Open Forum

Hello all,

I am a Nurse Manager of a Primary Care Team at an FQHC. I recently attended this year’s AAACN Conference for the first time and was thrilled to meet so many of you. So excited to connect more here on this platform. I have a question regarding nursing-specific telework agreements and expectations. 

Under our current structure, I have 1 FTE allotted to manage our in-basket which is split between two off-site nurses. All staff who work remotely sign a Teleworker Agreement which addresses expectations for liabilities, workspace, equipment use, work schedule, and terms of agreement. However, I am curious about a nursing-specific agreements or contract outlining expectations for performance expectations including productivity/metrics and communication, such as meetings with supervisors, expected response times, and responsibility to report interruptions to their ability to work promptly. Do your facilities have anything like this that you would be willing to share more about?

Best,

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Olivia Durden, MSN, RN, MPH
Purple Team Nurse Manager
Lynn Community Health Center
Lynn, MA 01901
odurden@lchcnet.org
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If anyone has nursing-specific agreements, I'd love to see them, too.

Olivia, would you mind sharing the Teleworker Agreement you currently use? My org is revamping our hybrid triage RN role, including all of our policies and agreements. I'd love to see what you use.

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Ashley Martin, MPH, RN, BSN
Clinical Education Coordinator
Lower Lights Christian Health Center
Columbus, OH
ashley.martin@llchc.org
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I am interested to review RN remote work guidelines, as well. In addition to telework agreements, do others have established guardrails around general remote work (i.e. RN Navigators or RN Care Coordinators?

Thank you!
Rachel  

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Rachel Nauman, DNP, RN, NEA-BC
Administrator, Ambulatory Nursing

UVA Health 
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Original Message:
Sent: 06-30-2025 08:45
From: Ashley Martin
Subject: Nursing Remote Work Agreements

If anyone has nursing-specific agreements, I'd love to see them, too.

Olivia, would you mind sharing the Teleworker Agreement you currently use? My org is revamping our hybrid triage RN role, including all of our policies and agreements. I'd love to see what you use.

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Ashley Martin, MPH, RN, BSN
Clinical Education Coordinator
Lower Lights Christian Health Center
Columbus, OH
ashley.martin@llchc.org
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What a great post! I am interested as well. We use hybrid triage but we do not have a specific job description for that role. I am interested in the agreement and a job description if anyone is willing to share! Thank you!

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Deb Smith
Cook Children's Physician Network
Argyle TX
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I would love to see remote work agreements related to Inbasket /patient messages.  

Thanks in advance!

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Donna Burks
Chief Nursing Officer
Eskenazi Health
Indianapolis IN
3175183131
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We don't have RNs on our team, but do have some MAs that work on messaging.  We have specific criteria for performance evaluations, including productivity and customer service expectations as well as attendance points.  In order to qualify for a hybrid remote/in office position, the MA needs to have excellent scores in all areas and two or less attendance points for three out of four months.  Once they are working at home with the hybrid schedule they must maintain their ratings.  If scores fall one month we have a conversation with them about what they can do to improve their scores.  If they fall for two months they have to come back to the office until their scores pick up.  So far we have three out of fifteen who have qualified to work a hybrid schedule, letting us know it is a stretch, but not impossible to get there.

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Lisa Duncan, DNP, MBA, RN, AMB-BC, CIC, NEA-BC
VP, Regulatory and Compliance
Family Health Centers of San Diego
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Hi Lisa,

Nice - thank you for sharing! I'd love to hear more about quantifying performance metrics and expectations and how that input is collected, assessed, and verified. Are there unioned employees at your facility? I'd like to implement something similar (like a scorecard or audit tool) within my team, and feel this would be a strong tool to help shape performance reviews and growth opportunities. 

Best,

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Olivia Durden
Nurse Manager
Ayer MA
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Original Message:
Sent: 07-01-2025 13:00
From: Lisa Duncan
Subject: Nursing Remote Work Agreements

We don't have RNs on our team, but do have some MAs that work on messaging.  We have specific criteria for performance evaluations, including productivity and customer service expectations as well as attendance points.  In order to qualify for a hybrid remote/in office position, the MA needs to have excellent scores in all areas and two or less attendance points for three out of four months.  Once they are working at home with the hybrid schedule they must maintain their ratings.  If scores fall one month we have a conversation with them about what they can do to improve their scores.  If they fall for two months they have to come back to the office until their scores pick up.  So far we have three out of fifteen who have qualified to work a hybrid schedule, letting us know it is a stretch, but not impossible to get there.

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Lisa Duncan, DNP, MBA, RN, AMB-BC, CIC, NEA-BC
VP, Regulatory and Compliance
Family Health Centers of San Diego
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Hi all,

Apologies for the delay - I've been away for some time. I appreciate the interest in this, as it sounds like many of us may be working with vague job descriptions and unclear expectations for remote nursing work, or remote work altogether. 

As I've stated, the agreement my organization currently uses is for all telework and not specific to nursing, but I'd love to identify a resource for best practices on that if anyone has more information. I'd love to continue this discussion with the telehealth SIG!

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Olivia Durden, MSN, RN, MPH
Purple Team Nurse Manager
Lynn Community Health Center
Lynn, MA 01901
odurden@lchcnet.org
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