Job Sharing

Job sharing involves dividing one position among two or more people. Work, pay, holidays and other benefits are shared between them in proportion to the amount each individual works. It is a voluntary arrangement, which meets the business needs of the unit, made between the staff involved and the Dean, Head or Director. There are several examples of both academic and general staff positions, which are filled on a job share basis.

  1. Job sharing can bring additional skills and experience and improved flexibility to a workplace, as there are two people in a job instead of one.
  2. Job sharers are entitled to receive the same managerial commitment and support as full time employees. This includes recognition of status, access to training, study leave/time, higher duties and development.

Practical tips for job sharers

  1. When choosing a partner; find someone with compatible skills, experience and work interests, with whom you communicate well and who has a complimentary work style.
  2. Be clear about the arrangements before you get started, including accommodation, resources, responsibilities, training, and performance evaluation.
  3. Work out ways of communicating with your work partner including how to divide work, how to hand over tasks, how important decisions should be made, how supervisors and other staff are to be kept informed.
  4. Discuss how each of you will participate in staff meetings.
  5. Clarify with the manager what will happen should one of you wish to resign.
  6. Be prepared to anticipate difficulties, to discuss solutions to these and to point out likely benefits from job sharing.

Practical tips for Heads of Unit/Supervisors

  1. When selecting applicants, assess them (either through a joint application, or individually) against the selection criteria. Job share applicants should be considered as a team when being compared with other applicants.
  2. Try to interview applicants together to assess the interaction between the candidates and the strengths and weaknesses of the ‘team’.
  3. Work out with the job sharers how the arrangement will operate. There should be clear guidelines on areas such as: division of duties; areas of responsibility; leave & public holidays; work practices; coverage at peak times and relief arrangements; hand-over arrangements between sharers and communication processes with other staff; access to training and staff development; and performance evaluation for each person. Ensure that your discussions also cover arrangements to take place if/when one of the sharers leaves.
  4. Before finalising the arrangements check the details with Personnel Services. You may then wish to set out the agreed arrangement in written contracts with each job sharer.
  5. Take care to ensure that the job does not become ‘bigger’ or take on more functions because it is being shared.
  6. Communicate the arrangements and be prepared to discuss the proposed arrangements with other staff and other areas.
  7. Encourage job sharers to develop good communication processes. This could include: using a “log-book” to record information; and using the handover period effectively. Sharers need regular handover time to allow them to keep each other up to date with developments. Alternatively they could be rostered to work together for half a day or full day.
  8. Allocating resources for staff to attend any induction and essential training/meetings together.
  9. Ensure appropriate accommodation, equipment for each job sharer.
  10. Talk to both job sharers when discussing any problems or decisions about the job or work area. Review the arrangement on a regular basis.
Last reviewed: 12 March, 2008