As deputy manager it is within my job role to conduct monthly supervisions which then lead into an annual appraisal. At this time I currently have three supervisees. Whilst holding one of these monthly supervisions with my supervisee I conducted a file audit of their case file as part of my monthly monitoring, this helps me to evaluate. I noticed that work which I had previously asked to be completed had not been produced and some of the work which had fell below expected standards for his role as a Residential Child Care Worker.
A part of my own personal supervision with my manager we discuss the supervisees/supervisions I have held and it is my responsibility to flag up any issues that occur. I informed my manager of the concerns I had and she brought to my attention that she used to supervise this member of staff and had to address the very same issues around poor quality of work being produced and that numerous other members of the team had spoken about similar concerns within their own personal supervisions.
I researched and familiarised myself with the Employment Policies, Procedures & Guidance Handbook, which contains the Capability & Disciplinary Procedures. The Capability & Disciplinary Procedures are the means by which rules are observed and standards of conduct and performance at work are maintained, they provide fair and consistent methods of dealing with problems of conduct or work performance.
Neither the disciplinary or capability procedure are designed to be punitive management tools but are intended to encourage and facilitate improvement at an early stage to ensure that conduct and performance do not become a problem that is unmanageable. The procedures allow for fair and consistent treatment of an employee and hopefully they will achieve a positive outcome to any problems. In the Employment Policies, Procedures & Guidance Handbook, section A. /5 of the Capability Procedure states, where work performance consistently falls below the expected standards attempts must be made to provide structured support, guidance and training via this procedure in order to encourage improvement and raise performance to an acceptable level. This procedure should also be used to provide structured support and encouragement where weaknesses have been identified. The primary objective of the capability procedure is to effective an improvement in the employees work performance through the provision of guidance, advice, training and support.
The Essay on Business Area Team Work Performance
Reflection Paper #3 - Analysing Work Groups Application: I will be discussing a past experience I had upon assuming a leadership position in an established business area that was new to me. I will use the Model for Analysing a Work Group as a way to convey my experience and relate it to the learning experience from week 3. The challenge I had was to lead an established program team to improved ...
I set the time date for the supervision, added this to the supervision monitoring tool and made sure my supervisee was aware of the time, date and location in order for him to be able to produce his own agenda items. I held the supervision making sure our time was protected and that we would not be disturbed. This gave me the opportunity to raise and explain my concerns over the standard of the work being produced; I went through the file audit I had conducted with him identifying where the work had fallen below the expected standard.
Within the supervision strategies were put in place to support my supervisee: • To change his supervisions from monthly to fortnightly giving greater support. • To reduce his current workload with immediate effect. • Planning protected time for him to undertake planned work whilst on shift. • Producing a copy of the file audit with all the required work. • To continue to produce monthly file audits. • Putting time scales and dates on a realistic planned work schedule. • Making him aware that I am here to support, give advice and help with training. Contact the training section to look at more personal development in key areas. • Provide and define various time management tools in order to improve performance. I put these strategies in place to help support my supervisee and his performance as these are some of the one of the main principles of supervision. This would add structure, growth, help him to be able to develop further skills and knowledge within his job role, inform his practice and meet the demands of his workload whilst producing work of the expected standard.
should high school student work part-time?
Nowadays, there are more and more students work part-time job in their free time. Actually, a part-time job can provide money and working experience to them. But it partly disturbs their study as well. So the high school students should not be encouraged to have a part-time job because of the following reasons. Firstly, most high school students are too young to work. Specifically, they still lack ...
Holding professional supervision in this manor helps me to continually measure performance indicators given to me by the organisation to evaluate the success of a particular identified task or areas of work which the supervisee has direct impact on and responsibility for, monitoring these tasks allows me establish if the supervisee is progressing towards achieving his goals or identification of an area of potential improvement.
By giving direct support to my supervise and their performance, will help the worker to achieve in their role, create job satisfaction, maintain standards, increase positive outcomes and high levels of quality care being delivered to the young people. Using performance management in supervisions with staff ensures that goals are consistently being met in an effective and efficient manner. Performance management in this case focused on a staff member, but also has a direct impact on the performance within the department Children’s Services and then on to the main organisation Sunderland City Council.
