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Supervision Code of Practice
- All Team Managers must have written statement oulining the supervision structure in their Team. This should be available to the Team and the line managers/directors.
- Frequency: a minimum of once every six weeks at a pre-arranged time. Exact frequency and duration to be jointly agreed by supervisor and supervisee; to be related to the experience of the staff members and whether part or full time. A record of Supervision Session (SRI) should be completed by the manager for all staff.
- There are many ways in which supervision can be carried out (group, peer group, pairing) but none can be a total substitute for individual supervision. Where an alternative form of supervision is used, individual supervision must be included once every three months.
- Normally the line manager will supervise staff but there may be occasions when another appropriate person performs this task. In the latter case arrangement must be made for a three way meeting to occur with the line manager, a minimum of twice a year; and for this to be clearly stated.
- A short contract will be agreed and drawn up by supervisor and supervisee showing frequency and duration of supervision (with dates where possible), particular expectations of supervisor and supervisee and how each will know when they have been met.
- Supervision should be focused and structured. A Supervision Discussion Record Form (SR2) should be completed after each supervision by the supervisor showing issues discussed, decision taken and topics for next session. A copy should be given to the staff member, see suggested supervision record form. The forms are confidential and should be kept in a locked drawer.
- Both supervisor and supervisee have a responsibility to prepare for supervision and to carry out the tasks agreed in supervision.
- What occurs in supervision should not be discussed elsewhere except where issues arise that affect the running of the service or where the supervisor needs the advice of his/her own line manager.
- Once a year a special time needs to be set aside for the line manager to undertake an annual appraisal. This will involve looking back over the year, measuring performance against targets set the previous year and setting targets for the coming year.
- It is the responsibility of the Team Manager to make available space for supervision that provides privacy and freedom from interruptions.
- Formal disciplinary processes will not be part of supervision. These are dealt with separately at specially convened meetings. Mentaur has developed several strategies and corresponding forms to ensure that supervision quality standards are met and these documents are available by leaving a message or on request from the Mentaur office.
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