|
Part-time
Employment/Job Sharing
Part-time
employees are statutorily limited in the number of hours that
constitute their work week and may regularly work no less than
16 and no more than 32 hours per week. This limitation may be
suspended when management determines that it is necessary to carry
out USDA's mission. However, an increase in the tour of duty above
32 hours per week is not permitted for more than two consecutive
pay periods in keeping with Congress' intent to limit regular
part-time work schedules to no more than 32 hours per week. (Employees
who have continuously worked on a part-time schedule since before
April 1978 are exempt from this limitation.) Governmentwide policy
provides agencies with a framework for determining where and how
part-time positions fit within an organization.
When two part-time
employees voluntarily share the duties and responsibilities of
a full-time position, the employees are job sharing. In addition
to providing the opportunity for employees to work part-time in
positions where full-time coverage is required, job sharing provides
management with extra flexibility. Job share team members may
have different strengths and contribute in diverse yet complementary
ways. They are able to fill-in for each other's absence resulting
in more consistent coverage of office duties. One or both may
be able to work extra hours (up to 32 hours per week) when there
are unexpected workload surges, allowing the accomplishment of
extra work without costly overtime.
No law or
regulation limits job sharing to specific jobs or grade levels.
Generally, a job share team means two employees at the same grade
level, but other arrangements are possible. There is no definitive
list of jobs suitable for job sharing. Any job can be filled by
a team of job sharers when the arrangement meets the needs of
the agency and the employee(s). Job sharers are treated individually
as part-time employees and are subject to personnel policies on
that basis.
A.
Part-time/Job Sharing Case Histories
Case #1—Secretary
Working Part-time
The employee
is a secretary, GS-8, to a division director. She has worked for
the agency 35 years. In 1984, she began working part-time (32-hours
per week) because of health problems (high blood pressure). The
part-time schedule has reduced the number of days per week the
employee commutes 110 miles daily to work and has allowed her
to spend more time with her two school-age children. The division
director does not feel the part-time schedule has affected the
employee's ability to satisfactorily perform the responsibilities
of her position.
Case #2—Personnel
Management Specialist Working Part-time
The employee
is a GS-13 personnel management specialist who has worked for
the agency for 10 years. He indicates that his part-time, flexible
work schedule combined with one work-at-home day a week allows
both he and his wife to share child care responsibilities for
their three children. In addition, the employee stated, "I am
more available to help with questions about school, homework,
and sports practice. Also, when an adult is home it is easier
for the children to spend time with friends and avoid being home
alone or watching TV."
The employee's
supervisor commented, "Worries about home life, while at work,
can generate a lot of negative energy and reduce productivity.
The employee's use of these flexibilities has not necessarily
resulted in an increase in productivity, but I can positively
say there has been no decrease."
Case #3—Legal
Instruments Examiners Job Sharing
The employees
are legal instruments examiners, GS-8, and have worked for the
agency more than 10 years. The job partners related: "Job sharing
allows both of us to get our children to school and be there when
they return. We both work 5 to 6 hours every day; our time overlaps.
This works well because our job requires a great deal of communication
between us. Job sharing also has lessened the stress of calling
in sick when our children need care because we know that our partner
will be there to cover the job."
From the supervisor's
view: "The job sharing position pools the knowledge and skills
of two employees. With job sharing, service to clients and job
coverage is increased. If one person is on leave, the other job
sharer is available. Two perspectives are brought to one job.
Different outlooks within the same position increase the ability
to problem solve and improve efficiency."
Case #4—Agricultural
Statistician Working Part-time
A GS-12 agricultural
statistician works a part-time schedule to allow her more time
with her young children. Initially, the employee wanted to work
a 3-day week. However, the employee's supervisor did not feel
as though she would be able to maintain her responsibilities as
a team leader on a 3-day schedule. After an open discussion between
the employee and the supervisor about this issue, they compromised
on a 4-day week which allows the employee to have 3-day weekends
and still serve as a team leader. The arrangement has proven so
successful during its first year that the supervisor is willing
to approve the part-time schedule for as long as the employee
desires to work part-time.
B. Part-Time
Employment/Job Sharing Questions and Answers
What is
a permanent part-time employee?
A permanent
part-time employee has a career or career-conditional appointment
(or a permanent appointment in the excepted service), is eligible
for fringe benefits, and works between 16 and 32 hours each week
on a prearranged schedule. For employees who cannot continue to
work full-time, part-time is a way to maintain a career and an
income.
What is
job sharing?
Job sharing
is a form of part-time employment in which the schedules of two
part-time employees are arranged to cover the duties of a single
full-time position. For example, each job sharer may work a portion
of the day or week.
What positions
are suitable for part-time work and/or job sharing?
Part-time
employees are currently working in a wide variety of positions
at all levels. Any job may be filled by a part-time employee or
a team of job sharers when the arrangement meets the needs of
the office and the employee(s).
Why do
employers offer job sharing?
In addition
to providing the opportunity for employees to work part-time in
positions where full-time coverage is required, job sharing provides
management with extra flexibility: team members may have different
strengths; they are able to fill-in during each other's absences;
and both may be able to work extra hours when there are unexpected
workload surges.
How can
a full-time employee change to a part-time or job sharing schedule?
Although procedures
vary from agency to agency, the first step is for an employee
to discuss the idea with his/her immediate supervisor. If a part-time
schedule is not appropriate for the employee's current position,
job sharing may be feasible. Agency personnel offices may be able
to help the employee identify other positions in the agency which
could be filled on a part-time or job-shared basis. For more information,
employees should contact their personnel office.
Do personnel
rules treat part-time and job sharing employees in the same way?
Although the
job sharing arrangement adds an extra dimension, job sharers are
part-time employees and are treated as such.
Are fringe
benefits available?
Permanent
part-time employees are eligible for the same benefits as full-time
employees. Both part-time and job sharing employees enrolled in
the Federal Employees Health Benefits Program receive the same
coverage as full-time employees but pay a greater percentage of
the premium; this occurs due to prorating the Government's share
based on the number of hours the employee is scheduled to work
each week. For example, an employee on a 20-hour-per-week schedule
receives one-half the Government contribution towards the premium.
What about
pay, leave, and holidays?
Gross pay
is computed by multiplying the employee's hourly rate by the number
of hours worked during the pay period. Overtime rates (for employees
not working alternative work schedules) apply only to regular
hours in excess of 8 in a day or 40 in a week. Non-overtime hours
above those normally scheduled are paid at the basic rate.
Annual leave
is earned based on the number of hours worked per pay period.
An employee with less than 3 years of service earns 1 hour of
leave for each 20 hours worked; with 3 to 14 years of service,
1 hour for each 13 worked; and with 15 or more years of service,
1 hour for each 10 hours worked. All part-time and job sharing
employees earn 1 hour of sick leave for each 20 hours worked and
are also eligible for other kinds of leave. If a holiday falls
on a day the employee normally works, the employee is paid for
the number of hours he or she was scheduled to work.
Can part-time
employees compete for other positions?
Part-time
employees are eligible to compete for part-time as well as full-time
positions. Part-time employees who are job sharing may apply and
be considered as a team, but each must be among the best qualified
in order for the team to be selected. An employee may apply individually
and as a member of a job sharing team.
Is there
any flexibility in work scheduling?
To meet the
needs of the office or the employee, an agency may temporarily
or permanently change the hours of a part-time employee. Although
part-timers must have schedules within the 16 to 32 hour-per-week
range, they may work more than 32 hours for up to two consecutive
pay periods if management has determined that there is a legitimate
organizational need to do so.
How is
service credited?
A part-time
employee earns a full year of service credit for each calendar
year worked (regardless of schedule) for the purpose of computing
dates for retirement eligibility, career tenure, completion of
probationary period, within-grade pay increases, change in leave
category, and time-in-grade restrictions on advancement. However,
part-time work is prorated for determining qualifications. For
example, an employee who works 20 hours per week would have 6
months of experience at the end of 12 months.
Does part-time
service affect retirement annuities?
Each year
of part-time service counts as 1 full year toward the length of
service requirement but is prorated for annuity calculation. Under
the Federal Employees Retirement System, all part-time service
is prorated. For employees under the Civil Service Retirement
System, part-time service performed on or after April 7, 1986,
is prorated.
How are
performance ratings handled?
Part-time
employees have the same rights as full-time employees. Depending
on the arrangement, job sharing employees may have the same or
different performance standards.
What rights
exist for adverse actions and reduction-in-force (RIF) actions?
Part-time
employees have the same rights as full-time employees when disciplinary
action is taken against them. The reduction in scheduled hours
is not subject to adverse action procedures. In a reduction in
force, part-time and job sharing employees have assignment rights
only to part-time positions. Similarly, full-time employees have
assignment rights only to full-time positions.
|
