EMPLOYEES: NEGOTIATING YOUR JOB-SHARE
It is in your best interests to help your employer with the practical issues which will be raised if you change to part-time hours, so help him/her find the answers to the inevitable questions.
Who will you job-share with?
Ask if there is anyone within the organisation who may be interested in job sharing with you. If not, suggest external recruitment. (Think ahead: do some research beforehand and offer your employer a list of agencies and job boards that specialise in part-time/flexible hours/job-share recruitment – like, www.justparttime.co.uk !!)
What happens if the job-share partner leaves?
One option, if you are willing and able, is to offer to return to full-time work. If not, suggest you liaise with HR about advertising the post.
How will the days be split?
Work out a number of options that would suit you. Ensure you have a two or three options to offer your employer, then suggest possibilities such as: two and half days each, two days/three days each, two days one week, three days the next, etc.
How will the work be divided?
Discuss the best options with your employer, taking into consideration the practicialities of handing over projects and the need for continuity. If it is a management role, will each job-sharer take primary responsibility for different employees and will each person cover for the other when not at work?
Handover: will this be done by overlap, written notes, telephone calls or all three?
Suggest you create a written (and electronic) contacts list-cum-instruction manual for all necessary tasks/projects. Ensure the contacts list includes emergency details for both parties, advise where it will be stored and offer to meet with your job-sharer to work through how you would jointly ensure a hassle-free handover.
You would have to share a desk.
Make it clear that this would not be a problem – and make sure that it is not, both parties need to consider each other!
Training: what happens if it takes place when one employee is not meant to be working and will s/he be prepared to come in for it provided there is advance notice?
This is merely a matter of communication and flexibility. Planning ahead and discussion with your job-sharer would cater to issues like this.
Meetings: can staff meetings be held when both employees are at work?
As above, explain this would involve discussion upfront with your job-sharer and the team about how flexible the meeting times and the job-share times would be. It may result in, say, one sharer taking meeting minutes for the other, ensuring you are both fully informed and up to date at all times. Or it may prove easier for you both to arrange your times to attend the meeting at the same time.
Working relationship between the job-sharers: what if it goes wrong?
Explain that finding the right person is essential. Over and above their suitability for the role itself, they would need to have a lifestyle that will work with yours. It is important to ensure your individual characters will be able to work together and that, if there are any issues between you, they are raised immediately and discussed openly. If communication lines are kept open, all matters should be resolvable.
Splitting the benefits, particularly bank holidays (if one employee usually works Mondays):
Suggest the job sharers alternate their Mondays and liaise to ensure they share the benefits of Bank Holidays. A company car could be shared but (as this would probably be impractical), ask whether an equivalent car allowance might be a possible alternative.
How will health insurance and other benefits be split?
Suggest you discuss this with HR as, unless you are experienced in HR, you may not know how this might work but take the task of having to find out, away from your employer and offer to find out yourself.