What are Appraisals and Supervisions
Appraisal – usually completed within an annual meeting that is planned, confidential discussion between a member of staff and their line manager. The purpose of the appraisal is to focus upon the member of staff and to
- Review the main events of the previous year
- Identify and acknowledge success and achievements
- Identify the learning gained from things that did not go well
- Complete a formal check of the outcomes of professional objectives agreed at the appraisal
- Consider the year to come and agree key objectives for the individual to achieve. These should be contributions to the whole service plans as well as include personal development
- Discuss the type of Continuing Professional Development activities required to support the individual in achieving their objectives and working within the service
- Declaration of suitability to work with children. The opportunity for the employee to re declare to the employer that they have no health problems or a criminal record that would affect their suitability to work with children.
An effective appraisal will be a two-way conversation. Your role as the manager is to ask questions and then actively listen and encourage a focused contribution. Most people receiving their appraisal want to know what their manager thinks about their work performance. Therefore as well as listen you need to be ready to summarise, with real examples, your view of their strengths and areas to work on. The appraisal meeting is our chance to do this.
An effective appraisal does not include new issues of concern about the person’s performance. It is not a disciplinary investigation meeting. Any summary of poor performance you provide should already be known and dealt with previously. Therefore the emphasis is upon the improvements experienced or now expected.
At the end of an appraisal the member of staff will, hopefully, go away being very clear about your views of their strengths and the areas you want them to work on. They will feel that they have had a meeting with you where the full focus was on them and their work.
The outcomes of the conversation should be recorded and copies of the record held by both parties.
Supervisions
Supervision – usually provided in the form of regular and planned review meetings between a practitioner and their line manager. The purpose of the supervision meeting is to
- Review the progress towards the appraisal objectives
- Provide a coaching opportunity as part of Continuing Professional Development
- Provide an opportunity for the member of staff to raise issues
- Discuss recent work issues
- Review key working practice
- Check understanding of new practices and procedures
The supervision meeting is invaluable in a busy working environment where ‘corridor conversations’ snatched at odd times of the day cannot ensure that effective communication and support is available to all staff.
The benefits of using regular supervision meetings to support annual appraisals include:
- Providing a clear framework for staff to have quality time with their manager
- Providing quality time for managers with the staff they manage
- Regular reviews of progress against the objectives set
- A forum for promoting improvements through reflective conversations
These benefits will not only provide an environment of support for staff but also influence the improvement of service to children and parents.
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