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They will also need to take into consideration their work obligations and ensure that the shadowing experience does not get in the way of their day to day responsibilities. A host needs to consider if the time requested is the best time for the shadowing to take place and how long each period of shadowing should be for. This role does involve some preparation and thought and is not just about having someone follow you around for an agreed time span. The hostĪ host is the person who agrees to be shadowed. If the shadowing is for their individual career benefit the line manager may be able to suggest contacts or put them in touch with individuals but the individual will be expected to do some of the arrangement themselves as they will be the main beneficiary of this kind of shadowing activity. If the shadowing is to develop them within their current role the line manager may have a view as to who would be the best host for this and arrange the shadowing experience for them. The line manager will agree with them what this will look like and how much time can be allowed for this activity.

Who is involved in Job Shadowing? The line managerĪs part of the Staff Review process individuals may discuss job shadowing as either a way of developing their current role or as part of their career development into a different role.

which allows you the opportunity to see your role through fresh eyes.

Review and reflect on your work through discussion with the person shadowing you.

Share your experiences with colleagues from a different work area to your own.

Can be used as a way of “testing out” possible career options.įor the individual being shadowed there is the opportunity to:.

See the bigger picture and understand more about how the University functions.

Gain insight into the roles and responsibilities of other members of staff and other departments.

It develops a deeper knowledge and understanding of other roles and functions within the University.īy engaging in job shadowing individuals will be able to:

Job shadowing provides the individual with a unique opportunity to find out how other staff work and what their roles involve.

It allows individuals to view processes they are involved in from a different angle.

It is an opportunity for hosts to share best practice and to allow for self development of the visitor/guest and, often, the host.

It is an excellent networking tool and can facilitate the breaking down of internal barriers across the University.

It can help to improve communication across departments and faculties and encourage continuous improvement.

Why Job Shadowing? Gaining a new perspective Job shadowing has many potential benefits for staff and departments within the University:

Useful questions to ask when shadowing for career development.

What do I need to think about? Some practical considerations.

Why Job Shadowing? Gaining a new perspective.

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Job shadowing should be discussed directly with your line manager in the first instance. Both full time and part time staff are welcome to request job shadowing opportunities.

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You can also download a copy of the Job shadowing guidelines (PDF, 345kB). The guidelines below are designed to guide you through the various considerations when considering arranging a job shadowing experience. Job shadowing is not centrally organised at the University. It can also be used to provide an individual within a department the opportunity to work alongside more experienced colleagues so they can learn and develop within their current role. Job shadowing is where an individual from one area of the organisation has the opportunity to work alongside and gain experience of the role of another individual, and gain an insight into that particular work area.