Supervision
How do I conduct an effective supervision session?
what do i need to include?
Info
Info
How often should I undertake supervision & how long should it last?
what else do i need to be aware of?
Info
Info
How often should I undertake supervision & how long should it last?
4 & 8 week intervals for frontline workers or more frequently if required
A supervision session should take about 45 minutes - 1 hour
Return
HOW DO I CONDUCT AN EFFECTIVE SUPERVISION SESSION?
Where the staff member raises difficulties or issues of concern to them in their work:
- listen to the employee and help to define the issues
- clarify professional boundaries
- clarify BCWA’s expectations
- agree appropriate action
Keep written notes of each session and share with the staff member within one week of meeting.
Hold the session in a private, quiet, comfortable place.
Give sufficient notice of a supervision session to enable preparation.
Best practice
Take care not to impose your own prejudices and beliefs
Be Constructive
Goal setting should be mutually agreed
Be sensitive to cultural issues
Participate fully
Supervision should be a two-way process that is of mutual benefit to the supervisor and the staff member
Avoid interrupting
Respect confidentiality
Use the notes of the session as a guide for action between sessions
identify and recognise the strengths of an individual
Active listening
Return
what do i need to include?
Effective supervision will generally cover 4 broad areas
Ensure that staff wellbeing is acknowledged throughout
Performance review
Review tasks and notes from the previous session together
Priority setting
Training & development
Delegation of tasks
Return
Performance review
Supervision should not be confused with or limited to performance management
Discuss any issues around the employee's role and /or responsibilities, team working or any other operational issues raised by the employee
Discuss ideas on how to solve any identified problems and develop solutions
If applicable discuss and review current caseload, acknowledging any safeguarding issues and best practice
Review progress against any targets/work plan that have been set
Priority setting
Discuss anticipation of period ahead in terms of work in progress or work to be undertaken
Acknowledge current workload and capacity when prioritising or setting new actions
Discuss and address any work planning issues or conflicting priorities
Encourage the employee to think creatively and develop new ideas
Discuss problems and solutions, including any safeguarding actions that need to be prioritised
Delegation of tasks
Delegate new tasks/projects acknowledging staff capacity, development aspirations, role remit and key performance indicators
Keep an effective written record of the discussion and any actions set, sharing this with the employee within a week of the session
Check understanding and set reasonable timescales where required
Agree action points for both parties and ensure that these are reviewed at the next supervision meeting
Training & development
Identify any training or development needs/wants and explore how these can be best met
Progress check on any ongoing training the employee is undergoing
Agree support required for learning to be effective
Explore any training or development concerns or issues
Remember that there are a number of learning opportunities in addition to training that can support the development of a staff member, e.g. sharing best practice in team meetings
what else do i need to be aware of?
Start the meeting on a positive note, to develop rapport
Adapt your management style to the individual
Remember the purpose of supervision
Wherever possible, ask the person to assess and reflect on their own performance
There is additional guidance in our Training and Development Policy and in the Employee Handbook
Be sensitive to cultural issues
Return
supervision tips
Black Country Women'
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Transcript
Supervision
How do I conduct an effective supervision session?
what do i need to include?
Info
Info
How often should I undertake supervision & how long should it last?
what else do i need to be aware of?
Info
Info
How often should I undertake supervision & how long should it last?
4 & 8 week intervals for frontline workers or more frequently if required
A supervision session should take about 45 minutes - 1 hour
Return
HOW DO I CONDUCT AN EFFECTIVE SUPERVISION SESSION?
Where the staff member raises difficulties or issues of concern to them in their work:
Keep written notes of each session and share with the staff member within one week of meeting.
Hold the session in a private, quiet, comfortable place.
Give sufficient notice of a supervision session to enable preparation.
Best practice
Take care not to impose your own prejudices and beliefs
Be Constructive
Goal setting should be mutually agreed
Be sensitive to cultural issues
Participate fully
Supervision should be a two-way process that is of mutual benefit to the supervisor and the staff member
Avoid interrupting
Respect confidentiality
Use the notes of the session as a guide for action between sessions
identify and recognise the strengths of an individual
Active listening
Return
what do i need to include?
Effective supervision will generally cover 4 broad areas
Ensure that staff wellbeing is acknowledged throughout
Performance review
Review tasks and notes from the previous session together
Priority setting
Training & development
Delegation of tasks
Return
Performance review
Supervision should not be confused with or limited to performance management
Discuss any issues around the employee's role and /or responsibilities, team working or any other operational issues raised by the employee
Discuss ideas on how to solve any identified problems and develop solutions
If applicable discuss and review current caseload, acknowledging any safeguarding issues and best practice
Review progress against any targets/work plan that have been set
Priority setting
Discuss anticipation of period ahead in terms of work in progress or work to be undertaken
Acknowledge current workload and capacity when prioritising or setting new actions
Discuss and address any work planning issues or conflicting priorities
Encourage the employee to think creatively and develop new ideas
Discuss problems and solutions, including any safeguarding actions that need to be prioritised
Delegation of tasks
Delegate new tasks/projects acknowledging staff capacity, development aspirations, role remit and key performance indicators
Keep an effective written record of the discussion and any actions set, sharing this with the employee within a week of the session
Check understanding and set reasonable timescales where required
Agree action points for both parties and ensure that these are reviewed at the next supervision meeting
Training & development
Identify any training or development needs/wants and explore how these can be best met
Progress check on any ongoing training the employee is undergoing
Agree support required for learning to be effective
Explore any training or development concerns or issues
Remember that there are a number of learning opportunities in addition to training that can support the development of a staff member, e.g. sharing best practice in team meetings
what else do i need to be aware of?
Start the meeting on a positive note, to develop rapport
Adapt your management style to the individual
Remember the purpose of supervision
Wherever possible, ask the person to assess and reflect on their own performance
There is additional guidance in our Training and Development Policy and in the Employee Handbook
Be sensitive to cultural issues
Return