By implementing a hybrid work model, the City has made noteworthy progress in attracting and retaining highly skilled municipal officials, who now have the flexibility of working in the office and remotely.

Mergendrie Naidoo, the Deputy Director of Programmes and Projects for Group Human Capital Management (GHCM), says adopting a policy advocating for hybrid work gives impetus to improved productivity and performance in the organisation, provides opportunities for employee advancement and increases employee morale while reducing the cost of doing business.

“Workplace flexibility is a positive factor for any consideration of new employment. Remote working benefits will increase the City’s ability to attract and retain highly skilled employees,” Naidoo says.

Johannesburg is the first municipality in South Africa to adopt such a futuristic model of work for its over 30 000 employees.

Naidoo says the policy is designed to give municipal officials the freedom to work wherever and however they are most productive, while still maintaining a work-life balance. It will be implemented across non-essential service delivery departments and entities and is envisaged to stimulate positive social change in the organisation and enhance job satisfaction.

The implementation of the policy will also see a reduction in the City’s carbon footprint.

For employees to qualify for hybrid working, they need to have a stable WIFI connection at home, to connect to the City’s network. They also need to have all the necessary tools of trade to meet their deliverables and that this does not change as an effect of not being in the office.

A few exceptions to the framework include certain core departments or municipal entities that are automatically disqualified from the process due to the nature of services they render to residents of Johannesburg. These can also be referred to as frontline workers. Within these identified core departments/MEs, there may be some units/sub-units/sections that may qualify for hybrid work.

Naidoo explains that disqualification for hybrid working may include failure to meet all the employer/employee criteria and the City’s requirements, which automatically means an employee cannot work remotely.

She highlights that in cases where employees have been identified and qualify for hybrid working, the “City’s Group 100% Service Delivery Template” must be completed and signed by the Head of Department (HOD)/Managing Director (MD)/Chief Executive Officer (CEO) and respective MMC and submitted to GHCM as part of the administrative approval process. Once the written motivation is received, the approval of hybrid work will follow.

“The purpose of the application form is for employees to obtain official written approval for hybrid working as per the qualifying criteria and agree to set conditions. This process is only concluded and approved after the final signature of the Director: Talent Acquisition, Remuneration, Performance, and Transformation has been obtained. Once applicants have received approval following the above-mentioned processes, only then may they begin with hybrid working,” Naidoo stresses.

She says the City had already initiated the development of a remote working policy framework before the Covid-19 pandemic, through the GHCM Strategy of 2019, linked to the employee value proposition.

The “millennial effect,” Naidoo says, is one of the key drivers behind the rise in a culture of remote working. She adds that the policy is based on international best practice, which dictates a nurturing work environment for millennials and rapid career advancement in the workforce.

She notes that a 100% service delivery standard must be maintained regardless of the implementation of a hybrid work system. As a result, there is a need to identify service delivery core departments/municipal entities (MEs)/units/sub-units/sections that may rotate for work (hybrid working) if all the required criteria are met.

“This requires that an employee report physically for duty at the office on some days of the week while working remotely on other days.”