IR Professionals’ Work Patterns

AIR is interested in IR professionals’ work patterns, and a recent survey explored the topic of telecommuting and the frequency with which people take work home in the evenings and on weekends.

Survey Specifications:

Time Frame: May 9-15, 2012

Random Sample of 576 AIR members

Response Rate: 211 (36.6%)

Survey Results:

Of the respondents, 91% indicated that they work for colleges or universities in administrative units that are primarily focused on data for reporting and/or decision support. For the purposes of this survey, telecommuting was defined as working from a home office in lieu of going to a campus-based office.

 


 

 Comments:

 
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Total Comments: 4
 
Randy posted on 5/24/2012 4:37 PM
We know that the pressure on IR is very high these days. Bill's survey a couple of years ago was a warning about the number of IR people who plan to leave the profession. There are many serious conversations that could arise from these data. If I want to keep a good IR staff member or recruit a new one, working conditions should be on my mind. I'm particularly interested in the comments that show the conflict between needing quiet working time and need to be on campus to meet/supervise others. I would love to hear how others view these data and how they could be useful to IR managers and senior campus leaders.
Angel posted on 5/24/2012 7:08 PM
The results are interesting in that it points to the need to build up flexibility in the way we conduct our IR / planning functions both at the institutional level and in our capacity to develop intra/inter-institutional networks of practice.
I think that in many ways we need to develop IR capability that is flexible, adaptable, innovative and anticipate the changing nature of work and the way universities are functioning in a globalised environment.
Kimberly posted on 5/25/2012 10:32 AM
Response to Randy: I couldn't agree more and am also thinking of flexible working conditions as a benefit that can be offered to help offset the reductions in pay that seem to be taking place as the result of the generally poor economy. When pay raises are not possible, employers need to become more creative in finding ways to encourage good staff to stay and to remain enthusiastic and productive.
Rob posted on 6/26/2012 4:34 PM
Organizations, not necessarily colleges or universities, are beginning to consider the ability to telecommute as part of the benefits they offer and if tied to compensation, it can become a cost-savings strategy. Obviously telecommute has implications for HR policies as well as facilities designs and IT, but equally, if not more important, for how work is managed; we've begun creating project plans with delieverables by due dates, the absence of which can make it difficult to verify working remotely. Federal laws for hourly workers needs review as well for telecommute opportunities.