Pillar Kincardine Policy  -  Adopted: 15 February 2011

Support & Supervision

1   Purpose & Aims

1.1  Pillar Kincardine believes that people are its most valuable resource; that staff should be provided with the supervision and support they need to carry out their job; and that effective supervision is the right of every employee.

1.2  Supervision within Pillar Kincardine is a key component in supporting staff in their role.  It involves regular protected time for staff to sit down with their line manager (see Note 1).

1.3  Supervision will reflect the values, vision and inclusive philosophy of our organisation and will provide an opportunity for supervisor and supervisee to identify development needs.  Specifically it will aim to:

  • Promote good practice and reflective learning amongst all staff
  • Assist all staff to use their combined knowledge and experience to good effect
  • Recognise Service User interests and preferences, and include them in all aspects of service delivery
  • Ensure that work is performed to an acceptable standard and that staff members comply with Pillar Kincardine policies and procedures
  • Encourage flexibility and creativity within the limited resources available so that Service Users are provided with the best possible service
  • Involve staff in the decision making process through consultation and sharing ideas
  • Encourage personal development and personal responsibility for active learning
  • Identify individual training needs, evaluate training being undertaken, and check progress against training plans
  • Provide an opportunity for upward feedback

1.4  Supervision is a participative activity between supervisor and supervisee.  Supervision sessions will be based on:

  • Mutual respect
  • Active listening
  • Adequate preparation
  • Setting clear standards, priorities, timescales and targets
  • Mutual preparedness to accept constructive criticism
  • Mutual willingness to recognise achievement
  • Checking results

2   Policy & Practice

2.1  All staff will receive supervision on an individual basis irrespective of their position and irrespective of whether they work part time or in a temporary capacity.

2.2  Project workers, relief staff and administrators will be supervised by the Service Manager; the Service Manager will be supervised by a suitably qualified individual appointed by the Board.

2.3  Supervision meetings on a one to one basis will take place at least six times a year, with discussions recorded.  They will be scheduled in advance, with adequate lead time, so that both supervisee and supervisor can properly prepare.

2.4  Cancelled supervision sessions must be promptly rescheduled.  The Chair of Pillar Kincardine will be responsible for ensuring that alternate supervisory arrangements are made if the supervisor is absent from work for four weeks or more.

2.5  In addition to support and supervision sessions, regular team meetings will be held, at least monthly, where practice issues can be discussed, information shared, and support gained from line manager and colleagues.  Staff will be encouraged to use each other for ad-hoc peer support.

2.6  Appraisal (see Note 2) is a more formal process involving review of a person’s performance over a year; re-evaluation of their job description: recognising their strengths; identifying ways of improving their weaknesses; and of identifying how further training needs will be met.  All Pillar Kincardine staff will have one supervision session annually that focuses on these aspects and forms the appraisal.

Note 1:  See separate document setting out Pillar Kincardine’s Support & Supervision Procedure

Note 2:  Please refer to Pillar Kincardine’s Appraisal Policy and Procedure

Pillar Kincardine Policy  -  Adopted: 15 February 2011