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Frequently Asked Questions
How do job share partners find one another?
Network! Network! Network! If you are currently working full time, look around the office. Look within your industry using associations and alliances. Use your network of business colleagues, even business competitors. Be persistent in your pursuit and chose very carefully. If you are not currently in the workforce, get the word out. You can find your potential partner at the gym, the library, the supermarket or the next PTA meeting. Do look for a carbon copy of yourself.. Choose a partner that will work with you in a consistent and complimentary manner. The ideal partnership will allow both of you to minimize weaknesses and maximize strengths
How do you create the work schedule?
First, you must focus on how the team will work together philosophically. Scheduling who will work when, is merely mechanics. You must both feel that you are working in an equal capacity in terms of responsibility and availability. When you are comfortable with how you will work, then you can start figuring out when you will work. Always take into account the responsibilities and deadlines of the position for which you are applying. Your personal agenda must never conflict with, or overshadow the duties of the job.
Do both job share partners receive full benefits?
There are no hard and fast rules for benefits. The answer will differ depending upon the policy and practices of the particular organization. It is common for job share partners to be evaluated similarly to other part time employees. Employers should determine the job sharer’s benefits based on existing policy. If there is no existing policy, work with management so that everyone is mutually satisfied
How is a team compensated?
Again, this is a decision that must be made by the organization, the manager and the employees. We like to see equal partners compensated equally. However, some organizations pay employees based upon years of service or years of licensing. As long as both partners are comfortable with compensation, the partnership will work.
Does a job share team guarantee constant coverage?
All employees are entitled to some time off (vacations, sick days) as outlined in their company manual. At ShareGoals, we do not endorse the notion that a job share team is held to 100% attendance. However, we do encourage organizations to hold job share teams accountable for job responsibilities like any full time employee. A strong advantage for organizations is that job share professionals are better able to schedule personal appointments on days off so it does not interfere with time in the office. We encourage job share teams to have a coverage plan outlined in their original proposal. In cases of extended leave, the job share team and their manager/supervisor, must agree to a coverage plan that is realistic and acceptable to all parties. If one partner works full time to cover for the other, then they should be financially compensated for their efforts.
How do job share partners communicate ALL the details of one position?
Use all resources that are technologically available to you. Use emails to relay the details and use the telephone to capture the less concrete subtext. Develop a system that works for you both personally and professionally. In the beginning, you will have to make yourself available to one another on your “off” days on a more frequent basis. Create systems for uniformity and consistency in communication early on. You will be able to ease the concerns of co-workers who fear it will be more complicated to communicate with a job share team when you are prepared to answer questions before they are asked.
How does a job share team handle preferences of one team member by co-workers/clients-customers or management?
It happens. As with any employee there may be instances where one may not “mesh” with someone. A job share team has the distinct advantage of being able to offer up an alternative. Often times the “preferred” partner will be successful in selling the benefits of the other partner and the team as a whole. When this comes up, (and it will), handle it diplomatically while preserving the integrity and unity of the team. The motto must be “United we Stand…” Never lose site of this and you will succeed.
What if you are you the only job share team in your company?
Look outside the organization for support. Our site highlights successful teams in all industries and all positions. Look to ShareGoals to guide you. We are in the process of organizing an association of job share professionals. E-mail us if you are interested in learning more.
How do you get co-workers to “work” with the job share team?
Allow co-workers to see you as a team. When the partners treat each other with respect, and enjoy one another, the feelings are contagious. Make it easy for others working with you. You must constantly work to “market” your job share team to co-workers. You must highlight your super team to change misunderstanding and mistrust to confidence and support
Do job share teams share the job forever?
For some, job sharing is a temporary solution to a particular situation (caring for an aging parent or a young child, trying to write the great American novel or training to win an Olympic gold medal. For these reasons, a more flexible schedule is needed. For others, job sharing is a lifestyle choice. You and your partner must be completely honest with one another before forming a partnership. As long as you have “shared goals” and a shared vision, it can work.
What if the partnership doesn’t work?
We would love to think that all job share teams would be together for as long as they would like. However, the reality is that there are always external factors at work: changing corporate climate, personal relationships and responsibilities. Begin your job share with a “Pre-Share Agreement”. It may not be the most romantic idea. But, it is easier to have a plan, just in case. Share the plan with your manager and meet at regular intervals to reassess the success of the team. Be flexible, understanding and empathetic of your partner’s stresses and concerns. The two of you can reach solutions together that will win for everyone.
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