Job Sharers Jill Bartholomew (left) and Lynn Gaby discuss their work plans at Homewood-Flossmoor Park District.

One Plus One Still Equals One

Skeptical at first, officials at Homewood-Flossmoor Park District found that job sharing pays off with happier employees and increased performance.

By Greg Meyer

One plus one at the Homewood-Flossmoor Park District still equals one. The reason is a new job sharing position created for two recreation supervisors in March of 1981. Sharing the job, the office, the desk and the benefits, the results have been rewarding to the individuals and the park district.

Lynn Gaby, one of two full-time supervisors, approached the Superintendent of Leisure Services with two alternatives to her dilemma: resignation or consider job sharing. Her dilemma was a need for more personal and family time. Discussions began on the pros and cons of a job sharing position. As the program was evaluated the staff became excited about this alternative staffing plan.

Two major concerns were finding someone to pick up the other part of the job sharing position and working out the communication between the two "parts" and the staff. The new person had to be compatible with the other full-time staff and even more so with the existing partner in the job sharing team.

The job sharing concept is relatively new. It originated from a need for working mothers to spend more time at home with their children and for mothers with small children to bring additional income into a home. Businesses and industry have only scratched the surface in its utilization. Employers are reluctant to enter into a job sharing concept. They are afraid of being locked into a program that does not work.

The Superintendent met with both candidates and developed an employee agreement tailored to the position. One of the items stressed was the creation of a totally new position neither part-time nor full-time but two halves. Initiated for a six-month trial period, the position was evaluated at the anniversary and vacation and sick days were added to the benefit package.

After one year under the job sharing program, the Homewood-Flossmoor Park District is elated with the performance of the two supervisors and we feel job sharing can work well within a park and recreation setting.

Administrators at the Park District are now reviewing other full-time positions and current job openings as possible job sharing positions.

Recreation supervisor and job sharer, Jill Bartholomew, relates "job sharing is not a part-time position. In the field of recreation, we are often called upon to work hours beyond the regularly scheduled work week. A part-time person is usually paid on an hourly wage and is not expected to invest extra hours in the position. We consider ourselves half-time employees, not part-timers. We are available to check on programs, attend night meetings or run special events as needed."

Specifically, job responsibilities of the "one" recreation supervisor position were divided based on the personal interests and experiences of the two job sharers. One is responsible for adult programs; the other covers preschool through junior high. Arts, crafts and cultural classes are divided

The Human Side of The Story Lynn Gaby was confident that Jill Bartholomew would accept. She told her, "I found a job for you — my other half." Jill had been a prospective teacher for a parenting class offered by the park district. Mother of two with experience behind her as a recreation supervisor at the Glencoe park and recreation district, she had expressed a desire to get back into the swing of recreation. "I'm tired of cutting meat into little pieces," Jill told Lynn. Each job sharer works between 25 to 30 hours each week during the busy summer season. Jill and Lynn estimate the park district is getting 75-75 percent instead of the agreed 50-50 percent. Two heads appear to be better than one when they utilize diversified experience in brainstorming new ideas for park district programs. Jill finds she can still do a good job of mothering working two and one half days each week, plus. Lynn explained, "A lot of pregnant women leave this field because the work is so time consuming and demanding, then they can't come back to work for the same reason. We're hoping that other women will be able to consider job sharing as an alternative to full-time employment." —By Marcia Glesener

Illinois Parks and Recreation    32   May/June 1983

equally. For special events each supervisor has certain programs he/ she is responsible for, but all supervisors pitch in when necessary.

Each job sharer works 2 1/2 days each week, alternating Monday, Wednesday and Friday schedules with Tuesday, Wednesday and Thursday weeks. Both people are present on Wednesday for staff meetings to exchange program information and to keep the communication system running smoothly throughout the department.

Two people share one office. Each person has a separate file and in / out boxes. One bulletin board is divided into three parts: hers, hers, and theirs. Shared items include a desk, phone and all records on current classes. For consistency and efficiency systems of filing, coding, listings and logistics are the same,

When vacations occur, the other "half" has agreed to pick up the additional time for the additional salary. One supervisor is always working. Each supervisor has learned the other's responsibilities which improves the communications between job sharers.

Tedious programs are divided between the two supervisors. This has made the job more interesting. Some concerns still exist, but the pluses far outweigh the few problems. Communications are still a concern. This area is constantly monitored.

Initially, park district administrators were afraid two supervisors doing one job would add too many additional programs. The potential was there to create work for another full-time supervisor, putting the job sharers out of a job. This is being monitored by all of the recreation staff.

Job sharers appear to have a fresher attitude toward their job, employee burnout has lessened, creative ideas have surfaced for existing programs, additional programs have been provided for the communities served and coverage on special events has "doubled" on occasion.

Two people generating new ideas, combining recreational programming experience and actual reduction in park district health and life insurance costs have sold the Homewood-Flossmoor Park District on the job sharing concept.

Job sharing allows extreme flexibility which is crucial for a recreation supervisor position. One natural conclusion may be less job turnover for the Park District as employees realize their new found job benefits.

ABOUT THE AUTHOR:
Greg Meyer is the Director of the Homewood-Flossmoor Park District in Homewood. He joined the district in 1974 as Superintendent of Recreation. He holds an undergraduate degree in physical education and an M.S. degree in parks and recreation administration from Southern Illinois University. He also is a graduate of executive devolopment program of Indiana University and the Revenue Sources Management School of Noth Carolina State University. Before joining the Homewood-Flossmoor Park District, he was Assistant Superintendent of Recreation for the Naperville Park District and Director of the Southern Illinois Special Olympics.

Illinois Parks and Recreation    33    May/June 1983