Providing Supervision to Staff

Prepared for staff with supervisory responsibility at ……

CROYDON CARE SUPPORT TEAM

Welcome and Introductions

ProgrammeGround Rules for the sessionLearning Aims and Objectives Questions Evaluation

Learning Aims and Objectives - by the end of the session participants will have had the opportunity to reflect on:

• Definition of supervision and its functions• Types of supervision• Contract/agreement for supervision (what to include)• Preparing for supervision – what you should expect

from staff at different levels of the organisation • Giving and receiving feedback• Recording supervision

Definition of supervision

Supervision is defined as any communication between two or more staff one of whom has line management responsibility or delegated responsibility where the prime purpose is to enhance staff performance and effectiveness of their role

Effective Supervision :

• Purpose of supervision • Sharing expectations, identifying what works and

what does not work so well• Skills required by the supervisor• Expectations within [ ] • Structure of supervision sessions• Giving and receiving feedback

The essential standards of quality and safety consist of regulations set within two pieces of legislation – The Health and Social Care Act 2008 (regulated activities) Regulations 2010 - the Care Quality Commission (Registration) Regulations 2009.

These regulations and their associated anticipated outcomes are what is expected by providers in terms of the quality and safety of care for residents.

An Exercise: The purpose of supervision what type of supervision is an effective use of time and supports your work

NMC Standards of conduct, performance and ethics for nurses: the four central principles of the code –transferable to non qualified staff• Provide high standards of practice and care at all times

• Be open and honest, act with integrity and uphold the reputation of your profession

• Make the care of people your first concern, treating them as individuals and respecting their dignity

• Work with others to protect and promote the health and wellbeing of those in your care

Underlying values, assumptions and principles for supervision• Supervision should be viewed

as a positive opportunity for shared reflection of day to day work

• Supervision should be part of a culture that promotes evidence based practice, self directed learning and learning from experience

• Supervision is an integral part of the working routine in social care

• Supervision should be approached in a positive, constructive, honest, open and forward looking manner.

The aim of supervision includes:

• To critically reflect on professional practice in relation to clients care in order to influence care, practice standards, and the service provided.

• To safeguard standards • To develop professional expertise • To deliver quality care and support to residents

Opportunities provided by supervision include : • Monitor the progress of staff

are making and reviewing targets, any identified performance needs

• Reflect on recent learning and developmental opportunities (courses, handover discussions, staff meetings etc)

• Allow staff to express new ideas, think innovatively about their role and how the service could be improved

•

• Provide constructive feedback to staff about their performance

• Provide staff with support, direction, advice and guidance on individual resident’s needs, management issues etc

• Monitor recording processes • Pass information to staff about

any significant changes to the organisation

The aims of the support function of supervision• De-brief staff and explore

what support is needed after incidents, the death of a resident, a difficult encounter with resident or their family.

• Support staff to manage issues across professional relationships

• To enable staff to express and examine their attitudes to their role and professional encounters

• To identify training needs or areas of practice which are raising issues for them.

Preparing for supervision

Contract or Agreement ? This is a two-way process and ground rules should be agreedbetween the partiesWhat to includeWhat not to include Boundaries (ownership and confidentiality etc)Recognise differences and transcultural competencies

Problem Solving in the context of supervision sessions

Awareness of a problem or performance matterEstablish ownershipFormulate the problem Explore the possible causes Consider the possible options for solutionDetermine a criteria for acceptable solution between those involved Compare solutions and alternatives Action planningImplementation phase – agree time limits, targets and how Success will be measured Plan a review

Giving and receiving feedback1. Giving constructive feedback should be

descriptive rather than evaluative 2. Be specific about what you are criticising /

praising3. Don’t criticise the person (don’t make it personal)

its their behaviour and performance in particular circumstances

4. Be constructive – ensure the person has control to change and be helpful and supportive

Continued:5. Don’t overload and target your feedback6. Balance your feedback with genuine constructive praise

and criticism

Receiving Constructive feedback 1. Don’t be defensive, counter criticise or interrupt2. Listen carefully to the criticism3. Ask questions and clarify if you really are not sure what

the feedback is about or why you should change

4. Seek agreement on ways forward 5. Than the person for the feedback 6. Decide what you will do as a result of the

feedback

Supervision paperwork used at [ ]

The Supervision Contract

• What to include?

The benefits of understanding : Adult Learning Styles

The Honey & Mumford Adult Learning Styles Questionnaire

• Useful for identifying a preferred learning style for adults

• Offers a more effective way of sharing information and improving social and health related practices

• Has transferable applications

Any Questions?

Thank you for making the session a positive experience!

• Please complete the evaluation form and be as constructive as possible with your comments to enable improvement in the session.