Updated March 5, 2021
Almost overnight, the global pandemic and the resulting stay-at-home orders issued in March 2020 changed how we live – and how we work – for the foreseeable future. A year later, we remain a distributed workforce, with some of Stanford’s employees serving the mission on-site, while most have been asked to continue their work from home.
The agility required to make this transition was unprecedented, as we furiously reimagined how we could continue to support the critical work of the university while remaining safe. This demanded changes to every aspect of our work, from adopting Zoom and other technologies, to transitioning to virtual events and creating online curricula.
“We’re living in a time when information and circumstances change rapidly – sometimes hourly,” says Elizabeth Zacharias, Vice President for University Human Resources. “Our community has done a tremendous job navigating and adjusting to this pace of change.”
But what’s next in this journey? While there remain variables that can change the timing and course of our actions, the university is organized around a path toward long-term recovery.
Navigating the confluence of work and home
It quickly became clear that supporting employees would mean recognizing the balancing act so many of us continue to face, between the demands of our work and the hardships all around us. Stanford introduced interim policies and programs to address some of these needs, such as Pay Continuation, Caregiving Pay, Quarantine Pay and the Employee Emergency Grant Program. Teams across the university developed and implemented new systems to promote safety, such as the On-Site Role Management System and Health Check.
Employees also took advantage of existing wellness resources, such as BeWell programs and the Faculty and Staff Resource Center, which quickly pivoted to continue helping employees with their personal and emotional challenges.
As the situation continues to unfold, additional policies and support will be developed, Zacharias says. This includes COVID Flex Hours, a new policy announced in March that provides employees with paid time to address COVID-19-related personal needs, such as wellness and family care.
What the future looks like
As the university plans for the next phase of recovery, amidst hopeful new developments there is also uncertainty, particularly around timing. For employees, when they can expect to be working on-site again remains one of the primary questions. The answer is dependent on many factors, including when students can return to campus, vaccine availability, public school re-openings and access to child and adult care – and especially the public health situation. Planning for the months ahead will continue to require flexibility, resilience and patience.
University leadership recently confirmed that juniors and seniors will return for spring quarter as planned. Depending on staffing needs and COVID conditions, leaders of each school and unit will decide by early March which employees will return to on-site work, either fully or a few days a week, and which will continue telecommuting for the quarter. Employees identified to return to on-site work will be notified at least two weeks prior to their expected return date.
As employees do transition back to campus, there are new realities to embrace. Campus Zones, required COVID-19 surveillance testing, daily Health Check, masking, social distancing, and other health and safety protocols have been implemented to keep our community safe. Vaccine distribution also continues to expand, opening up to additional priority groups, as defined by the state and counties.
Applying what we've learned
With change comes opportunity—to harness what we’ve learned this year and capitalize on the efficiencies we’ve gained. The Long-Term Recovery Team examined the possibilities, including how Stanford can promote greater work flexibility beyond COVID-19. The Committee’s recommendations are now developing into workstreams with a focus on refining our approach and creating plans for implementation. Next steps for these initiatives will be communicated by the teams who will lead the various efforts.
Other innovations, such as the virtual Welcome Center for new employees, enhanced use of technology in courses, and online professional development and wellness opportunities, will also continue even after more employees are back on site.
“I have a deep sense of gratitude for the dedication, resilience, and adaptability employees have displayed this year,” Zacharias says, “and for the many improvements we’ve been able to make together during this pandemic that will last well beyond it.”
For the latest information on COVID-19 resources for the Stanford community, please visit Health Alerts and the COVID-19 Workplace Guide.
Upcoming reflection and wellness events
Take time for emotional and spiritual wellness at these upcoming community events. See the Stanford Events Calendar for additional offerings.
- March 3, 10 & 17, 2–3:15 p.m.: Grief and Loss Support Group, sponsored by the Faculty and Staff Help Center
- March 15, 12 p.m.: The Shelter of Community: Loss, Longing, and Resilience, sponsored by the Office for Religious & Spiritual Life
- March 25, 8 a.m.–5:30 p.m.: BeWell and Connect, sponsored by Stanford BeWell.
