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- Instructions may have to be repeated and will not be reported between the two sharers.

- Timetabling and Rotas need to be highly detailed and well structured to ensure there is no confusion over shift pattern and hours expected of each employee.

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Managing the Cabinet Office’s only Senior Civil Service job share - Simon Case, 19 December 2014 — Diversity and equality

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Managing the Cabinet Office’s only Senior Civil Service job share - Simon Case, 19 December 2014 — Diversity and equality

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"An effective job share also needs work. The individuals need to click at a personal level and have similar core values as professionals. They also need to put a good deal of thought into how they will operate as a partnership. Above all, they must consistently prioritise honest and efficient communication between themselves and colleagues."

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There are many potential benefits to job sharing

including:

- Better quality of and/or increased work outputs due to the input of a wider range of skills, experience and creativity of two people rather than one

- Creating learning opportunities where partners have different strengths and work experience and they can coach each other

- access to a wider range of roles for job sharers

than simply working part time.
I got two different perspectives on both policy and staffing issues,
Two (usually complementary…) sets of skills in one role and two people who – because they weren’t both working full weeks – had loads of energy while they were in the office.

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Examples of possible circumstances are employees returning from;

- maternity

- paternity or adoptive leave

- employees having to care for elderly relatives

- employees who may due to a disability, now wish to work on a part-time basis

- employees who may wish to spend more time on leisure interests.

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Job sharing arrangements should not be confused with job splitting, which is where a role is divided by identifying the different elements of the job and allocating separate duties to each individual e.g. by capability, activity and/or projects.

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It is normally possible to share any job. It is usually done by dividing the total number of hours that need to be worked in a number of ways, and with both partners doing the same type of work (although not necessarily the same amount of work, depending on the number of hours worked by each job sharing partner). For example:

One partner can work Mon-Wed am and the other Wed pm-Friday, or one partner works mornings and the other partner works afternoons each day, or they work alternate weeks Ensuring the appropriate overlap for handover.

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Job sharing is a form of flexible working which enables two employees to voluntarily share the responsibilities and duties of one full time job. Pay, benefits and leave entitlement for job sharing are allocated on a pro rata basis (divided approximately by hours worked).

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Job sharing arrangements should not be confused with job splitting, which is where a role is divided by identifying the different elements of the job and allocating separate duties to each individual e.g. by capability, activity and/or projects.

# data[].attributes.body
Job sharing is a form of flexible working which enables two employees to voluntarily share the responsibilities and duties of one full time job. Pay, benefits and leave entitlement for job sharing are allocated on a pro rata basis (divided approximately by hours worked).