Management and Supervision
Well formal supervisory meetings are an opportunity for discussing your regress, describing your findings, and alerting your manager to any problems. These meetings are an important part of your relationship with your manager and will play a big role in shaping how effective that relationship is; so it is important that we spend some time thinking about what we can do to make these meetings as constructive as possible. We should recognize the crucial role that supervision plays in the development of a skilled, accountable and supported workforce.
It is an essential requirement for the delivery of high quality and effective services to the service users. Regular, planned and competent supervision Is both a right and a requirement for all members of staff working within the home. As such, all staff will have a named supervisor with whom they will have an explicit agreement regarding their supervision and a negotiated contract. All staff employed by the care home should be supervised on a regular basis. All staff will receive an annual supervision.
A broad definition of supervision states that; ‘Supervision is both a process and an activity in which one worker is given the responsibility by the organization to work with another
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Supervision is not just about the actual session or the process by which it is carried out, but is also about the quality of the relationship between the Supervisor and Supervises. The care home recognizes that supervision is an authority relationship in which the recognition of power dynamics and difference are crucial. It is in the interests of both the supervisor and supervises to work towards establishing a purposeful relationship that develops honesty and trust and the recognition of individual needs.
The Care Home will ensure that all Supervisors have the necessary knowledge and skills to supervise and will provide training as required. All staff should have the opportunity to discuss with their manager their work performance and conduct whilst at work, Individual and team morale, personal health, career aspirations and their nutrition to individual, service and organizational development. Practice and service including direct observation of practice. To review the standards expected by the Care Home. To review Job descriptions and provide role clarity.
To identify and provide feedback on strengths and areas to develop. To provide opportunities to discuss personal and professional development. To identify and access training and development needs. To provide a a source of support recognizing the considerable demands of the Job. To validate the supervises both as a professional and as a person. To identify how what they have earn can be used both for the benefit of the supervises and the organization as a whole. Finally to ensure that the Supervises is treated equitably by the organization and areas of concern are addressed.
All staff must be made aware by their manager of the supervision process on starting their employment, and given an opportunity to read and discuss this policy. New staff must receive supervision from their manager within the first 4 weeks of employment. It is recommended that new staff have monthly supervisions during their probationary period. At the outset of supervision the supervisor must explain to the oppressive the purpose of supervision. Both parties should then discuss their expectations of one another during supervision and agree a supervision contract.
The contract should include negotiation on frequency, venue and what each party wants from each other and is prepared to provide each other during supervision. The format should be completed by each party having time alone to decide; What the supervisor expects of the supervises and what the supervisor agrees to provide. Also what the supervises expects of the supervisor and what the supervises agrees to provide. The two parties should then come together to cross check their information for differences, any differences should be discussed and negotiated.
When agreement has been reached the format can be completed. A supervision agenda is the intention of the supervision session is to focus on the individual and to enable a two way discussion between the supervisor and the supervises. The supervises must be encouraged to bring to the meeting anything they wish to discuss which may be in addition to the usual supervision agenda, which is detailed in the supervision records. The additional agenda items are to be agreed at the start f the supervision session and recorded on the first page of the supervision record.
It is recommended that these items are discussed at the beginning of the supervision session before any of the regular agenda items or discussion on assessments. This is to ensure that the individual is given sufficient time to fully discuss their own agenda items, which are likely to be the issues that are of greatest importance to them. There is guidance written within the supervision record which informs supervisor of suggested points for discussion for each of the regular agenda items within the prevision session to encourage relevant discussion.
This brings me to Supervision records and why we have to carry out recordings. The reasons for recording supervisions are; to look back on what was covered, so what was agreed is not forgotten, to review action plans and progress on agreed action, to ensure that each party is doing what has been agreed of one another, to provide with them and finally to provide evidence of progress, present strengths and development needs for appraisal.
When using the recording formats supervision recording must take place using the Supervision Record Document. The document sets out an agenda of areas of discussion and provides opportunity for additional agenda items to be added by either party. All the topics discussed during the supervision session must be recorded. Any action agreed during the discussions must be recorded on the action plan section, detailing the action agreed, the time scale and the person responsible for the action. Actions agreed must follow the SMART principle.
S Specific M Measurable A Agreed R Realistic T Timed In completing the record it is important to keep to the point and no waffle. Both supervises and supervisor are required to sign and ate the supervision recording document as a true and accurate record of the discussions that have taken place. In most cases it will be possible to agree what should be recorded, but where there is any disagreement this must also be recorded and signed. Both supervisor and supervises are to have a copy of the supervision recordings.
Recordings must be kept in the staffs own development file kept securely by the supervisor. Supervises are equally responsible for the safe storage of their copy. In addition to the agenda, various aspects of staff performance at work will be reviewed during supervision sessions. The aim is to collect evidence for consideration and summary at the annual appraisal session. This will include: Assessment of performance in relation to their Job description, The Care Council for Wales Code of Conduct, team work and personal well-being.
The particular assessments to be considered at each supervision must be planned in advance and agree with the supervises at the previous supervision session. This is to ensure that the supervises is prepared for the discussion. It is essential to plan how the assessments are to be conducted during the year in order that there is an appropriate allocation of time to omelet the assessments and also that the supervises and supervisor have sufficient time to devote to discussion of their other agenda items.