Reports
June 10, 2009

2009 Guide to Bold New Ideas for Making Work Work

Cover Image

All of the employers profiled in this Guide are winners of the Alfred P. Sloan Awards for Business Excellence in Workplace Flexibility. This awards program is national in scope, and recognizes model employers of all types and sizes across the U.S. for their innovative and effective  orkplace practices. It is a site-based award, and for employers with more than one location it is the local worksite that applies for and wins the award.

Using a rigorous scoring methodology that emphasizes the real life experiences of employees on the job, the Alfred P. Sloan Awards honor organizations that are using workplace flexibility as a strategy to make work work better—for both the employer and the employee. The application process for the Alfred P. Sloan Awards takes place in two rounds. In Round I, employers apply by completing an online questionnaire about the flexibility programs and practices at their worksite. Responses provided by the employer are then measured against a nationally representative sample of employers, based on Families and Work Institute’s ongoing National Study of Employers.

Employers that rank among the top 20% of employers in the U.S., when
compared with this national data, are selected as finalists and move on to Round II. In Round II, 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 their workplace culture and whether they perceive any negative consequences for using flexibility at their workplace. For organizations with fewer than 250 employees at the worksite, all employees are surveyed. For larger worksites, a random sample of 250 employees is surveyed. Of those surveyed, a 40% response rate is required. The scoring used to select Sloan Award winners heavily weights the experience of employees. While one third of the final score depends on the employer’s responses, two thirds of the score is determined by the employees’ responses.