Are you starting a job share arrangement or are you an HR or Line manager wanting to support a new job share pair? The first 90 days are crucial to the success of a job share pair and planning the workload can often become complex. Through interviewing experienced partners, Gemini3 has developed this simple process you can follow.

  1. Understand the difference between job share and job split

The definition of job share is when two people are sharing a full time role. This means both employees are sharing all tasks and are accountable for achieving common goals. This also means their performance evaluation will be done together. On the other hand, a job split is when two employees separate the tasks associated with the role and are evaluated separately on those tasks.  These tasks are generally performed independently and the two employees are therefore considered as two part-time employees instead of a job share arrangement.

  1. Analyse job functions to plan to job share or job split

Deciding on job share or job split is not always black and white but generally the junior roles which are more administrative would be job split and the most senior strategic roles would be shares. Why is that? In a most senior roles, the employees have the maturity to understand their strength and leverage each other’s skills sets. They also gain from two heads solving problems. Senior roles is when job share can increases productivity of roles.

The recommendation is to take the time to analyse the job functions and understand the percentage of the role that is strategic vs transactional.  Base on this, the decision should be taken to share most tasks or split them. As mentioned in point 1, this decision will have an influence on how the performance evaluation will be done.  

  1. Understand partners’ personalities

One of the fundamental attributes of job share partner are the ability to work in team, trust other and leaving your ego. If a partner has a preference in working individually, a job split should probably be considered. Using Gemini3 job share test can support in understanding if partners have the fundamentals to share role and also what are their combined skills they can leverage.  

  1. Overlay with combine skills

Analysing partners’ combined skills is the next steps in making sure the arrangement thrive. Taking the time to list the job functions and aligning partners’ skills will be key in performing the role. Whether the pair are doing a job share or job split, this steps will be the same. In a job share, both partners will do the work but they can learn and share their experience along the way.

  1. Write a plan and share it!

Once you have analysed the job functions, agreed on the arrangement between job share or job split and overlayed your skills, it’s time to write it down! Create a simple one pager including the above information and the logistic of the arrangement. Use this to align with line manager and communicate to team and key stakeholders.

Need more help in setting up your arrangement? Contact Gemini3 for support or access all our templates in the knowledge centre.