Equal Opportunities, Job Share FAQ's

The job share scheme was introduced by the NEELB to facilitate staff with domestic responsibilities who would otherwise have had to resign when part time arrangements were not available The Board would also benefit by being able to obtain trained personnel with valuable experience and expertise.

 

Who can apply for job-share arrangements?
All grades will be considered for job-sharing arrangements.

 

How do I apply?
Applications should be made in writing to the line manager on the agreed application
form available from the Equal Opportunities Unit. If a suitable job-sharing partner of the
same grade (permanent) is employed in the same department both officers may submit
application as above.

What if a job-sharing partner is not available in the same department?
If the post is identified as suitable for job-sharing and there is no suitable partner in that
department, the Board will recruit a partner in accordance with normal recruitment and
selection procedures.

Is an application for job-share ever turned down?
Every application receives full consideration by relevant section and department heads if
an application is not granted, the applicant is informed of the reasons in writing by line
management, a copy of which being sent to Human Resources Branch.

Can I apply for part time hours as a temporary measure?
Cases will be considered separately under existing procedures where part time working is
recommended on medical grounds. It should be noted that payment will be pro-rata to
hours worked.

What are job-sharing work patterns?
Duties of a full time post are divided between two officers normally on the basis of one
of the following time splits. It is not essential that hours are shared on a 50:50 basis.
1 Spilt day
2 Spilt week
3 Alternate week

Will terms and conditions of the post remain the same?
Terms and conditions will be applied on a pro-rata basis. The appointment to a job share
position will be subject to the completion of a 6 month probationary period to allow
managers to assess the situation.

In what way will pay be affected?
Salary will be based on the full time scale for number of hours worked. Excess hours
worked which do not exceed full time hours of the grade will be paid at time only or time
off in lieu equivalent to the hours worked. If the job-sharer works hours in excess of full
time hours of the share they will be paid at overtime rate.
Increments and all entitlements associated with the length of service will be individually
applied on a pro-rata basis.

Leave and absence cover?
As with pay, leave will be pro-rata to the normal hours including public and bank
holidays.
If a job-sharer is absent in the long-term, the partner may be offered the extra hours in the
first instance. If the partner declines, temporary cover will be obtained through normal
recruitment channels.

Will a job-sharer be eligible for promotion?
Under the code of employment, job-sharers may apply for promotion on an individual
basis. There is no guarantee that job-sharing will be afforded in the promotional position.

Can a job-sharer return to full time employment?
The job-sharer should notify the Board in writing of a wish to return to full time status
and forward a copy to the Equal Opportunities Officer. While every effort will be made
to accommodate this request but vacant posts are more likely to be at basic entry grade. It
is advised that the officer makes application to full time vacancies of their choice as they
arise.

Can a job-share arrangement be terminated?
If management wishes to terminate a job share arrangement the officer will be given 3
months notice and reasons for the decision will be stated.