How managers can prepare for supervision
Example supervision checklist
The following checklist provides an example framework to support supervision discussions with employees. It is designed to help managers conduct regular, structured and supportive supervision meetings that promote staff wellbeing, professional development, high-quality practice and positive outcomes for children and families.
Use this checklist as a guide to ensure key areas are discussed, actions are agreed and a record of the supervision meeting is maintained.
Before the meeting
- Schedule the supervision meeting and allow sufficient time
- Review notes and actions from the previous supervision
- Gather any relevant information relating to performance, attendance, training or wellbeing
- Identify any topics, concerns or updates that need to be discussed
- Ensure a private and confidential space is available
During the meeting
- Welcome the employee and create a positive, supportive atmosphere
- Review actions agreed at the previous supervision
- Discuss current responsibilities and workload
- Encourage the employee to share achievements, successes and challenges
Performance and development
- Recognise and celebrate good practice and accomplishments
- Discuss progress against objectives and expectations
- Identify any areas where support or improvement is needed
- Discuss training, qualifications and professional development opportunities
- Consider future career aspirations and progression opportunities
Wellbeing and support
- Discuss wellbeing and work-life balance
- Explore any factors affecting performance, engagement or job satisfaction
- Identify any support required
Safeguarding
- Discuss safeguarding responsibilities
- Provide an opportunity to raise any safeguarding concerns
- Confirm understanding of current safeguarding procedures and requirements
Action planning
- agree clear actions and objectives
- Identify who is responsible for each action
- Set realistic timescales for completion
- Confirm any support, resources or training required
After the meeting
- Complete and sign supervision records
- Provide a copy to the employee if applicable
- Follow up on agreed actions
- Arrange the date for the next supervision meeting
Manager confirmation:
The manager should sign and date the supervision record to confirm that all relevant areas have been discussed, any agreed actions have been accurately recorded, and the information reflects the discussion that took place.
Employee confirmation:
The employee should sign and date the supervision record to confirm that they have had the opportunity to contribute to the discussion, have reviewed the notes, and understand and agree to the actions and next steps recorded.