Supervision Policy for Sunflower Nursery Employees
(Community Support Services)
Reviewed November 2014
Review date November 2017
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
1.0
Purpose and Process of Supervision
1.1
This supervision policy reflects the values and ethos of CHS Group (CHS). All
Community Support Services employees are expected to participate in regular
supervision and contribute within their team to progressing the work of their service.
This approach is based on the following four principles:
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Excellence and effectiveness in the work
Relationship building, internally to the organisation and with external partners
Personal development and growth
Co-operative, teamwork approach
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Application
This policy applies to:
Sunflower Nursery Cambridge
Sunflower Nursery Cambourne
2.0
3.0
Associated CHS Policies and Procedures
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Professional Boundaries for Sunflower Employees
Staff training and Development Policy
Guidelines on Communication in Projects
4.0
Purpose of Supervision
4.1
Supervision involves a regular, structured opportunity for employees to discuss their
work, review progress and make plans for the future with a more senior employee,
generally their line manager. The purpose of supervision is to provide:
4.1.1 Management:
This concerns accountability for work practise and quality of service. This is to ensure
that the work for which the supervisee may be held accountable is carried out to a
satisfactory standard. It includes:
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Quality of performance and outcomes
Adherence to and understanding of relevant policies and procedures
Role and responsibilities of the supervisee, including the boundaries and
limitations of their role.
Development and monitoring of supervision action plans and appraisal objectives
Monitoring of workload
4.1.2 Learning and Development:
This is to encourage staff to reflect on their practice and performance, explore goals
and identify their own learning and development needs. Agreed plans and
opportunities will be developed to address learning needs. This process will be
carried out collaboratively between the supervisee and supervisor.
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
4.1.3 Support
It is recognised that supervisees require support to carry out their roles for a whole
variety of reasons. These could be related to training needs (see above). There could
also be times when the supervisee may require time and space to work through a
challenging work situation/s, and consider the impact on their work and their own
wellbeing.
It is also relevant to consider health and personal circumstances if these are
impacting on work performance and wellbeing at work.
In these situations, the supervisor will support the supervisee to work towards
solutions to address the work related issues. It may be appropriate at times for the
supervisor to refer the supervisee to more specialised departments or organisations,
such as Occupational Health or the Employee Assistance Programme.
4.1.4 Communication
This is to facilitate effective and appropriate communication and mutual
understanding within the supervisory relationship, the service team, the organisation
and the wider professional community.
4.1.5 The benefits of Supervision:
Supervision is an essential tool providing space to reflect on practice. Holding regular
supervisions brings numerous benefits:
 Mutual understanding develops
 Provides an opportunity for people support and guidance
 Difficult issues can be identified, discussed and resolved quickly
 Provides an opportunity to continually review progress towards objectives as
agreed in the Annual Performance Appraisal.
3.0
Content and functions of Supervision Meetings
3.1
Content/Agenda
The content of the supervision will very much depend on the person, the job and the
operational circumstances. Topics to discuss could include
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Last Supervision notes read
Anything requiring following up
Individual areas of concern/Issues – personal or performance,
Room Issues – relationships/communication
Team Issues (Under 2’s /Over 2’s)
Safeguarding – Identification of needs/ support
Children’s Development – related to Behaviour/EAL/ECAT/ SEN
Parent Partnership –feedback from Parents
Training/Personal Development inc Career Pathway
Nursery & CHS Business information shared.
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
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The agenda can vary session by session, depending on the pertinent issues. Some
matters will be discussed regularly and others just touched on occasionally.
4.0
Confidentiality of supervision meetings
4.1
Anyone with a designated responsibility for supervising other employees agrees to
the following: that feedback to more senior management or other employees is
normally based on what was agreed with each employee within the supervision
setting.
4.2
An exception to this is where any grievance, disciplinary or safeguarding issues may
arise or serious breaches of conduct.
4.3
The supervisee also maintains confidentiality in relation to supervision meetings, and
only discusses with others what has been agreed between themselves and their
supervisor.
5.0
Keeping Records
5.1
A record of each supervision session is maintained in the form of an action plan
5.2
Records will be kept in the individuals Supervision folder within their personal file
stored in a locked nursery office filing cabinet.
5.3
Employees are provided with a copy of their records (if required).
6.0
Frequency of Supervision
6.1
During the initial induction period –2/3 weeks– there may be frequent informal
check-ins and meetings.
6.2
During the remainder of the probationary period, formal supervision may start out
weekly, move to two weekly, and then on to monthly-six weekly depending on how
the employee is progressing.
6.3
For longer term employees formal support meeting may take place every month/six
weeks depending on the circumstances.
7.0
Evaluation
7.1
Evaluation of the supervision sessions will take place on a six monthly basis through
the annual and interim performance appraisals.
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
Appendix 1
Sunflower Nurseries Supervision Agreement
Supervisee
Frequency
Venue
Supervisor
Duration
Recorded by
Introduction
In supervision an employee and a manager meet regularly and discuss the supervisee’s professional
responsibilities; learning, development and support, career pathway evidence and professional relationships.
This will be achieved through reflection and action planning.
Responsibilities
Shared:
 Prepare for session in advance and bring notes, career pathway evidence.to be discussed.
 Email the supervisee/or with any special or major issues requiring detailed discussion before the meeting if
possible, so these can be planned for.
 Be responsible for recording own actions in the preferred way.
 Bring the appropriate paperwork and information, files, Annual Leave card, diary, rent report, etc.
 Complete relevant actions within the agreed timeframes.
 Manage interruptions such as telephone calls, service user enquiries etc, so that they are kept to a minimum.
Supervisor:
 Monitor time and make sure that all items necessary are covered during the session.
 Keep the session on track. Identify and agree priority areas with the supervisee and keep discussion relevant
and solution focussed.
 Complete and send action plan within one week.
Supervisee:
 Consider solutions to challenging situations in advance.
 Work with supervisor to keep discussion focussed
 Check and agree or suggest adjustments to action plan and return within one week of receiving it.
Agenda
The agenda can vary, depending on the pertinent issues. Some matters will be discussed in every session and
others just touched on occasionally. Suggested topics are noted on the Supervision Meeting Action Plan/ in the
Pre-Supervision reflection Form and are categorised as follows:
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Individual areas of concern/Issues – personal or performance,
Room Issues – relationships/communication
Team Issues (Under 2’s /Over 2’s)
Safeguarding – Identification of needs/ support
Children’s Development – related to Behaviour/EAL/ECAT/ SEN
Parent Partnership –feedback from Parents
Training/Personal Development inc Career Pathway
Nursery & CHS Business information shared.
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
Record Keeping and storage
The action plan will be completed after or during each supervision and then given to the supervisee. This will
ideally happen within a couple of days and must happen within one week. It is then the supervisee’s
responsibility to check the plan and let the supervisor know within a week of any changes or additions. If
differences in viewpoint between the supervisor and supervisee emerge in meetings it may be appropriate to
record these within the action plan. Similarly, any other business can also be added if pertinent.
Plans will be stored confidentially in individuals personal folder, which is locked in the office filing cabinet.
Cancellations and interruptions
Sometimes sessions will need to be postponed or rescheduled and very occasionally (if there are long periods
of A/L, sickness or other absence) missed.
It is the responsibility of the person who needs to reschedule/cancel the meeting, to let the other person know
and suggest rearrangement options.
As far as possible, sessions should be kept free from interruption.
Signed: ______________________________________(Supervisee) Date______________________
Signed:_______________________________________(Supervisor) Date_____________________
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
Supervisor name:
Supervisee Name:
Meeting place:
Date:
Time:
Notes from last session read? Yes
Anything require following up?
Discussion
Points
Summary of Discussion
Action
When
By
Whom
Individual
Areas of
concern
Work Load
Support
required
Team issues
Room Routines
Room changes
Others
behaviour
Relationships
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
Discussion
Points
Summary of Discussion
Action
When
By
Whom
Under 2’s
Over 2’s
specific
areas
Teamwork
Work together
Collaborative
routines
Safeguarding
Identify needs
Discuss
concerns
Monitoring
concerns
Log Concerns
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
Discussion
Points
Summary of Discussion
Action
When
By
Whom
Children’s
Development
Children’s
Development
folders
Observations
Summaries
Development
concerns
Parent
Partnership
Sharing
Information
Any Issues
Feedback from
Parents
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14
Discussion
Points
Summary of Discussion
Action
When
By
Whom
Training/
Personal
Development
Training
identified
Training
requested
Career Pathway
Nursery &
CHS
Business
General Nursery
updates
CHS Updates
I have read and understand the actions which have been agreed
between my Line Manager and I.
Staff Signature:
Date:
Line Manager Signature:
Date:
G/Nurseries/Sunflower at Cambridge and Cambourne/Nursery Policies/Supervision Policy for Sunflower Nurseries
Nov 14