A job share arrangement is a full-time job split between two individuals, each with responsibility for the success of the total job. Job sharing allows two staff members to share the responsibilities of one full-time position, typically with prorated salary and paid time off. Creative and innovative schedules can be designed to meet the needs of the job sharers and the department. Job-sharing arrangements can be 50/50, 60/40 or any similar combination. The schedules may also overlap as needed or desired. Successful job sharing arrangements usually place responsibility for a functional arrangement on the individuals sharing the job (job partners) rather than the supervisor. Both job partners should agree up front that if one of the job partners is not meeting the needs of the organization or decides to leave the job, the other will revert to a full-time schedule, permanently or until a replacement job partner is found within a reasonable time frame. If a new job partner cannot be found and the remaining job partner does not want a full-time job, he/she shall agree to resign from the job to be replaced by a full-time employee. This is considered a voluntary resignation and does not qualify the individual for unemployment benefits. Job Sharing for hourly staff shall be entered into according to the Job Share Classification section in the collective bargaining agreement.
- Job sharing partners can provide more consistent service to internal and external clients than two part-time staff members.
- Job sharing partners can fill in for one another during scheduled and unscheduled absences.
- Two heads are better than one. The job sharing partners' customers, supervisor and co-workers, and the partners themselves, can benefit from the varied perspectives, strengths, and skills each job sharing partner brings to the job.
- Staff members in job sharing arrangements have more time outside of work to take care of personal responsibilities; as a result they can be more focused on the tasks at hand during their scheduled work time.
- It may be a challenge for a staff member who is interested in job sharing to find a job sharing partner with whom they are personally and professionally compatible.
- Job sharing partners may find it challenging to maintain the constant communication required to keep one another informed about scheduling (meetings, training, travel, etc.) and status of shared work.
- May have an affect on your benefits, so the staff member should discuss this with their supervisor.
- May decrease the potential for advancement.
- If a FWA is agreed to, typically a staff member will be able to return to their original work arrangement. However, this should be discussed during the approval process.