Overview

The Signposts have been devised to assist decision-makers and practitioners develop effective work/life approaches which will serve organisations’ differing business needs and the changing needs of the people in those businesses.

The Signposts reflect a view that:

  • Work/life planning should be strategic and linked to business aims
  • The organisational culture should support work/life balance for all
  • Analysis of staff needs should be reflected in planning and implementation
  • Staff should understand the concept and the options available to them
  • Managers should have the knowledge and skills to implement the program
  • The impact of work/life initiatives should be measured and adjustments made as required


The ACREW Key Performance Indicators (KPI) Checklist of Work/life Best Practice© provides the basis for the Signposts.
This Work/life framework comprises four key elements:

  • Planning and Alignment,
  • Customized Policies, Programs and Practices
  • Supportive Culture
  • Value

The ACREW https://www.buseco.monash.edu.au/mgt/research/acrew/ Key Performance Indicators (KPI) Checklist of Work/life Best Practice© supports and informs the selection and presentation of the Signposts.


The Signposts are directed to:

  • Getting started – conduct an organisational self assessment
  • Getting data – employee needs assessment
  • Identifying solutions – to suit the staff group and the business
  • Considering the possibilities - flexible work options and negotiating flexible work
  • Making a statement - preparing a work/life policy
  • Getting help – training and development
  • bright ideas – learning from the experience of others


Disclaimer
This content of this website is intended to be a general guide only. The selection of resources has been guided by the ACREW Key Performance Indicators (KPI) Checklist of Work/life Best Practice© - a Work life framework set out in the Organisational Self Assessment section. This led to the choice of a range of accessible material including resources, tools, examples and models which the Work Life Association considers to be useful - but does not necessarily endorse. All due care has been taken in its preparation, but there are, of course, many other valuable resources available. Our Post Card section offers the opportunity for practitioners to seek help in locating resources they are seeking.

The Work Life Association provides no warranty of accuracy, reliability or completeness of, and accepts no responsibility for errors in or omissions from, any loss or damage resulting from reliance on (in whole or in part) this information. The Work Life Association does not accept responsibility for any action taken in reliance on the information contained in this web site.

ACREW KPI Checklist.pdf

Events

Reducing Role Overload in the Health Care Sector

You are invited to attend a special forum on the topic of Reducing Role Overload in the Health Care Sector arranged by the Work/Life Association in conjunction with Monash University's Australian Centre for Research in Employment and Work (ACREW) and Victorian Hospitals’ Industrial Association.

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For presentations from the Right to Request Flexible Work business forum held on 19 May click here.

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+ Previous Events
 

What's News

President Obama and Michelle Obama are taking a keen interest in workplace flexibility

The Obama Administration announced plans to hold a Forum on Workplace Flexibility on March 31st at the White House.

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Towards flexibility being the “new normal” in the American workplace

A recently released US report from Workplace Flexibility 2010, a Georgetown Law-based think tank, outlines a comprehensive set of policy solutions to expand Americans’ access to flexible work arrangements (FWAs) such as compressed workweeks, predictable schedules, and telework. The common-ground solutions described in the report can benefit both working families and businesses.

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Australian men yearn for work/life balance

This article reports on a growing trend among males in the workforce to be wanting to better match their work and family responsibilities.

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Flexibility for men and women and all ages

Perhaps one the key to normalizing flexibility in the workplace is for men to speak up about their desire to have the same flexibility for family time as many women have been expressing and acting on for years.

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