Management and Supervision

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The purpose of this essay is to find out what is supervision. The theories behind it and why. The types of people who manage it, also looking at the emotional intelligence. Discovering what the Legislations are and find out what Care Standards say. Also taking a look at the codes of conduct and any group studies. I will also be quoting some suitable quotes and explaining then. Finally I will give you my conclusion and final thoughts on supervision. Firstly we ask ourselves what is supervision.

Well formal supervisory meetings are an opportunity for discussing your progress, describing your findings, and alerting your manager to any problems. These meetings are an important part of your relationship with your manager and will play a big role in shaping how effective that relationship is; so it is important that we spend some time thinking about what we can do to make these meetings as constructive as possible. We should recognize the crucial role that supervision plays in the development of a skilled, accountable and supported workforce.

It is an essential requirement for the delivery of high quality and effective services to the service users. Regular, planned and competent supervision is both a right and a requirement for all members of staff working within the home. As such, all staff will have a named supervisor with whom they will have an explicit agreement regarding their supervision and a negotiated contract. All staff employed by the care home should be supervised on a regular basis.

All staff will receive an annual supervision. A broad definition of supervision states that; Supervision is both a process and an activity in which one worker is given the responsibility by the organization to work with another worker(s) in order to achieve certain organizational, professional and personal objectives’ (Morrison, 2001) Supervision of staff is undertaken by the Care Home managers to provide a caring and supportive work environment for all staff. It is important that Supervision is a two-way process. Supervisors need to understand how to get their message across and how to listen to supervisees.

Supervision is not just about the actual session or he process by which it is carried out, but is also about the quality of the relationship between the Supervisor and Supervisee. The care home recognizes that supervision is an authority relationship in which the recognition of power dynamics and difference are crucial. It is in the interests of both the supervisor and supervisee to work towards establishing a purposeful relationship that develops honesty and trust and the recognition of individual needs. The Care Home will ensure that all Supervisors have the necessary knowledge and skills to supervise and will provide training as required.

All staff should have the opportunity to discuss with their manager their work performance and conduct whilst at work, individual and team morale, personal health, career aspirations and their contribution to individual, service and organizational development. The core objectives for supervision are, to maintain and develop the quality of practice and service including direct observation of practise. To review the standards expected by the Care Home. To review job descriptions and provide role clarity. To identify and provide feedback on strengths and areas to develop.

To provide opportunities to discuss personal and professional development. To identify and access training and development needs. To provide a a source of support recognizing the considerable demands of the job. To validate the supervisee both as a professional and as a person. To identify how what they have learnt can be used both for the benefit of the supervisee and the organization as a whole. Finally to ensure that the Supervisee is treated equitably by the organization and areas of concern are addressed.

All staff must be made aware by their manager of the supervision process on starting their employment, and given an opportunity to read and discuss this policy. New staff must receive supervision from their manager within the first 4 weeks of employment. It is recommended that new staff have monthly supervisions during their probationary period. At the outset of supervision the supervisor must explain to the supervisee the purpose of supervision. Both parties should then discuss their expectations of one another during supervision and agree a supervision contract.

The contract should include negotiation on frequency, venue and what each party wants from each other and is prepared to provide each other during supervision. The format should be completed by each party having time alone to decide; What the supervisor expects of the supervisee and what the supervisor agrees to provide. Also what the supervisee expects of the supervisor and what the supervisee agrees to provide. The two parties should then come together to cross check their information for differences, any differences should be discussed and negotiated.

When agreement has been reached the format can be completed. A supervision agenda is the intention of the supervision session is to focus on the individual and to enable a two way discussion between the supervisor and the supervisee. The supervisee must be encouraged to bring to the meeting anything they wish to discuss which may be in addition to the usual supervision agenda, which is detailed in the supervision records. The additional agenda items are to be agreed at the start of the supervision session and recorded on the first page of the supervision record.

It is recommended that these items are discussed at the beginning of the supervision session before any of the regular agenda items or discussion on assessments. This is to ensure that the individual is given sufficient time to fully discuss their own agenda items, which are likely to be the issues that are of greatest importance to them. There is guidance written within the supervision record which informs supervisor of suggested points for discussion for each of the regular agenda items within the supervision session to encourage relevant discussion.

This brings me to Supervision records and why we have to carry out recordings. The reasons for recording supervisions are; to look back on what was covered, so what was agreed is not forgotten, to review action plans and progress on agreed action, to ensure that each party is doing what has been agreed of one another, to provide evidence that issues and concerns have been addressed and actions planned to deal with them and finally to provide evidence of progress, present strengths and development needs for appraisal.

When using the recording formats supervision recording must take place using the Supervision Record Document. The document sets out an agenda of areas of discussion and provides opportunity for additional agenda items to be added by either party. All the topics discussed during the supervision session must be recorded. Any action agreed during the discussions must be recorded on the action plan section, detailing the action agreed, the time scale and the person responsible for the action.

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