Part time or fractional appointments

Part time work

Part time work allows academic and general staff to reduce their working hours in order to fulfil other responsibilities, undertake further study or gradually embrace retirement. Part time work may also provide managers with increased flexibility to meet changing work demands, to create opportunities for staff development or succession planning, which better meet the business needs of the unit.

1. Part time work is a voluntary, mutual arrangement between a staff member and their manager.
2. Staff working on a part time basis (other than contract or casual staff) have continuity of employment and are generally eligible for all the conditions and entitlements of full time workers on a pro rata basis, however overtime rates are not paid until full time hours are reached.
3. Full time staff who wish to work part time and then return to full time work at a later date, need to negotiate the right of return and conditions with their manager when the initial arrangement is being made.
4. Part time staff can access training and career development opportunities in the same way as full time staff.
5. Staff can apply to return to work from parental leave on a part time basis for a defined period, before they resume their previous substantive position.

Practical tips for staff

1. Check the impact of variation from full time to part time on your superannuation, long service leave and other entitlements.
2. Be clear on your responsibilities and how your performance will be assessed.
3. Set up systems to keep in touch on the days/times you are not at work, eg, via email, other staff, notes on a whiteboard or in a communications book.
4. Some staff find it useful to set up a ‘buddy’ system with a full time colleague who keeps them informed of issues which may arise when they are not there.
5. Make sure you attend major staff meetings, planning meetings and training.
6. Inform colleagues and clients of your hours and when you will be away.
7. Make sure you abide by the arrangements made and discuss any variations.

Practical tips for Heads of Units/Supervisors

Don’t make assumptions about which jobs or which staff are or are not suitable for part time work. Consider the merits of each situation, on a case by case basis. Be prepared to consider short term periods of work on a part time basis, for example someone returning to work after a period of leave or illness.

1. Explore all possibilities. Part time options could include: mornings/afternoons only; different combinations of days, eg, 4 days one week and 3 days the next: alternate weeks; blocks on and off; a mix of full and part time, eg to cover school holidays.
2. Consider what to do with ‘left over’ tasks if someone is changing from full time to part time, eg, can they be used to provide higher duties/career development possibilities for other staff in the area?
3. Schedule important meetings when all staff can be present. It may be necessary to meet more than once to accommodate service points and staff attendance.
4. Include part time staff in all discussions about the workplace or develop a system to inform them of major meetings and decisions and include them in social functions and team development/planning.
5. Set up possible crisis arrangements in advance. Does the staff member have the flexibility to work additional hours on major projects or to attend meetings outside their normal work hours? When is it appropriate to contact them at home outside of their normal working hours?

Last reviewed: 12 March, 2008