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Job Sharing: A Viable Option for Law Enforcement?

NCJ Number
FBI Law Enforcement Bulletin Volume: 78 Issue: 3 Dated: March 2009 Pages: 14-19
Lisa Perrine M.P.A.
Date Published
March 2009
6 pages
This article examines job sharing as an option for law enforcement professionals.
Three primary advantages to job sharing emerge: organizations can engage directly with the issue of work-life balance as part of their overall retention and attraction strategies; job sharing can allow flexibility without putting career progression on hold; and job sharing can become an effective segue to retirement. Three basic disadvantages also emerge: organizations may resist the idea because they fear additional administrative and training costs; job sharers may feel that they achieve proportionately more than full-time employees and receive inadequate pay; and individuals sharing positions may be impacted by the actions of their partners. However, ongoing communication, consistent accountability, and solid job sharing policies and procedures can eliminate these concerns. With the emergence of the millennial generation and competition with the private sector for potential job candidates, law enforcement agencies must commit to offering flexible work schedules. They need to recognize the benefits that such practices can offer to both the organization and personnel. To maintain a viable workforce, the law enforcement profession must consider alternatives to traditional methods of attracting and retaining competent, vibrant, and dedicated employees. 15 endnotes