Help me not to lose my shit....

[DontTellMeToTakeInIroning]

Been in a temporary role for three years (NHS) - it's a secondment for 0.4 WTE and i retained my substantive role for 0.6 WTE alongside. I haven't kicked up any fuss before now as I didn't want the secondment to be terminated (0.4 WTE is higher pay grade) but now I potentially have the chance to permanently move on - not for at least 3-4 months though and the situation is becoming unsustainable.

I job share the role with one of the biggest pains in the arse I have ever met. She has a terrible reputation across the Trust for bullying, being awkward, unhelpful, etc. However she's a union rep as well. She's just been off on long-term sick and while she was away it became very apparent that she just... doesn't do the job. The things she does do are way below her pay grade, but she's been allowed to just crack on and make up her own role. I've repeatedly asked for her work plan (and shared mine) to look at dividing up responsibilities but was met with an outright NO. It looks on paper like I am carrying 95% of the role's responsibilities... that must be why I am online working 7am to 9pm most days with no paid overtime then!!!!

She came back from sick on Monday and already it's becoming untenable. I just had to dial off a meeting with our team because I cannot deal with her. It's not outright bullying but total micro-aggressions, such as refusing to share info or point blank refusing to policies that I have refined with agreement from senior management. Thing is - it's not personal, she's like this with everyone, it just doesn't get tackled! The final straw today was talking about a 30-page monthly report and saying she wasn't aware of it - I flagged up it was new since she was off, and I do it. Her response - 'well if you want to do it then you crack on' - erm no, it's our job!!!! I know if I suggested we alternate she would just say no.

Meeting with our boss to discuss tomorrow. He is aware of the issues (and the way she is known across the Trust) but has very much seen them as dropping things from my workload and reducing my hours rather than getting her to step up and take on the role properly. I'm happy doing over and above until I leave (within reason) because my other role is very quiet at the moment, I actually like the work I do, and I get on with everyone apart from her. I'm also autistic and struggle with regulating my emotions at times so could really do with some advice as to how to make sure it's tackled firmly and fairly without getting angry or upset...

keep it all in writing and any disagreements etc you have put in emails, dont speak person to person because then words can be twisted.

This is partly a you problem. Agree to do your fair share and record exactly what that is, and then do it and no more.

If she doesn’t then do her share that’s on her. Report it and move on.

You need to avoid her and go via your manager only.

How was "her" 0.6 of the role managed while she was off?
Did you do the bulk of the work or was it pushed out to others or did they provide a replacement cover?

You cant assign her work that is your managers role. Dont try you will lose and not be supported by your manager.

You do need to accept that she knows how to work the system. Your manager is likely not going to manager her as that will involve a version of PIP etc and she will be an expert crybully.

You go back to what can you do.

What is needed to bring your job functions back into the time allowed?

Go through your functions put a real life time on how long each takes. Schedule them within your alloted work time. Once it shows you are going to need OT raise it as an issue which your manager needs to resolve. Then shut up and leave it to your manager.

Remember if it is only a few months dont screw up your new job just to get "justice" (fair work allocation) for a short time. Its better you learn what you did "wrong" in managing this one to bring the lessons into your new role than take on a loosing fight for this one.

So since she was off there has been a requirement brought in to do a 30 page monthly report?

I'm a union rep and I would have pushed back on this too.

Did you just agree to do it?

@AnSolas this is the thing, I picked up a couple of things that took maybe 1-2 hours a week. I expected to be inundated with requests in her absence but barely anything came my way. I checked with others and they weren't asked to pick up any of her work either. I've done a comprehensive work plan outlining how much time I spend on each piece of work, in meetings, etc. It would never in a million years align to 15 hours worth of work (or 37.5 even really) without dropping some significantly important tasks. The new job is in fact only a 9 month secondment so it looks like I'd be coming back into this situation again afterwards.

@Nimblethimble it's a new requirement of our role, it's a change in the way we report to the Board - everyone who has our role does it (in other services there's only one of us so it falls on them, no job share situations)

align to 15 hours worth of work (or 37.5 even really) without dropping some significantly important tasks

That is your managers problem

You work to your time on the most important things your manager wants (needs) you to produce in the time allocated.

Now the other staff member is back you go to your manager and get them to take back all but 15h of work from you. And/or recognise you were doing the FT function as the other Roles functions are "over-resoursed" as FT role.

You need to be cynical in your understanding. Your manager will not be supported in moving the other employee from the role and she will know this. The managemet as a whole would likely be willing to put her in an empty room and wait untill she goes out on a pension.

All you can do is control your workflow while keep remembering your manager will have to sort out the deliverables once you have gone.

If you are the only one trained on the report get your manager to agree that you spend some time documenting a Reporting for Dummys process so that the reader can put the report together step-by-step.

Or/and write to your manager and ask them to arrange the 1-on-2 training with you and both of them. That is an important cover-your-arse print out and save written exchange so you cant be blamed if it all goes sideways once you are gone.

When you come back you treat is as a new job by leaving it to your manager to organise what tasks are given to you.

Bullying is rife in the NHS, managers know who these people are and yet they allow them to continue. I bet the high sickness rates in the NHS is due to the victims of these cowardly bullies.