2008 Guide to Bold New Ideas for Making Work Work
All of the employers featured in this Guide are winners of the Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility in 2007. This national in scope, locally-based award program recognizes exemplary employers of all types and sizes in participating communities across the U.S. for their innovative workplace effectiveness and flexibility initiatives. This is a site-based award, and for multi-site employers it is the local worksite that is considered for the award. Using a rigorous scoring methodology that emphasizes employees’ real life experiences on the job, the Alfred P. Sloan Awards honor organizations and worksites that are using workplace flexibility as a strategy to increase workplace effectiveness and yield positive business results, and to help employees succeed at work and at home.
The application process for the Alfred P. Sloan Awards takes place in two rounds. In Round I, employers self-nominate, completing a questionnaire about their organization’s flexibility and effectiveness practices at their worksite. These responses are measured against a nationally representative sample of employers, based on Families and Work Institute’s 2005 National Study of Employers. Employers that rank among the top 20 percent of employers in the U.S., when compared to this national data, move on to Round II. In Round II, qualifying employers are invited to have their employees complete a questionnaire that asks about their individual use of and experiences with flexibility and other aspects of an effective workplace, the supportiveness of the workplace culture and the presence or absence of job jeopardy for using flexibility. In organizations with fewer than 250 employees, all employees are surveyed. In larger organizations, a random sample of 250 employees is selected. Of those surveyed, a 40% response rate is required.
The winning scores heavily reflect the experience of employees. While one third of the final score used to determine the Sloan Award Winners depends on the employers’ responses, two thirds are from the employees’ responses– with equal weighting given to employees’ reports of 1) access/use of flexibility and effective practices, and 2) supportiveness and lack of job jeopardy for using flexibility. There is no minimum or maximum number of award recipients or honorable mentions within a community.