How to support successful job sharing

Ms Mia Hemingbrough1

1Rockhampton Hospital, Central Queensland Hospital & Health Service, Rockhampton , Australia

Background: With Queensland Health’s family friendly principles and Dietetics having predominantly a female workforce, job sharing with return to part time parental leave work arrangements has become embedded into workforce management at Rockhampton Hospital to sustain full time positions. So far this has been in Senior positions. Current job shares encompass Dietitians each working 2 – 3 days a week, with combinations varying from Dietitians working at same level, or acting up in Senior roles. Factors to support successful job sharing were investigated.

Methodology: Literature review on job share, and individual and forum semi-structured reviews have been carried out over the last 3 – 4 years with 8 Dietitians from 5 pairs of job share work arrangements to identify challenges, benefits, and strategies to support successful job share work arrangements.

Results: Proposed strategies were identified and implemented for over 2 – 3 years with periodic review. Successful job share arrangement is determined via key performance indicators including service sustainability, quality of work performance, wait lists, occasions of service, job satisfaction, patient service satisfaction, satisfaction of other key stakeholders, succession planning, and time divvy for patent care, clinical service management, quality improvement, training, and time and opportunities for professional development etc.

Conclusion: Key strategies have been identified as integral to successful job sharing.

Pre- commencement these include promoting awareness of possible challenges, benefits, and strategies to manage these, and agreed upon:

  • Work divvy document, including patient care services, quality projects, representatives for meetings, professional supervision, professional development, student supervision, etc, with clear team communication
  • Communications eg. Shared electronic diary, email cc
  • Professional supervision arrangements

Plus, meeting with manager at least pre-commencement, monthly for the first 3 months, and then 6 monthly, with ‘open door’ management availability to discuss challenges, benefits, and job share management strategies, and monitoring of key performance indicators.


Mia Hemingbrough is Director of Nutrition & Dietetics at Rockhampton Hospital, and Professional Lead of Nutrition & Dietetics across Central Queensland Hospital and Health Services

Standardising position descriptions: How structuring and managing roles in a uniform way creates sustainability and increases efficacy for Allied Health clinicians

Mrs Louise Maye1, Ms Clare Daley1

1Hunter New England Local Health District, Newcastle, Australia

In November 2017, NSW Health implemented a new recruiting and onboarding (ROB). As part of this roll out, Hunter New England Local Health District(HNELHD) took the opportunity to develop standardised positions descriptions for alied health clinicians to structure and manage roles in a uniform way

Position descriptions are an important part of hiring and managing employees. A position description clarifies employer expectations for employees, provides a basis of measuring job performance and provides a clear description of the role for job candidates, while enabling pay and grading systems to be structured fairly and logically.

Prior to the roll out of ROB, HNELHD allied health staff employed on similar grading/pay scales had varied expectations/roles and responsibilities in their position description that were dependent on location, manager and recruiting officer.

Allied health standardised position descriptions were developed for hiring managers employing allied health professions under the NSW Health Service Health Professionals (State) Award. Although not all allied health roles are the same, there are many elements of a position description that remain unchanged.Therefore each position description has two district level accountabilities that are mandatory for all position descriptions. Further to this, six accountabilities and four selection criteria based on the Award were developed to standardise each position description. These were developed through consultation with the HNELHD Allied Health Leadership Advisory CouncilManagers can then access an online inventory of additional accountabilities and selection criteria to further individualise the position description.

Over the 12 month period following the roll out of the standardised PD’s, 145 allied health positions were advertised that utilised the templates.


Louise Maye is an Allied Health Project Officer for Hunter New England Local Health District. Over the past 10 years, Louise has coordinated many projects such as telehealth, clinical supervision, clinical redesign and data reporting systems for the district, all with a key focus on providing workforce solutions to enable clinicians to streamline their practice and provide better patient care and outcomes.


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