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Support & Supervision and Annual Review Policy

  1. Overview

The purpose of Support and Supervision (S&S) is to provide support for co-workers, to promote their individual development and to help them fulfil their tasks effectively. S&S will focus on the supervisee’s needs and their role in their workplace as well as address all aspects of practice, the standards and philosophy of care in the service and any relevant actions that the supervisee needs to take to perform better in their role.

The purpose of the Annual Review is to look at how co-workers can contribute towards Tigh a'Chomainn Camphill’s Mission, Vision and Values, their training needs for the coming year and any other relevant issues that relate to the needs of Tigh a'Chomainn Camphill. The Annual Review will conclude by agreeing a mutually agreed list of outcomes that will be completed during the coming year, and reflected on at the next Annual Review.


  1. What you need to know and do

Every co-worker is entitled to a minimum of three S&S sessions with a relevant manager per year as well as one annual review session. The relevant senior manager is responsible for making sure these sessions happen regularly. If the need arises, additional sessions can be requested by either the supervisee or the supervisor. These sessions are recorded in the relevant form provided by Tigh a'Chomainn Camphill, which also provide the structure for the meetings.

The purpose of the sessions is to assist co-workers to achieve their potential and carry out their delegated responsibilities effectively. It enables co-workers to report on the outcomes of their work, reflect on their inner experience and learning and make plans for future work and personal and professional development.

The sessions will be held in a confidential environment and notes of the meetings will usually not be shared with third parties. However, where the manager sees the need for further consultation with colleagues or the supervisee requests further input from others, this is acceptable.

If either party is dissatisfied with any aspect of the process, supervisee and supervisor will jointly discuss the issue with another manager.


 Tigh a'Chomainn Camphill expects the supervisor to listen to the supervisee without preconception or judgment, help the supervisee to manage autonomously his/her tasks and responsibilities within the relevant professional boundaries, act as a role model and provide a supportive, stimulating and challenging environment and structure to help the supervisee explore and reflect on their thoughts, feelings and actions in relation to work. Additionally, the supervisor is to support, encourage and guide supervisee’s active engagement in their ongoing personal and professional development, recognise their own limits of professional competence and that it is not their role to provide counselling and support.


Tigh a'Chomainn Camphill expects the supervisee to co-operate with the supervisor’s responsibilities as listed above, be reasonable in making arrangements for one-to-one meetings with the supervisor and endeavour to reach agreement with the supervisor in relation to areas of disagreement. It should also be noted that ongoing supervision is part of the normal management process on a continuous basis.



Continuous Professional Development (CPD)

CPD stands for Continuing Professional Development. It refers to the process of tracking and documenting your skills, knowledge and experience that you gain both formally and informally as you work, beyond any initial training. It is a record of what you experience, learn and then apply. The CPD process helps you manage your own development on an ongoing basis. Its function is to help you record, review and reflect on what you learn. It is not a tick-box document recording the training you have completed. It's broader than that. All co-workers within Tigh a'Chomainn Camphill have responsibility for their own professional development. Co-workers are expected to take ownership of their own learning and, with support, seek out appropriate opportunities for development. Managers are expected to support and drive forward, as appropriate, the professional development of the co-workers within their team



  1. References

SSSC Supervision Learning Resource 2016



 

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