Staff Supervision and Appraisal

The registered person must ensure that all employees:

• Undertake appropriate continuing professional development;
• Receive practice-related supervision by a person with appropriate experience; and
• Have their performance and fitness to perform their roles appraised at least once every year.

The registered person must have systems in place so that all Adults, including the manager, receive supervision of their practice from an appropriately qualified and experienced professional, which allows them to reflect on their practice and the needs of the children assigned to their care. Supervision should be focused on children's experiences, needs, plans and feedback.

All new employees are expected to complete a supervision agreement with there line manager to understand what is expected from both supervisee and supervisor.

The emotional impact of the work on Adults should be recognised and managed by leaders and managers. Adults supervision must enable Adults to reflect and act upon how their own feelings and behaviour may be affected by the behaviour of the children they care for.

Supervision must be recorded effectively. A written record must be kept detailing the time, date and length of each supervision held for each member of Adults including the manager. The record is signed by the supervisor and an acknowledgement form completed by the member of Adults at the end of the supervision. It is good practice for both the person giving the supervision and the Adults member to have a copy of the record. All supervision records can be accessed through clearcare.

Adults and leaders must receive effective support and challenge, including through team and management meetings, to ensure that their professional development results in the right environment for good practice to thrive.

Supervisions will be held every 4-weeks following successful completion of their probationary period. Prior to this, and at manager discretion, supervision will be held fortnightly.

All Adults must have their performance and fitness to carry out their role formally appraised at least once annually. This appraisal should take into account, where reasonable and practical, the views of other professionals who have worked with the Adults member over the year and children in the Home’s care. As part of the performance management process, poor performance should be addressed by a timely plan to bring about improvement.