Staff supervision is a vital and yet often misunderstood aspect of care provision. Many managers are intimidated by the very idea of supervision whilst others are too ‘gung ho’ about it. Truly effective supervisors strike a balance between these two extremes, allowing people time to develop at a reasonable pace whilst still taking urgent action where necessary.
If possible I’d prefer to leave this session until last as the experience I gain from meeting the staff in the previous sessions will be invaluable when working with their managers on supervision and appraisal.
The first half of this training day covers:
The benefits of supervision
What we mean by good supervision
The key elements of supervision (development, support, performance management)
Know your agenda
Beginning a supervisory relationship
Listening and communication skills
Supervision contracts, agreements, records and confidentiality
Boundaries (when we need to act/report wrongdoing)
Sticky moments (resistance, resentment etc)
Linking supervision to appraisal
The second half of the day will focus upon appraisal. This is a rather different process although it draws heavily upon supervision in practice. If supervision is about development then appraisal is about monitoring progress against preferred goals or required targets.
The second half of the day covers:
Why do appraisals?
The pros and cons of appraisal systems
Targets versus standards (what’s the difference?)
Being fair – what they do matters more than who or ‘what’ they are
Preparing for the appraisal
Sticking to the agenda
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