Supervision of staff
What does the EYFS tell us about the supervision of staff?
Providers must put appropriate arrangements in place for the supervision of staff who have contact with children and families. Effective supervision provides support, coaching, and training for the practitioner and promotes the interests of children. Supervision should foster a culture of mutual support, teamwork, and continuous improvement, which encourages the confidential discussion of sensitive issues.
Supervision should provide opportunities for staff to:
- Discuss any issues – particularly concerning children’s development or well-being, including child protection concerns
- Identify solutions to address issues as they arise
- Receive coaching to improve their personal effectiveness
What is supervision?
Supervision meetings are a safe place for leaders and managers to meet with staff individually and are a key part of staff support systems. Supervision meetings should be a two-way process that offers a positive and mutually supportive discussion and on-going development plan.
They offer opportunity for leaders and managers to support performance management and provide practitioners with opportunity to raise any queries or concerns, discuss career progression, and talk about their daily role and responsibilities. Supervisions should always keep a focus on the best interests of the children in the setting and promote their safety and wellbeing.
Not all supervision needs to be planned, for example, spontaneous supervision must occur in the event of concerns or safeguarding issues arising.
Frequency of supervision meetings
The frequency of supervision meetings is not pre-determined and will vary with the experience of the individual, how long they have been in post, the complexity of their role, and any particular support needs that have been identified.
Keeping a record of staff supervision
During each supervision, a written record of what had been discussed, and any actions agreed to be undertaken, should be kept including any identified CPD/training needs. The record should also outline whose responsibility it is to complete these actions and should provide clear timescales. Any actions will be discussed at the following meeting. If any concerns are raised regarding safeguarding or welfare, then procedures in your safeguarding policy must be followed immediately.
The leader/manager should agree the content with the staff member, and both individuals should sign and retain a copy for future reference.
Purpose of supervision meetings
- To find out about your team members as individuals
- Support your team to share the vision of the setting, expectations, and how they can contribute
- To provide opportunities to respectfully challenge practice.
- To manage performance
- To ensure children and their families are receiving the best possible quality care and service
- To improve communication and share responsibility
- To promote the safeguarding of children
- To find out about your team members as individuals
- Support your team to share the vision of the setting, expectations, and how they can contribute
- To provide opportunities to respectfully challenge practice.
- To manage performance
- To ensure children and their families are receiving the best possible quality care and service
- To improve communication and share responsibility
- To promote the safeguarding of children
- To provide an opportunity to look at staff roles and responsibilities
- To reflect on, analyse and evaluate own practice
- To set personal goals, receive goals from leaders/managers, and review previous actions
- To promote confidence and safe working practices
- To allow any disagreements to be recorded and solutions explored at the earliest opportunity
- To provide an opportunity to look at staff roles and responsibilities
- To reflect on, analyse and evaluate own practice
- To set personal goals, receive goals from leaders/managers, and review previous actions
- To promote confidence and safe working practices
- To allow any disagreements to be recorded and solutions explored at the earliest opportunity
- To provide an opportunity to talk and listen to each other
- To value, motivate and empower staff in their work and on-going commitment
- To involve staff in decision making and problem solving that contributes to the whole setting
- To support staff to manage their workload effectively
- To discuss any personal issues impacting on the staff member fulfilling their role (including carer needs, health and safety, safeguarding and workload)
- To provide an opportunity to talk and listen to each other
- To value, motivate and empower staff in their work and on-going commitment
- To involve staff in decision making and problem solving that contributes to the whole setting
- To support staff to manage their workload effectively
- To discuss any personal issues impacting on the staff member fulfilling their role (including carer needs, health and safety, safeguarding and workload)
Considerations when preparing, completing, and reviewing supervision meetings
- Organise supervision dates in advance and only change the arrangements in exceptional circumstances
- Ensure meetings follow a clear structure and allow both the manager and employee to contribute
- Hold the supervision meeting in a comfortable place that is free from distractions and interruptions
- Complete an accurate record of the meeting and provide a copy for the employee
- Ensure you maintain supervisor - supervisee confidentiality at all times
- Organise supervision dates in advance and only change the arrangements in exceptional circumstances
- Ensure meetings follow a clear structure and allow both the manager and employee to contribute
- Hold the supervision meeting in a comfortable place that is free from distractions and interruptions
- Complete an accurate record of the meeting and provide a copy for the employee
- Ensure you maintain supervisor - supervisee confidentiality at all times
- Prepare for each meeting by reviewing notes from your previous supervision
- Thinking about anything you would like to discuss, including any thoughts and ideas
- Talk openly about what is going well, and anything you are finding challenging
- Ensure you maintain confidentiality where appropriate
- Think about any CPD opportunities you may wish to request accessing and be prepared to undertake any other CPD suggested
- Read and agree the notes from the meeting and follow up any agreed actions
- Ensure you maintain supervisor - supervisee confidentiality at all times
- Prepare for each meeting by reviewing notes from your previous supervision
- Thinking about anything you would like to discuss, including any thoughts and ideas
- Talk openly about what is going well, and anything you are finding challenging
- Ensure you maintain confidentiality where appropriate
- Think about any CPD opportunities you may wish to request accessing and be prepared to undertake any other CPD suggested
- Read and agree the notes from the meeting and follow up any agreed actions
- Ensure you maintain supervisor - supervisee confidentiality at all times
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