Percentage of employees that work remotely 50% or more of the time

This measure calculates the percentage of employees who have a work arrangement whereby they do not typically (less than 50% of the time) commute to a central place of work. Remote employees generally work out of home offices and communicate with the company using telecommuting technology (email, phone, instant messaging, etc.). This measure is part of a set of Supplemental Information measures that help companies evaluate additional variables not covered elsewhere for the function "develop and manage human capital".

Benchmark Data

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Measure Category:
Supplemental Information
Measure ID:
104562
Total Sample Size:
3,069 All Companies
Performers:
25th Median 75th
- - -
Key Performance Indicator:
No
Sample image showing interactive filters for more detailed measure peer group data and an interactive graph.

Compute this Measure

Units for this measure are percent.

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Percentage of total employees who are remote employees

Key Terms

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Supplemental Information

Supplemental information is data that APQC determines is relevant to decision support for a specific process, but does not fit into the other measure categories such as cost effectiveness, cycle time, or staff productivity.

Full-time Employee, Part-time Employee, and Temporary Employee

Full-time Employee

For the purpose of this survey, a regular full-time employee is hired for an indefinite period of time and is normally scheduled to work forty hours per week. Appointment is continuous, subject to satisfactory performance and availability of funding.

Part-time Employee

For the purpose of this survey, a regular part-time employee is hired for an indefinite period of time and is scheduled to work less than forty hours per week.

Temporary Employee

A temporary employee is employed for a finite period of time, to fulfill a time-limited role, or to fill the role of a permanent employee who is absent from work. The length of time an employee can work for the organization and be considered a temporary employee may be governed by employment legislation.

Measure Scope

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Cross Industry (7.3.1)

  • 7.1 - Develop and manage human resources (HR) planning, policies, and strategies (17043)
    • 7.1.1 - Develop human resources strategy (20958)
      • 7.1.1.1 - Identify strategic HR needs (10418)
      • 7.1.1.2 - Define HR and business function roles and accountability (10419)
      • 7.1.1.3 - Determine HR function roles and structure (21430)
      • 7.1.1.4 - Determine HR delivery model (21431)
      • 7.1.1.5 - Determine HR costs (10420)
      • 7.1.1.6 - Establish HR measures (10421)
      • 7.1.1.7 - Communicate HR strategies (10422)
      • 7.1.1.8 - Develop strategy for HR systems/technologies/tools (10432)
      • 7.1.1.9 - Manage employer branding (20606)
      • 7.1.1.10 - Manage job families and positions (21432)
    • 7.1.2 - Develop and implement workforce strategy and policies (17045)
      • 7.1.2.1 - Perform workforce planning (10423)
      • 7.1.2.2 - Perform operational workforce planning (10424)
      • 7.1.2.3 - Develop compensation strategy (10425)
        • 7.1.2.3.1 - Establish incentive strategy (10210)
      • 7.1.2.4 - Develop succession plan (10426)
      • 7.1.2.5 - Develop high performers/leadership programs (16938)
      • 7.1.2.6 - Develop diversity, equity, and inclusion plan (10427)
      • 7.1.2.7 - Implement diversity, equity, and inclusion plan (21433)
      • 7.1.2.8 - Design talent development program (11622)
      • 7.1.2.9 - Design talent acquisition program (11623)
      • 7.1.2.10 - Develop other HR programs (10428)
      • 7.1.2.11 - Develop HR policies (10429)
      • 7.1.2.12 - Administer HR policies (10430)
      • 7.1.2.13 - Plan employee benefits (10431)
      • 7.1.2.14 - Develop workforce strategy models (10433)
      • 7.1.2.15 - Implement workforce strategy models (20122)
    • 7.1.3 - Monitor and update strategy, plans, and policies (10417)
      • 7.1.3.1 - Measure realization of objectives (10434)
      • 7.1.3.2 - Measure contribution to business strategy (10435)
      • 7.1.3.3 - Communicate plans and provide updates to stakeholders (10436)
      • 7.1.3.4 - Review and revise HR plans (10438)
    • 7.1.4 - Develop competency management models (17046)
  • 7.2 - Recruit, source, and select employees (10410)
    • 7.2.1 - Manage employee requisitions (10439)
      • 7.2.1.1 - Align staffing plan to work force plan and business unit strategies/resource needs (10445)
      • 7.2.1.2 - Develop and maintain job descriptions (10447)
      • 7.2.1.3 - Open job requisitions (10446)
      • 7.2.1.4 - Post job requisitions (10448)
      • 7.2.1.5 - Modify job requisitions (10450)
      • 7.2.1.6 - Notify hiring manager (10451)
      • 7.2.1.7 - Manage requisition dates (10452)
    • 7.2.2 - Recruit/Source candidates (10440)
      • 7.2.2.1 - Determine recruitment methods and channels (10453)
      • 7.2.2.2 - Perform recruiting activities/events (10454)
      • 7.2.2.3 - Manage recruitment vendors (10455)
      • 7.2.2.4 - Manage employee referral programs (17047)
      • 7.2.2.5 - Manage recruitment channels (17048)
    • 7.2.3 - Screen and select candidates (20123)
      • 7.2.3.1 - Identify and deploy candidate selection tools (10456)
      • 7.2.3.2 - Interview candidates (10457)
      • 7.2.3.3 - Test candidates (10458)
      • 7.2.3.4 - Select and reject candidates (10459)
    • 7.2.4 - Manage new hire/re-hire (10443)
      • 7.2.4.1 - Draw up and make offer (10463)
      • 7.2.4.2 - Negotiate offer (10464)
      • 7.2.4.3 - Hire candidate (10465)
    • 7.2.5 - Manage applicant information (10444)
      • 7.2.5.1 - Obtain candidate background information (10460)
      • 7.2.5.2 - Create applicant record (10466)
      • 7.2.5.3 - Manage/track applicant data (10467)
        • 7.2.5.3.1 - Complete position classification and level of experience (20124)
      • 7.2.5.4 - Archive and retain records of non-hires (10468)
  • 7.3 - Manage employee onboarding, training, and development (20599)
    • 7.3.1 - Manage employee orientation and deployment (10469)
      • 7.3.1.1 - Create/maintain employee onboarding program (10474)
        • 7.3.1.1.1 - Develop employee induction program (10477)
        • 7.3.1.1.2 - Maintain/Update employee induction program (10478)
      • 7.3.1.2 - Evaluate the effectiveness of the employee onboarding program (11243)
      • 7.3.1.3 - Execute onboarding program (17050)
    • 7.3.2 - Manage employee performance (10470)
      • 7.3.2.1 - Define employee performance objectives (10479)
      • 7.3.2.2 - Review employee performance (21434)
      • 7.3.2.3 - Manage employee performance (21435)
      • 7.3.2.4 - Evaluate and review performance program (10481)
    • 7.3.3 - Manage employee career development (10472)
      • 7.3.3.1 - Define employee development guidelines (10487)
      • 7.3.3.2 - Develop employee career plans and career paths (10488)
      • 7.3.3.3 - Manage employee skill and competency development (17051)
    • 7.3.4 - Develop and train employees (10473)
      • 7.3.4.1 - Align employee with organization development needs (10490)
      • 7.3.4.2 - Define employee competencies and skills (16940)
      • 7.3.4.3 - Align learning programs with competencies and skills (10491)
      • 7.3.4.4 - Establish training needs by analysis of required and available skills (10492)
      • 7.3.4.5 - Develop, conduct, and manage employee and/or management training programs (10493)
      • 7.3.4.6 - Manage examinations and certifications (20125)
        • 7.3.4.6.1 - Liaise with external certification authorities (20126)
        • 7.3.4.6.2 - Administer certification tests (20127)
        • 7.3.4.6.3 - Appraise experience qualifications (20128)
        • 7.3.4.6.4 - Administer certificate issue and maintenance (20129)
      • 7.3.4.7 - Monitor and evaluate learning programs (21436)
  • 7.4 - Manage employee relations (17052)
    • 7.4.1 - Manage labor relations (10483)
    • 7.4.2 - Manage collective bargaining process (10484)
    • 7.4.3 - Manage labor management partnerships (10485)
    • 7.4.4 - Manage employee grievances (10531)
    • 7.4.5 - Understand legal and regulatory environment (21437)
  • 7.5 - Reward and retain employees (10412)
    • 7.5.1 - Develop and manage reward, recognition, and motivation programs (21438)
      • 7.5.1.1 - Develop salary/compensation structure and plan (10498)
      • 7.5.1.2 - Develop benefits and rewards plan (10499)
      • 7.5.1.3 - Perform competitive analysis of benefits and rewards (10500)
      • 7.5.1.4 - Identify compensation requirements based on financial, benefits, and HR policies (10501)
      • 7.5.1.5 - Administer compensation and rewards to employees (10502)
      • 7.5.1.6 - Reward and motivate employees (10503)
      • 7.5.1.7 - Review retention and motivation indicators (10510)
      • 7.5.1.8 - Review compensation plan (10511)
    • 7.5.2 - Manage and administer benefits (10495)
      • 7.5.2.1 - Deliver employee benefits program (10504)
      • 7.5.2.2 - Administer benefit enrollment (10505)
      • 7.5.2.3 - Process claims (10506)
      • 7.5.2.4 - Perform benefit reconciliation (10507)
    • 7.5.3 - Manage employee assistance and retention (21439)
      • 7.5.3.1 - Deliver programs to support work/life balance for employees (10508)
        • 7.5.3.1.1 - Manage flexible working (21440)
      • 7.5.3.2 - Develop family support systems (10509)
    • 7.5.4 - Administer payroll (10497)
  • 7.6 - Redeploy and retire employees (10413)
    • 7.6.1 - Manage promotion and demotion process (10512)
    • 7.6.2 - Manage separation (10513)
    • 7.6.3 - Manage retirement (10514)
    • 7.6.4 - Manage leave of absence (10515)
    • 7.6.5 - Develop and implement employee outplacement (10516)
    • 7.6.6 - Manage workforce scheduling (20132)
      • 7.6.6.1 - Receive required resources/skills and capabilities (20133)
      • 7.6.6.2 - Manage resource deployment (10517)
    • 7.6.7 - Relocate employees and manage assignments (17055)
      • 7.6.7.1 - Manage expatriates (10520)
  • 7.7 - Manage employee information and analytics (17056)
    • 7.7.1 - Manage reporting processes (10522)
    • 7.7.2 - Manage employee inquiry process (10523)
    • 7.7.3 - Manage and maintain employee data (10524)
    • 7.7.4 - Manage human resource information systems HRIS (10525)
    • 7.7.5 - Develop and manage employee measures (10526)
    • 7.7.6 - Develop and manage time and attendance systems (10527)
    • 7.7.7 - Develop workforce analytics (21441)
      • 7.7.7.1 - Determine stakeholder requirements (21442)
      • 7.7.7.2 - Identify research questions (21443)
      • 7.7.7.3 - Select workforce analysis methodology (21444)
      • 7.7.7.4 - Identify workforce data sources (21445)
      • 7.7.7.5 - Gather workforce data (21446)
    • 7.7.8 - Implement workforce analytics (21447)
      • 7.7.8.1 - Transform workforce analysis data (21448)
      • 7.7.8.2 - Develop insights into workforce analytics outcomes (21449)
      • 7.7.8.3 - Communicate workforce analysis outcomes (21450)
    • 7.7.9 - Manage/Collect employee suggestions and perform employee research (10530)
  • 7.8 - Manage employee communication (21451)
    • 7.8.1 - Develop employee communication plan (10529)
    • 7.8.2 - Conduct employee engagement surveys (16944)
    • 7.8.3 - Deliver employee communications (10532)