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Welcome to Your Guide to the Well Workplace Policy
Use this Hub to:
Learn about the Well Workplace Policy and Pitkin County's Dimensions of Wellbeing
Learn about Pitkin County's recognized workplace designations and work modalities
Learn about expectations and accountability
Create a Service Level Agreement (SLA)
Request a change to your work modality
Our Workplace is a flexible, adaptive environment that supports a range of work arrangements—from fully on-site to fully remote—based on the County’s commitment to serving the public effectively. Work modalities, or how and where work is done, are guided by service needs, job responsibilities, departmental goals, and leadership direction. This approach balances operational accountability with employee flexibility, ensuring that workplace structures align with the County’s fiduciary duty, organizational mission, and evolving workforce expectations.
To promote work-life balance, the County offers a range of programs designed for everyone, including flexible work designations and schedules, stipends, services, access to platforms, and educational courses focused on health, well-being, and safety. These programs are continually assessed and may evolve in response to our annual budget, employee feedback, and the County's overarching strategy.
Workplace Designations
Onsite
Onsite
Position responsibilities must be performed on-site, either at a specific County work location, in the office, or in the field. On-site work will include interacting with colleagues and the public, remote site work, and performing duties that require physical presence at a County property or asset.
Hybrid
Hybrid
Positions may be assigned to a hybrid arrangement, with some time spent teleworking in a home office/remote location and some time on-site at a Pitkin County physical location. These arrangements are designed to provide flexibility for both the employee and their workspace while maintaining team collaboration, service delivery, operational effectiveness, and supporting climate sustainability. Hybrid positions must work at a on-site Pitkin County location at least two days per week, unless a department director or above approves an alternate schedule. On-site work fosters improved collaboration, a stronger organizational culture, learning from one another, and real-time communication.
Remote
Remote
Positions designated as remote mean that the employee's home serves as their full-time workplace. This designation will require travel to one of the County’s physical locations. These roles may change at any time, and reasonable advance notice will be provided to any affected employee. Currently, all remote roles must reside in Colorado.
Work Modalities & Scheduling
Work modalities refer to the specific ways in which work is coordinated and performed, including scheduling, methods, and locations. The County employs over 200 positions, each with its own unique responsibilities, required knowledge, skills, experience, and education. Managers and employees will work together to establish work schedules that specify on-site and telework days. These schedules should strike a balance between flexibility, organizational needs, public and internal service delivery, and team collaboration.
If a change to work modality and/or schedule is deemed necessary, employees are required to complete the Well Workplace Request Form. The County is committed to helping employees manage the demands of work, commutes, family, and other life responsibilities by offering a range of work modalities, including but not limited to:
Flextime aka Flexible Work Hours
Flextime aka Flexible Work Hours
Flextime allows employees to adjust their start and/or end times within established parameters while still working their required number of hours and meeting operational, service, and coverage needs.
Example: Wednesday, Thursday, Friday, Saturday, 9 am to 6 pm, and Friday: 9 am to 1 pm
Compressed Workweek
Compressed Workweek
A compressed workweek is when an employee works their full, regularly scheduled number of hours over fewer than five workdays in a workweek, such as:
4/10s - four 10-hour work days per week
Example: Monday to Thursday, 6 am to 4 pm. Friday, Saturday, and Sunday off days/”weekend”
9/80s - eight 9-hour days and one 8-hour day over a two-week pay period, with one scheduled day off
Example: Monday to Friday, 8 am to 5 pm, plus the following week: Monday, Tuesday, and Wednesday, 8 am to 5 pm; Thursday, 8 am to 4 pm; with Friday off. This would repeat each pay period, so an employee would have every other Friday off to enjoy a 3-day weekend
Shift Based Schedules
Shift Based Schedules
A shift-based schedule is one in which an employee’s assigned work hours are determined by a designated shift rather than standard business hours, to ensure continuous operations, coverage, or public safety, and include:
Day, swing, or graveyard shifts
Fixed or rotating schedules
Weekends, holidays, or non-traditional business hours
Seasonal or operationally driven variations
On-call/stand-by duty
Example: Monday to Friday, 4 pm to 12 am
Alternate Workdays
Alternate Workdays
An alternate workday allows an employee to work their regular number of hours on a day different from the traditional or posted workday to meet operational needs or address occasional personal or business requirements.
Example: Working on a holiday when not required and banking the holiday hours to use on another day
Phased Retirement
Phased Retirement
Phased retirement is a gradual scheduling change as an employee approaches their retirement date. This allows an employee to transition and share knowledge as they step down from hours, rather than end abruptly.
Telework
Telework
Telework is a work arrangement in which an employee performs some or all of their regular job duties away from their designated County worksite, typically from a home office, for a sustained, approved period.
Telework can be full-time, hybrid, or temporary
Informal or intermittent remote work totaling less than 30 days per year will not require a formal agreement, but must still be approved by your supervisor
Telework does not change job expectations, pay, benefits, or performance standards. See policy for information on IRS reimbursements.
Not all positions are suitable for telework. Telework eligibility is based on:
The essential functions of the position
The ability to maintain service levels, availability, and responsiveness
Past and current performance and accountability
Department and County operational needs
Telework carries a unique set of expectations that the County has detailed HERE
Accountability & Expectations
This section defines accountability and the expectations of leaders, managers, and employees across the County. The County defines accountability as:
The practice of being responsible for results, honoring commitments, and taking ownership, whether the outcomes are successful or require learning and adjustment.
Directors
Directors
Directors are responsible for fostering a positive, productive work environment within their department. Key expectations include:
Promoting a culture of well-being and safety, along with effective communication.
Coaching employees and providing timely feedback.
Ensuring compliance with County standards and policies.
Maintaining operating hours that meet customer and community needs.
Organizing team-building activities to enhance collaboration and connection.
Modeling behaviors that reflect County values and policies.
Developing and upholding service-level agreements for internal and external customers and partners.
Setting clear expectations for their teams.
Delegating authority and responsibility effectively.
Managers & Supervisors
Managers & Supervisors
Managers and supervisors are responsible for fostering a positive team culture and overseeing the day-to-day operations of the division and are expected to:
Supporting and encouraging employee participation in well-being programs
Communicating organizational updates in a timely manner
Coaching employees and providing timely feedback
Ensuring safe work practices
Ensuring consistent and equitable application of this policy
Being accessible and visible to the team, partners, and the public
Setting clear expectations for performance, schedules, service standards, and availability
Supporting employees in an agreed-upon work modality while maintaining accountability and high service delivery standards
Modeling behaviors that reflect County values and policies.
Updating role designations with Human Resources
Coordinating team-building and collaboration days to drive connection
Employees
Employees
Employees are expected to deliver unprecedented service, infrastructure, and public safety, and are essential to keeping the community running by:
Using available resources responsibly and ethically
Following safety protocols and voicing concerns through the appropriate channels
Meeting performance expectations and asking if unclear
Being reachable during approved work hours, regardless of physical location
Maintaining updated Google calendars and voicemail indicating in-office/remote work days and out-of-office periods
Maintaining consistent communication with supervisors and team members
Attending required meetings, whether in-person or virtual
Adhering to organizational policies, including data security, confidentiality, and workplace safety
Modeling behaviors aligned with this policy and the County values
Participating in professional development and team-building activities
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