complete and convincing.  In other words, an easy "yes". Be sure to role play ahead of time so you feel comfortable with what you are going to say.

• Be flexible, but know your limits - Listen to counter proposals and be prepared to make concessions. At the same time, know your bottom line and stick with it.

• Stick with the business case; avoid the tendency to justify – Flexible work arrangements are a smart business decision. Whether you are proposing one for child care reasons or for recreational pursuits, these kinds of reasons have no place in the discussion.

It's important to keep in mind that flexibility is not an entitlement. Employees who wait for their employers to come to them with work alternatives will be waiting a long time. But flexibility is not a concession either. If you've made valuable, consistent contributions to your company's business, it will cost them far less to grant your flexible work needs than to replace you.