Flexible working time and work pattern policy - NHS Ayrshire and ...

More documents

Recommendations

Info

In the event of an application for a job share being rejected for operational or recruitmentreasons, the applicants will be informed of the register by their line manager and asked ifthey wish to be included on the register. The employee will be asked to complete aconsent form to support this.The purpose of the register will be to support employees in their attempt to secure a jobshare position. The department of O&HRD will support the employees but, it will be theindividual’s responsibility to apply for and secure the post through the normal recruitmentprocesses. It will not be the organisation’s role to secure posts for employees.Those who ‘register’ will be asked to specify the type of work they are interested in and thepatterns of work they would prefer.O&HRD will also support line managers through this process providing advice andguidance where necessary.4 Job Share ProcedureJob share partners do not require to state their reasons for wishing to job share.Where an application is approved, an advertisement will be placed for a job share partner,stating clearly that it is a job sharing post.In the case of the Job Share Policy, where an applicant applies for a post and expresses awish to job share it should be explained that if successful and in the event that theorganisation is unable to find another job share partner, the applicant would be expectedto work the contracted hours of the post until such times as a job share partner can befound.If, after advertising twice for a job-sharing partner, the post remains unfilled, managersshould give consideration to alternatives; redeployment, or other arrangements for flexibleworking that may meet the employee’s needs. The employee should also be informed thata new application for job sharing may be considered after the expiry of 12 months from theclosing date of the last advertisement. The organisation will however advertise within 12months if solutions can be found within the job share register or redeployment pool.Until such time as a job sharing partner commences employment, the existing employeewill continue to work the posts contracted hours.5 General Job Share Information5.1 Job Sharing ArrangementsWorking arrangements can be divided in a number of ways, for example, split days, splitweeks, alternate days or alternate weeks, depending on the nature of the job. Although notexclusively a 50/50 split, cognisance of both professional registration and needs of servicemust be taken into account and therefore a minimum/maximum number of hours may benecessary to maintain competencies in line with professional guidelines where applicable.The Line Manager must ensure that agreement has been reached between themselvesand the job sharers on the hours and cycle to be worked and where appropriate, thedivision of tasks to be undertaken to meet the contracted hours of the post.Any changes to the agreed arrangements will be discussed with the job share partnersSeptember 2008 16
and then line manager and must be agreed by all before implementation.If no agreement reached then the status quo will remain.As with any other post, alterations due to organisational change will be discussed by theline manager and the job share partners.Job sharing partners will have separate contracts of employment sharing the contractedhours of the post.The Job share agreement, which is a written agreement between partners and the linemanager will specify the arrangements to allow job share partners to communicate, andwill clearly indicate if appropriate, which responsibilities are shared and which areallocated to individual job share partners.5.2 Replacing job share partnersWhere one job share partner leaves the employment of the organisation the remaining jobshare partner will be offered the post on a full-time basis.If the employee prefers the job sharing arrangement, the post will be advertised in themanner outlined in paragraph 4 above. While the post is being advertised the remainingjob sharer may be invited, but not required, to work full time hours.If after a period of not less than six months and advertising at least twice, the post remainsunfilled, every effort will be made to offer an alternative part time job. If this is unsuccessfulthen the normal redeployment policy would apply.5.3 Individual performance reviewEach job share partner receive individual performance review and produce a KSF outlinelinked to a PDP relevant to their needs. The objectives set for the job share partners mayinclude an objective to ensure the success of the job share partnership.5.4 SupervisionEach job share partner will be responsible to the same line manager.5.5 Cover for Leave PurposesWhere one part of a shared post is unoccupied due to sickness, maternity or other leave,the other job share partners may be invited, but not required, to undertake additionalhours.September 2008 17
Page 7 and 8: Debit or credit up to 8 hours may b
Page 9 and 10: • Larger blocks of family and lei
Page 11 and 12: Reduced hours patterns enable peopl
Page 13 and 14: Information on both patient/service
Page 15: SECTION 6 - JOB SHARE1. DefinitionJ
Page 19 and 20: childcare/carer arrangements must r
Page 21 and 22: Prior to agreement being given to T
Page 23 and 24: The individual effect on pay, pensi
Page 25 and 26: STANDARD APPLICATION PROCESSHow to
Page 27 and 28: Professional / Trade Union Represen
Page 29 and 30: TERM TIME AGENDA FOR CHANGE - PART
Page 31 and 32: JOB SHARE PROCESS FLOW CHARTAppendi
Page 33: Draft May 2008 33

Flexible working time and work pattern policy - NHS Ayrshire and ...

Create successful ePaper yourself

Delete template?

Save as template?