We believe that the daily experience of children in early-years settings and the overall quality of provision depends on all practitioners having appropriate qualifications, training, skills and knowledge and a clear understanding of their roles and responsibilities.
We know that working to ensure children are protected from harm requires sound, professional judgements to be made and is demanding work that can at times be distressing and stressful. We believe that all of those involved should have access to advice and support from peers, managers and designated professionals.
It is a regulatory requirement that all providers put appropriate arrangements in place for the supervision of staff who have contact with children and families.
We aim to create a culture of openness, support and learning for all, where adults, as well as children, are encouraged to work and learn together with a sense of unity and direction.
We aim to celebrate achievements and provide mentoring, coaching and development strategies to increase personal effectiveness and the flow of creative ideas.
Through our supervision process will aim to:
- provide support, coaching and training for our practitioners.
- promote the interests, welfare and development of the children.
- foster a culture of mutual support, teamwork and continuous improvement, which encourages the confidential discussion of sensitive issues.
- provide an accountable process which supports, assures and develops the knowledge, skills and values of individuals and of the whole team.
- offer practitioners mentoring and support that motivates them and improves the quality of their work, enabling them to achieve agreed outcomes.
We aim to make meetings a pleasant, valuable experience for staff and one in which they feel empowered and ‘listened to’ rather than judged.
- Meetings will be held every six-eight weeks for all staff who work with children and families.
- Sufficient supply cover will be organised to ensure adequate time (up to one hour) for an uninterrupted meeting. This will usually be provided by Naima, our lunchtime assistant, coming in early.
- Staff will be given prior notice of a least two days, so that they can think about any issues or areas they wish to discuss.
- Meetings will be held in a quiet, private area (usually the office).
- Measures will be taken to ensure that there are no interruptions. Arrangements will be made for the telephone to be answered outside the office and a ‘Meeting in Progress’ sign put on the door.
- Meetings will be a two-way process.
- A supervision form will be used to provide structure to meetings and ensure that all important areas are covered.
Our supervision form covers the following areas:
- Targets and goals from previous meeting – whether they have been met, what has prevented this from happening, if not, and any further support/training needed.
- Celebration of things that have gone well and ideas to develop them further.
- Any issues or concerns about children’s wellbeing or development (including child protection concerns).
- Any organisational issues – struggles or suggestions.
- Personal issues that may affect ability to carry out role effectively.
- Changes in personal circumstances which could change the status of DBS check.
- Changes to health or medication that could affect ability to carry out role effectively.
- An opportunity to discuss any other areas/topic not already covered.
Retaining information and confidentiality
The supervisor will use the supervision form to write up a brief summary of the meeting and any targets or actions.
The supervisee will be asked to read through the form and sign to confirm that they agree to the accuracy of the information. They will be given the opportunity to challenge any discrepancies or concerns. Where there is a disagreement, a further meeting will be arranged between the supervisor and supervisee. All efforts will be made to reach a mutually agreed summary.
Following the unlikely event of an unresolved discrepancy, a third party will be brought in to mediate. This will usually be the deputy supervisor.
All information will be kept confidential, unless:
- It is a child protection issue, where there is a legal obligation to share the information in accordance with our Safeguarding Children policy.
- It is agreed by both parties that it would be desirable to share it, on the grounds of staff development/organisation or to improve outcomes for children.
- It is necessary to share it with other appropriate professionals/authorities, in accordance with our whistleblowing policy.
- The supervisor feels that it is in the best interest of the children, or individual, to share the information in confidence with another appropriate professional, in order to gain professional advice.
- It would endanger another person, either physically or mentally or cause damage to their property by not sharing the information.
- There has been a serious breach of their contract of employment.
Supervision forms, and any other supporting paperwork, will be stored securely and confidentially in the supervisee’s personnel file, in a locked cabinet in the office.
New staff induction and introducing new staff to the process
Supervision meetings are used as part of the ‘new staff induction’ process (see policy on employment and staff induction). A full introduction to the supervision process, and an explanation of why it is important to our setting, is given during this time.
Monitoring effectiveness and outcomes
It is our intention that staff (and ultimately the children) benefit from supervision meetings and that they are a positive experience that staff look forward to. We will therefore seek regular feedback from staff to ensure that this is the case.
19 October 2020