To raise an issue with boss...

[NameChangedForThis1985]

NHS, middle management (8a level - but I'm only seconded to that role for 15 hours a week as a job share, still do 22.5 hours at B7 substantive role). Supposed to do Wednesday all day and Thursday half day in this role.

Just been off for 6 working days - the week before that I had a huge event to organise so didn't get much of my usual work done. Came back to work yesterday to literally hundreds of emails (more than usual) and a handover email from the person I job share with (who is off all week) that I have spent all day today dealing with. I haven't managed to get the work complete as although my job share would usually do it, she's never shown me how to despite me asking repeatedly for her to show me! She also gatekeeps mailing lists, meaning I can't cascade info in her absence, and basically puts up constant barriers to me doing the work. She's well known across the Trust as being awkward and obstructive and for upsetting people, but it's blamed on her personality and that she's 'just like that'

I'm meeting with both my bosses in the morning and haven't been able to complete the work required in the time I've had (never mind this not being my 'days' to work for them). I'm so close to losing the plot and telling them exactly how unreasonable this has been, and her in general, but I don't want to come across as unprofessional.

Do I just need to suck it up and accept I'm working with a total dick? I've raised issues before with my boss and he says we are two grown adults who should sort it out - but she refuses to

I've no experience of NHS or job shares so this will be a generic management answer, but sounds like the issue probably lies somewhere in the middle of your two options. I can imagine it’s not fun or easy job sharing with a ‘difficult’ colleague so you have my sympathies, but at the same time the examples you give don’t seem impossible to overcome. Mailing list - is it not saved in outlook? ‘Barriers’ - have you actually had the conversation with her to say that you’re missing crucial information and need 30 mins of her time to walk through it? If she refuses to help you at that point then I think it’s fair to escalate.

When it comes to the ‘required work’, you may need to prioritise, and manage people’s expectations. Of course people know their demands might be unreasonable, but it doesn’t stop them asking! Use the conversation with your bosses tomorrow to understand what the real priority work is, and delegate or put off everything else. Be honest about what is achievable and tell them you will deliver late, or have to compromise somewhere, or require additional support if needs be. If it turns out your job share’s actions are going to block the priority tasks, the meeting is the time to raise it.

Good luck!! Sounds like a tricky situation but certain there’s a way through that doesn’t involve you losing the plot!

What Cocorico22 Said ^^
Its painful but its you going to the meeting and point out you are not her manager he is

he says we are two grown adults who should sort it out - but she refuses to

You have tried to schedule training but she is busy doing other things.
You arr asking for scheduled training time-slot to be set up by LM
and
how LM is going to solve the traning gaps between now and "when ever"

I need trainig and can you LM sit in to understand and cross-train for a morning

Training objective
Dont go high level
Take your must dos
Then you need to break it down into task and process flow

Task deal with request X.
:: Check Y&Z are doable
::; Y needs input from depA mail list 1
::: Z nreds input from depB mail list 2

Knowledge gap here no List 1 available only part of List 2

LM nows what you want to do and what you cannot do.

What will move the LM into action?
Eg data protection issue if you are mailing the wrong people etc

Can you use the tec available
Are you using 2 addresses or a personalised one for both jobs.
Mailing list are an IT issue.if you can get them grouped
"Easy" one is to set up an obligation to cc or if allowed have IT set up an auto fill

Any work arounds possible
Is it possible to get staff who left to do training insted?

If failure due to lack of training and LM is not willing to act you need to organise to quit the role. She has managed to survive and gain a reputation so who gets blamed when there is a problem.

Keep to the facts. Write it all down before you go in a group into 2/3 key points of concern

Be clear in your own mind what you want out of the meeting. Is it help? Is it reduced workload? Is it access to the mailing lists? Is it her behaviour being dealt with ?

Be clear about your worries and how this is affecting your ability to do,the job.

Don't over-apologise. Use terms like 'I'm feeling rather uncomfortable with this situation as it stopping me from getting x done' NOT 'I'm so sorry not to have delivered x y and z'

Before you leave the meeting make sure there are clear next steps that everyone agrees to - I normally say 'just before we close, I just want to double check on actions.... 'then read them out. Send them in a brief follow up email. Agree a follow up meeting if appropriate.

Good luck !