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Action planning to achieve the standard

Standard 5: Supervision

Supervision

Effective supervision is more likely in an organisation that meets other standards. It’s also more likely to be effective in organisations:  

  • with well-defined frameworks  
  • with effective caseload management systems 
  • which prioritise wellbeing and continued professional development  

 For effective supervision within an organisation, there should be:  

  • a culture that prioritises learning and development  
  • an inclusive approach that meets diverse needs 
  • a commitment to co-design involving practitioners 
  • emotionally literate leadership to support employee wellbeing  

Leaders need to be aware they are powerful role models for the behaviour they expect to see. Effective supervision needs well prepared and appropriately trained supervisors. Practitioners should be encouraged to openly discuss their work and its emotional impact.

You should consider if there's enough support at all levels, and if you have emotionally supportive leaders who prioritise learning. Action planning for change regarding supervision should  target all levels of the system. 

Here are some ideas to consider at each level before developing an action plan.  At the organisational level, The Social Care Institute for Excellence (SCIE)  guide to effective supervision (in References) suggests that employers should establish a culture that:  

  • recognises supervision as integral  
  • views supervision as both a way to monitor and a means of providing direction to practitioners  
  • identifies supervision as a valuable feedback method for leaders  
  • prioritises professional development of supervisors 

At the leadership level, SCIE suggests:  

  • a significant emphasis on encouraging a psychologically healthy workplace culture 
  • a clear understanding of what makes effective supervision, the environment where it can thrive and the need for proactive approaches to address any decline in good practice 

At the supervisory level, Morrison (in References)  indicates that supervisors should have: 

  • a good relationship with supervisees, ensuring they have sufficient time allocated and the emotional capacity available to provide effective supervision 
  • the opportunity to observe practitioners and offer feedback using a performance monitoring framework 
  • the skills and professional development necessary for using a supervision model, where the quality of discussion is prioritised and careful, purposeful recording of decisions is emphasised 

At the practitioner level, supervisees should be prepared to:  

  • discuss uncertainty, anxiety, doubt and other emotions inherent in social work and identify key practice dilemmas 
  • view supervision as a joint process to reflect on issues, aiding the development of increased expertise 
  • reflect on all areas of practice, including their personal strengths and limitations 

If your organisation is not meeting the Employer standard 5: Supervision, you’ll need to develop an action plan for change. Effective communication is an important  aspect of any successful action plan, especially when addressing employee wellbeing.

Use a SMART (Specific, Measurable, Attainable, Relevant and Timely) action planning methodology. Using SMART planning can help to address many important considerations which are explained in this section. Clear communication is important to any successful action plan.

You should share findings from the health check or monitoring. It is a good idea to highlight strengths and areas for improvement. Also, show commitment to fixing issues. You could think about creating an open environment where employees feel able to share concerns and feedback freely. This helps them take part in action plan discussions. 

Clearly define objectives. Specify the action plan’s goals and describe: 

  • what it will address 
  • its reasons for priority 
  • when it will finish 
  • how to measure it 

Use inclusive language as it promotes a collective effort. A commitment to co-design is another important tool. It stresses the importance of creating solutions together. It shows how input from employees and stakeholders will shape the action plan.

Regular updates will ensure transparency and engagement with ongoing progress reports. Feedback mechanisms are a way for employees to contribute feedback and act on it. Make sure that your organisation has easy access to information. It's important to develop good communication skills in your organisation. You could consider providing  communication training, especially for leaders.

This is a useful tool to support open dialogue. You should celebrate achievements and progress. This encourages a positive organisational culture. Additionally, SCIE provides some useful resources for action planning to meet this standard.

References

This is the list of research and evidence sources used to produce this section. Publicly available links are included. 

Social Care Institute for Excellence (SCIE (2017). Effective supervision in a variety of settings Guide 50.

Morrison, T. (2005). Staff supervision in social care. Brighton: Pavilion. 

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The resources have been developed by Research in Practice in collaboration with DfE.
Published: 30 October 2024
Last updated: 30 October 2024