FAQs

Industries

Job-sharing works in full-time roles at most (including very senior) levels in all industries (including client-facing) as long as the role has been properly designed.

Who

Anyone can job share. In fact, job-sharing is just being in a team of two. Which isn’t unlike being in a team of five, or ten, or… It’s a bit like parenting. You can job share!

Pay

Sharers take a pro-rata share of the full-time salary. 

Accountability

Job-sharers are jointly accountable for their deliverables.

We almost always recommend joint responsibility for the success of the job share partnership (the 'what'), while being measured separately on behaviours and skills (the 'how').

Being managed

Job share pairs need less managerial input, as they co-coach one another, resolving challenges together and learning from one another. This is at its best when the pair have complimentary skills, and a common approach to sharing. Learning and developing from one another is one of the No1 benefits which job sharers cite.

Performance assessment

Job sharers should be jointly assess for delivery (the ‘what’) and separately for behaviours (the ‘how’).

Performance

Job-Sharers are just like any full-time employee - usually everything is great, occasionally performance issues happen.

Promotion

Job share pairs can apply for promotion on an individually or as a partnership. There are many examples of job–sharers achieving promotion together.

If only one partner is offered the job on promotion, this would lead to the end of the partnership.

Departure

As with any full-time employee, sometimes people decide to move on. As each member of the pair is on a separate contract, this does not end the employment of the remaining sharer: instead, the other half of the partnership is replaced.

In contrast to the departure of a full-time employee, if one of the job sharers leaves, the role is still covered, ensuring continuity and knowledge retention.