Considerations
Evaluation

After introducing the part-time arrangement, the next step would be to evaluate the whole programme.  Two key issues to consider throughout this process are whether the identified business aims / goals satisfied, and whether the employee needs are satisfied. 

A part-time arrangement should be supported if there are no adverse effects to the way the organisation functions.  When assessing the employee’s performance standards and productivity, performance feedback may be sought from the part-time employee’s immediate supervisor and co-workers (where appropriate), with the focus on whether performance and productivity are maintained – any increase should be regarded as a bonus rather than an essential criteria.  In most cases employee productivity and performance does increase as the employee is more focus and less stressed (due to the reduction of overall working hours). 

To assess the programme’s cost effectiveness, another cost-benefit analysis may be done.  It is not uncommon for the cost of hiring to increase especially in the case where 2 part-time employees are hired for 1 full-time position.  However, it is unlikely that the long-term costs will outweigh the benefits.  The qualitative benefits should also not be discounted – increased loyalty, increased productivity and the multiplier effect of increased experience.