The purpose of this policy is to set out why, how and when we hold supervision meetings with all staff.
Supervision is required under Clauses 3.19 and 3.20 of the EYFS. It’s a formal way of finding out how staff are getting on in their role, an outlet for concerns and a way of offering support.
Supervision – time spent with individuals to discuss how they feel about what they see/feel with children and families. Individual children can be discussed confidentially and supportively. Staff need to be able to talk about how they feel so they can do their job.
Coaching – a process which enables learning and development to occur and performance to improve using a variety of different approaches suitable for the individual and their individual situation
The Thinker – the person receiving the supervision; this person is given the time and support to think through their issues
The Listener – this is the person running the supervision; their role is to listen without interruption and guide the session appropriately. All Listeners have received supervision training.
OUR SUPERVISION ETHOS
1.1 Our BCC ethos includes a culture of trust and mutual respect which enables supervision to happen in a productive way.
1.2 Supervision meetings are an opportunity for practitioners to reflect on how work is affecting them personally or how their personal life is impacting on their work. It’s a time for them to be heard and to explore the support they need. It is also to celebrate what they are doing well and to encourage them to build on this and to continuously improve and contribute to raising the quality of the nursery.
1.3 We recognise that if we do not meet the emotional needs of staff, we cannot expect them to support the emotional needs of the children they care for.
1.4 The Manager (or other) may also raise concerns they have with the staff member, but specific concerns about ongoing job performance will be raised through the performance management policy and review of priorities for improvement.
1.5 BCC staff are encouraged to evaluate and be reflective of their practice at all times.
1.6 We aim to create a Thinking Environment.
1.7 All members of staff are expected to record and report any concerns they have about a child’s welfare and safety in accordance with the Safeguarding Policy. Staff can request supervision at any time to discuss an individual child’s needs.
HOW SUPERVISION IS ORGANISED
1.8 Supervision meetings are held with the nursery manager, unless the member of staff requests that they are with another member of the senior management team.
1.9 Meetings are held at the setting. There are 3 scheduled supervision meetings each year to tie in with the annual appraisal which is held in the calendar month when the person started at BCC. Supervision meetings can also be suggested by Senior Management or requested by staff at any time. Where possible, meetings will be planned and scheduled at a convenient time for staff and the nursery. However, meetings can also happen spontaneously.
1.10 Supervision meetings will be held in a comfortable, confidential room with an understanding that the meeting must not be interrupted unless there is an emergency.
1.11 Induction and probation meetings are held with new staff after 7, 30, 60 and 90 days of employment, or more often as required. Once the member of staff has completed their probation phase, they will have their regular supervision meetings three times a year. However, staff on probation can request supervision at any time and their manager/mentor can suggest supervision, in addition to probation meetings, if they believe it is required.
THE SUPERVISION PROCESS All staff are expected to engage with this process.
1.12 Supervision meetings are booked for times that are convenient for the Thinker and the Listener, as well as the staff team. They must also be booked at times when the room can remain confidential. Agency staff are booked as necessary to facilitate supervision.
1.13 The Thinker must prepare by reading through their previous supervision form, reflecting on the status of their priorities for improvement and thinking about what they want to discuss at and achieve from the session.
1.14 The Thinker must bring their green Professional Development folder to the meeting with all paperwork organised.
1.15 The detail of supervision meeting discussions will remain confidential, in accordance with the Confidentiality Policy.
1.16 A Staff Supervision form (Appendix 1) will be completed during each supervision meeting. The Listener will ask the Thinker which of them should complete the form. The Thinker will be given time at the end of the session to read through the form before both participants sign the form.
1.17 The Listener will scan the form to be held in the secure HR dropbox folder. Only nursery managers, the managing director and the payroll administrator have access to this folder. The original form will be returned to the Thinker to be filed in their Professional Development folder.
1.18 The Managing Director will read all supervision forms and will talk to the Listener in confidence about any concerns.
1.19 Should the Listener and Thinker have a discussion that the Thinker would like to remain confidential between them, this does not need to be recorded on the form. A note should be made as a reminder of the discussion, without substance.
1.20 The Thinker understands that any safeguarding issues must be reported in accordance with the Safeguarding Policy.
