For example, if a small department needs both a trainer and an IT person but doesn't have enough work or money to hire two such workers on a full-time basis, independent job sharers with complementary skills could provide a solution, Calvert says. For employers, a key benefit is that they always have coverage and are still able to offer the job flexibility necessary to retain good workers, Calvert says. The position is covered at least half time, if not full time.
The employer also has the benefit of two heads thinking about a problem. For employees, greater flexibility can lead to better work-life balance and higher job satisfaction. Offering job sharing to older employees can help retain their expertise while allowing them to mentor and pass on institutional knowledge to their less-experienced colleagues. Employers that are new to job sharing may not know what to expect, or how to manage job sharers.
Managers may need training so they know how what to expect from job-sharing employees and how to make the most of the arrangement. Develop a highly detailed work plan for the shared job, including not only individual job hours and functions, but provisions to handle situations involving each person's work when they are off.
Create a handoff plan for a smooth transition between job sharers, including not only notes on what was done and what needs to be done, but also some overlap time between the partners to discuss these matters. Ask that the two job sharers each spend a few minutes of unpaid time with each other before each transition, in return for your flexibility in permitting job sharing.
Implement a regular reporting plan to management, such as weekly or monthly reports. Evaluate job-sharing partners individually. If one is more experienced than the other, consider giving the senior staffer oversight responsibility and pay the junior employee less.
Be sure to review their work individually as well as together, just like your other employees. It's important to reward job sharers for personal performance, both for their own sake and to defuse accusations of unfairness by other employees. Establish a trial period for each new job-sharing pair. Set a timeline after which the arrangement will be reviewed and continued only if it meets the approval of both partners and their manager.
But at the Kendrew Group, Ltd. Each shares a job with another employee. While there are challenges to managing job sharing, the rewards are well worth it, McShane says. Advantages include the ability to tap a huge talent pool, eliminating burnout — an occupational hazard in the advertising industry — and having two brains working on the same project. McShane says she thinks of each team as a unit, so if one person in the team is not performing up to expectations, she considers it a failure of the unit, not the individual.
Once the problem is identified it is imperative to react quickly and remediate. The biggest challenge is hiring the right person in the first place. For the most part, individuals coming from large companies or agencies may not be the best hire. The goal here is to keep the client happy, not worry about who gets the corner office.
The job sharing partners' clients, 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. A work unit may find it difficult to fund a job sharing arrangement. 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.
May decrease the potential for advancement. Job Sharing Example Elizabeth began to consider job sharing when her mother became ill. Company reviews. Find salaries. Upload your resume. Sign in. Finding a Job. What is job sharing? How job sharing works. The work schedule for each job share partner. Both partners work the same shift: In a same-shift job share arrangement, both partners work the same days and hours of the week. This arrangement works best for employers who can split the responsibilities of a position between two employees, do not need coverage for the position at different times and do not require more hours than each partner is working.
For example, each partner may work Monday through Friday, from 8 a. Each partner works a split day: In a split-day job share arrangement, each partner works on the same days but during different hours.
This arrangement works best for employers who need coverage for the position for a full eight hours or more or for employees who prefer to work opposite schedules. For example, one job share partner may work Monday through Friday from 8 a.
Each partner works a split week: In a split-week job share arrangement, each partner works the same hours but on different days of the week. This arrangement works best for employees who want to work only a few days per week but can work a full-time shift on those days. For example, one job share partner may work Monday, Wednesday and Friday from 8 a. Combination structure: Some job share arrangements combine various work hour structures to create a blended schedule for each job share partner.
For example, one job share partner may work Monday and Wednesday from 8 a. This example combines the split week structure with the same shift structure on Friday. Division of duties and responsibilities.
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