COVID-19: See our Phoenix Forward page

Daily Self-Assessment

Employees who are not fully vaccinated or choose not to receive the vaccination are required to self-assess and self-report accurately on a daily basis before reporting to work on campus.

Complete Self-Assessment

If an employee has become infected, suspected, or exposed-close contact to COVID-19, they should follow the guidelines as referenced in Reporting Faculty & Staff.

Self-Assessment Frequently Asked Questions


Why do we need to do a self-assessment in order to be on campus?

A program of consistent self-assessment completion ensures that the institution is doing our due diligence to ensure a safe and healthy working and living environment for faculty, staff, students, and visitors. It reduces institutional risk, prevents spread of the virus, and encourages a climate of support for alternative options if an employee is unable to be on campus.

The intent of this process is not to identify individuals who are sick or to prevent people from performing work. The primary purpose of this assessment is to reinforce an institutional culture where everyone is assessing their health on a daily basis and is not coming into work when they have any condition or symptom that may be related to COVID-19 or other flu strain that may put others at risk.

How do I access the self-assessment?

You can find a button to the self-assessment at the top of this page. Please see the How To: Employee Screening Questionnaire document for instructions on completing the online self-assessment.

When do I have to do the self-assessment?

We are requiring that employees who are not fully vaccinated or choose to to receive the vaccination  complete the self-assessment prior to arriving to campus each day that they are scheduled to be on campus. If you forget, please do not worry, but do make sure you complete the form as soon as you can. 

If I answer "yes" to any of the questions on the assessment, what do I do?

Please mark the checkbox in the self-assessment, submit the form, and communicate with your supervisor. If your assigned duties permit it, you may discuss with your supervisor the ability to work remotely during the time you are unable to work on campus. If there is not remote work available, employees will need to account for any time off through sick, vacation/personal holiday, or if available COVID-19 leave (depending on the reason for absence).

Do I have to tell my supervisor what my symptoms are if I answer "yes" to question #1 and can't be on campus?

No, employees are not required to disclose to their supervisor the reason that they are unable to be present at work. The employee only has to report that they are unable to indicate “yes” to all of the questions and would need to remain off-site.  However, in the event that you are required to be absent for more than five days in a row for medical reasons, we would ask that you contact Human Resources to discuss your need for continued time away from campus and leave.  At some point you may be required to provide medical documentation of your inability to be present on campus.   

If the reason for answering “yes” to a question is because of a situation that may require ongoing time away from the workplace (for example, extended contact with a COVID-19 positive person, returning from a cruise or other international travel, participation in a large event where you did not wear a facemask or practice social distancing) please advise your supervisor to make arrangements for your extended isolation from campus.  However, under no circumstances are you required to disclose confidential medical information to your supervisor. 

For question #1, if I have a known chronic condition that includes symptoms on the list, does that mean I cannot come to work?

The assessment asks an employee to identify if symptoms are different than their baseline health. If a condition is truly chronic, you should use that in the assessment. So, if the chronic medical condition manifests in a way that is also a “flu like symptom” you should take that into account when you complete your daily assessment.

However, there is a difference between a chronic condition that has been medically examined and a person believing that the symptoms are “just a cold” or related to a different, self-diagnosed condition.  As an example, a person may know they have seasonal allergies that manifest in runny nose, watery eyes and headaches, however unless they can fully rule out COVID-19, they should not report to work on any day they are symptomatic. 


For question #4, how should we be interpreting the language related to travel and social distancing? 

An employee should not report to work for 14 days if they attend a large gathering where physical distancing is not possible (large sporting event, concert, etc.), or where they have close contact for extended periods with individuals they do not know unless they adhere to face masking and physical distancing at all times. This action is not specifically based on the type of event, but has more to do with whether the employee can maintain appropriate social distancing during the event, and adhere to proper CDC restrictions (i.e. face masking and sanitation) at all times. It is up to the individual employee to determine whether the attendance at the specific event increased their risk of exposure, and if it did then the employee should self-isolate for 14 days from attendance.

Notwithstanding, all individuals should engage in careful symptom monitoring for 14 days following attendance at these events.
Similarly with travel, mode of travel and contact with other people are what is relevant. Direct travel from point to point, with limited interaction with other people may not create a scenario in which you need to isolate. Air travel, where physical distancing is not possible and there is exposure to many other people with you do not know for lengthy periods would require isolation for the 14 day period if the CDC Travel Guidelines were not required by the airline. Similarly stays in hotels would also result in a similar need to isolate if CDC standards were not required.

Everyday activities such as going to the grocery store, going to church, etc. are not activities which would warrant restriction from campus so long as proper social distancing, masking, sanitation, and self-assessments are adhered to. We are asking that employee consider the activities that they are going to partake in, their ability to work remotely if they need to isolate, and the availability of personal time off when scheduling travel or attendance at events.

For more information about travel, please see the Travel Information page.

If an employee saw on the news that a business they patronized had closed due to an employee testing positive for COVID-19, does that mean that they have been exposed and should stay away from campus (in response to question #3)?

Just having the potential of exposure does not create a need to isolate. Unless an employee has been specifically notified that they have been exposed by Public Health Officials or a medical treatment professional, or it is known that they have had close interaction with a family member or other acquaintance that has tested positive, they should continue to take the assessment and only isolate in the event that they are symptomatic, or otherwise restricted from campus. For more information about exposure to COVID-19, please see Reporting Faculty & Staff.