1. Undertaking effective Supervisions and Appraisals
Saying the things that need to be said to improve performance

2. Contents What are appraisals and supervisions? Benefits and concerns?
What does a good meeting look like?

3. What are appraisals and supervisions
{aren’t they the same thing?}
What are appraisals and supervisions

4. What are appraisals and supervisions
In groups spend 10 minutes to identify the purpose of…
Supervision meetings
Appraisal meetings
Are they the same thing?
Are they different?
Why do we need them?

5. What is an appraisal A formal meeting Normally 1-2-1
Based on a clearly defined agenda
Focused on evaluating performance
Infrequent (yearly or bi-annual)
Setting general, longer term goals and objectives

6. What is a supervision Focused on short term goals and issues
Based on an agreement
Formal agenda
Centered around supporting employees
Covers a wide range of goals and issues
A formal record of development and support

7. Supervisions in practice
“‘Providers must put appropriate arrangements in place for the supervision of their staff. Effective supervision should support, coach and train the practitioner and promote the interests of children. Supervision should foster a culture of mutual support, teamwork and continuous improvement which encourages the confidential discussion of sensitive issues, and the immediate reporting of any grounds for concern about a child’s welfare and safety.”
The draft consultation document for the Statutory Framework of the Early Years Foundation Stage (July 2011)

8. Appraisals and Supervisions
Organisational Goals
Team Goals
Individual Goals
Agreed in
Appraisals
Evidence of support
Development
Reviewed in
Supervisions

9. Areas of focus Supervisions Discuss issues or difficulties
Appraisal
Review previous objectives and whether these have been met
Review of supervision notes throughout the year
Praise achievements in the last 12 months
Look at current role and responsibilities
Give constructive feedback on areas of difficulty
Look at the required professional skills and knowledge and identify any development needs
Agree new objectives for the next 12 months
Plan and agree actions
Supervisions
Discuss issues or difficulties
Identify solutions to address issues
Be coached in tackling issues as they arise
Review work and workload
Explore feelings
Develop practice and competencies
Plan future action
Ensure every child’s safety and wellbeing
Focus on individual children and their development and progress
Monitor standards

10. Frequency Appraisal Minimum of annually Normally bi-annually
Last around 1 hour per employee
Supervisions
New starters every two weeks
After probation period move to monthly
Last around 20 to 40 mins depending

11. {its easier said than done}
11.00
Benefits and concerns

12. Benefits and Concerns
Benefits
Concerns
Individuals
In your groups spend 10 minutes to identify what are the Benefits, and Concerns of undertaking Supervisions with individuals

13. Supervision Benefits Formally records help given
Records where problems have been identified
Supports the employee with difficult problems
Keeps employees focused on doing the right things
Reviews employee performance
Ensures consistency in approaches
Managers can assess employee understanding of key policies
Spot problems early and tackle them
Avoids issues being swept under the carpet
Plans for future actions

14. Supervision Concerns Can be confrontational
Can uncover hidden poor performance
Can be time consuming
Difficult to undertake when things are good
Can become routine and meaningless
Employees do not like being measured/recorded
Relies heavily on interpersonal skills of supervisor
Employees do not like to discuss own weaknesses
Manager may not keep promises of support
Can be seen as policing activity

15. Why don’t we like having tough conversations?
In your groups spend 10 minutes considering why we don’t like challenging other peoples behaviour or criticising them

16. Why we don’t do them Time Understanding of how to do it
Confidence in our own ability
Trust between employees and managers
Skills (questioning etc)
Conflict
Fear of being disliked
Age differences

17. What does a good meeting look like?
{go on then, what should I do?}
12.00
What does a good meeting look like?

18. It’s a journey……….

19. Rules Get on with it – timing is important Pick a neutral venue
Avoid prejudgments - perceptions
Don’t make it personal or accuse
Be factual and question
Focus on a solution not the issue
Make notes
Follow it up

20. 5 step process 5. Follow-up & review – embed behaviour
1. Gather evidence
2. Define your outcomes
3. Invite (no surprises), thinking time
4. State, listen, question, note, solve
5. Follow-up & review – embed behaviour

21. Stage 4 4. State, listen, question, note, solve
a. Inquire – how do they see the issue
b. Acknowledge – recognize their point of view
c. Advocacy – state your position
d. Solve – discuss solutions and seek agreement

22. Core skills - questioning
Issue
Open
Probe
Paraphrase
Close - confirm

23. Observable listening Do -
Use supportive and encouraging gestures, such as nods of the head and smiles
Make eye contact: look at the speaker directly without staring
Take notes: jot down key words and use these for later questions
Look interested by facing the speaker, altering your facial expression and staying relaxed and calm
Don’t -
Modify the message you hear to suit your own view
Be pre-occupied with your own problems
Make up your mind too quickly without hearing the whole story
Become anxious about what you are hearing and over-react
Be prejudicial and listen with a closed mind

24. Suggested openers
"I’d like to talk about ____________ with you, but first I’d like to get your point of view."
"I need your help with what just happened. Do you have a few minutes to talk?"
"I need your help with something. Can we talk about it (soon)?" If they say, "Sure, let me get back to you," follow up with them.
"I think we have different perceptions about _____________________. I’d like to hear your thinking on this."
"I’d like to talk about ___________________. I think we may have different ideas on how to _____________________.

25. Contents What are appraisals and supervisions? Benefits and concerns?
What does a good meeting look like?
12.45