Staff Supervision and Appraisal

The registered person must ensure that all employees:

• Undertake appropriate continuing professional development;
• Receive practice-related supervision by a person with appropriate experience; and
• Have their performance and fitness to perform their roles appraised at least once every year.

The registered person must have systems in place so that all staff, including the manager, receive supervision of their practice from an appropriately qualified and experienced professional, which allows them to reflect on their practice and the needs of the children assigned to their care. Supervision should be focused on children's experiences, needs, plans and feedback.

The emotional impact of the work on staff should be recognised and managed by leaders and managers. Staff supervision must enable staff to reflect and act upon how their own feelings and behaviour may be affected by the behaviour of the children they care for.

Homes staff will be supported to manage any feelings they may be experiencing in their role in scheduled supervisions.

Homes staff will be made aware of the schedule for supervision that they have a duty to attend as arranged unless there are mitigating circumstances.

Where supervision has not taken place as scheduled the Homes manger will rearrange with the staff member to ensure staff are supported in their roles.

Homes staff can request to have supervision outside of those scheduled as and when needed.

Homes staff will have supervision after any incidents in the Home to reflect on their practice and capture any learning.

Professionally qualified staff employed by the Home, e.g. teachers or social workers, should be provided with relevant professional or clinical supervision by an appropriately qualified and experienced professional.

Supervision must be recorded effectively. A written record must be kept detailing the time, date and length of each supervision held for each member of staff including the manager. The record is signed by the supervisor and the member of staff at the end of the supervision. It is good practice for both the person giving the supervision and the staff member to have a copy of the record.

Supervision records will be kept for all staff working in the Home. Staff will have access to their supervision records and will be encouraged to provide feedback to the Homes managers on the effectiveness of supervisions and support provided to staff working in the Home.

Staff and leaders must receive effective support and challenge, including through team and management meetings, to ensure that their professional development results in the right environment for good practice to thrive.

The Home will hold monthly team meeting to provide staff with the opportunity to discuss and reflect on the needs of the Home and the children living in it. Homes staff will be encouraged to contribute to meeting agendas to promote inclusivity and diversity.

All staff must have their performance and fitness to carry out their role formally appraised at least once annually. This appraisal should take into account, where reasonable and practical, the views of other professionals who have worked with the staff member over the year and children in the Home’s care. As part of the performance management process, poor performance should be addressed by a timely plan to bring about improvement.

The performance of Homes staff will be assessed during the probationary period throughout which staff will have three residential probationary review meetings.

Homes staff will have an annual appraisal that they have a duty to attend as and when scheduled.

Homes staff will also undergo performance reviews as employees of Cheshire East Council that will take place.

• April - June - Planning Conversation;
• Sept - Nov - Review Conversation;
• March – May - End of Year Review Conversation.