BIRMINGHAM CITY COUNCIL

Transcription

1 BIRMINGHAM CITY COUNCIL DIRECTORATE FOR PEOPLE Children s Services SUPERVISION POLICY AND PRACTICE GUIDANCE Date: Dec 2015 v6.2 0

2 DIRECTORATE FOR PEOPLE CHILDREN S SERVICES POLICY, AND PRACTICE GUIDANCE, FOR THE SUPERVISION OF STAFF Section No. Section Title 1 Introduction 2 The Purpose of Supervision 3 The Importance of Supervision 4 Group Supervision 5 Frequency 6 Newly Qualified ASYE Workers/New Starters 7 Dealing with Areas of Disagreement 8 Recording 9 Supervision File 10 Quality Assurance of Supervision 1 Introduction This policy provides a framework for the one-to-one supervision of all employees working within Children s Services. The policy is supported by a supervision resource pack and these should be used at all times. Birmingham s Directorate for People is committed to providing excellent services for children and their families/carers and recognises that successful supervision helps create a workforce that: understands their role and responsibilities; is accountable for work undertaken; has the skills, knowledge, behaviour and values to carry these out; is fully supported in their role by operational and senior management; provides a regular space for reflection on practice and outcomes for children. 2. The Purpose of Supervision Supervision is a two way process where both supervisor and supervisee should be contributing to the agenda. Supervision fulfils four interdependent functions: Motivation and Support those working with the most vulnerable children deal with complex and demanding circumstances, and have to make significant decisions which impact on the child s future. Supervision should enable child focused, reflective discussions to ensure that the child is at the centre of any decisions made. Supervision will also take into account the practitioner s welfare, workload and working relationships. Management the Directorate s vision, aims and objectives should form the basis for discussion in supervision to ensure that work is planned and integrated and monitored in line with these. Supervision is a way of checking that identified duties and obligations are being met; an integral part of this is ensuring quality of practice through reflective 1

3 discussion. Discussion may also generate ideas about how to improve service provision and practice, with both parties contributing to this. It is also important to promote reflective learning, to ensure that learning is embedded into practice, and to incorporate reflective practice into the plan for the child. Performance and Development supervision should look at individual performance and help to identify development opportunities, both formal and informal, and give the chance to discuss the impact these have on practice. The continuous professional development of staff is a key factor in providing excellent services and helps develop their career, and to highlight evidence and provide an evaluation of the worker s development for the Appraisal (replaces PDR). Reflective practice is also integral to the transfer of learning into practice. In instances where a training course has been attended, it is important to establish how the information learned will be embedded into practice and shared with others. Mediation the supervisor acts as an intermediary between the supervisee and other stakeholders. Supervision also provides an opportunity to brief staff on changes in service, and senior management on operational issues within teams. It may also be expected that supervisors would try to/endeavour to provide support for personal issues that may impact on practice. Supervision should be held in a quiet space away from distractions and interruptions. Mobile phones should be turned off unless a prior agreement is mutually reached for a specific reason. Supervision is fundamental to the Appraisal. It is anticipated that ongoing progress against objectives will be part of supervision. The Learning and Development Plan from the Appraisal should be regularly discussed and updated in supervision in preparation for the Appraisal Review. 3. The Importance of Supervision All members of the Children s Services workforce have a right to receive supervision irrespective of their position or experience. This applies to those staff in permanent or locum posts, and full or part-time employment. Please refer to Standard 5 of The Standards for Employers of Social Workers in England, as published by LGA. Supervision is critical to good quality practice, and is an integral part of the management role; it should be viewed by both supervisor and supervisee as a priority, and workers must be adequately prepared for supervision sessions. Supervision will be provided by a named person and within the bounds of an agreed contract with a framework detailing frequency, duration, venue and content. It is the responsibility of the supervisee to complete the Individual Supervision Contract.* The supervision contract should be reviewed annually to ensure that it is fulfilling its purpose. The quality of supervision should be reviewed and audited at least once a year. This will mean each senior supervisor will complete one supervision audit per worker per month.* 4. Group Supervision This should not replace individual supervision but can be used to complement it. It will involve a group of staff; all involved in the same task, meeting with a supervisor to discuss issues about their work, themes from audits or practice, or the way they work together as a team and how they can learn from each other.* 2

4 5. Frequency A structured supervision session should be provided on a monthly basis. There should be an agreed schedule drawn up annually, with a standard minimum frequency of 10 x 2 hour supervision sessions per 12 month period, and inserted into the supervisor and supervisee s electronic diary. There are some situations which may require the frequency to be increased.* In addition to formal sessions, informal or responsive supervision may be required in relation to specific pieces of work. This may result from the need for staff to check something out or gain direction and/or permission for a course of action. This will be recorded on CareFirst 6 Casework Supervision (KO5). Whilst cases will be reviewed as a matter of course during supervision sessions, each child must be the subject of a full, thorough reflective discussion at least once every 3 months, as an absolute minimum. If a supervisor is absent from work for more than one month, their line Manager should ensure that arrangements are made for the effective supervision of the staff for whom they are responsible. While every session will be unique, it may be expected that each formal supervision will follow the standard agenda.* 6. Newly Qualified Social Workers (Assessed and Supported Year in Employment ASYE) Newly qualified social work staff need additional support and monitoring to pass their probationary period satisfactorily. Therefore, supervision sessions are required at least weekly for the first 6 weeks of employment, and at least every 2 weeks for duration of the first 6 months. Thereafter, supervisions must take place in line with the standard minimum frequency of 10 x 2 hour sessions per 12 month period. Supervision Content - Individual supervision sessions must cover the supervision agenda and be recorded using the appropriate standard template.* 7. Dealing with areas of disagreement Areas of concern or disagreement should be raised and efforts made to reach a resolution within the supervision setting. However, in the event that a resolution cannot be reached, an agreed 3 rd party with Managerial responsibilities will act as an intermediary. In most cases this will be the line manager of the manager undertaking the supervision. The name of the intermediary and the process by which concerns and disagreements will be resolved should be recorded in the Individual Supervision Contract. 8. Recording It is important that all supervision sessions should be recorded accurately, including sufficient detail around the discussion and actions to be taken. With regard to informal or ad hoc supervision, and the subsequent decisions which relate to the Council s involvement/action with a child and their family, the relevant manager is responsible for ensuring that CareFirst is updated. If a worker has not signed a supervision record, and where a written response challenging the record has not been provided within seven working days, the original will stand. 1. Where the discussion is in relation to the worker and their performance this should be recorded within the worker s individual supervision notes.* 3

5 2. Where the discussion relates to a child and their plan this must be recorded on the child s CareFirst 6 file:- The Carefirst 6 KO5 Casework supervision document.* In respect of individual performance, CareFirst ids should be used, not names or addresses. Both parties should sign and date the record of each supervision. A copy should be held on file and another provided to the supervisee. Supervision records should be action-based, with a clear note of responsibility and timescale for completion of any actions agreed.* 9. Supervision File The order of supervision files, which can be electronic, should be as detailed on the Staff Supervision Folder Front Sheet. * 10. Quality Assurance of Supervision To assure the frequency and quality of supervision within the organisation Birmingham Children s Services has the following in place:- Frequency The Children s Services Supervision Monitoring Sheet*, identifies that supervision is taking place and that the required minimum of 10 out of 12 supervisions in a 12 month period are held. Quality of Supervision Social Work Practice Observation * - The quality of social work practice must be reflected in supervision. All team managers will observe each of their staff members at least twice per year, with the expectation that each team manager will conduct at least one observation per month. Supervision File Audit * - Heads of Service will complete an audit of one worker s supervision file per Team Manager/Supervisor each month, and Assistant Directors will complete one audit on each Head of Service per month. Supervision Observation * As with practice observations of workers, it is important that Heads of Service observe Team Manager s/supervisor s practice in supervision, and that Assistant Directors observe Heads of Service practice in supervision. Supervision observations are to be conducted for each Team Manager/Supervisor/Head of Service twice per year. Information will be: 1. Used within the supervisor s own supervision to discuss quality of supervision performance 2. Collated citywide and trends and themes identified and disseminated within the organisation. 3. Trends and themes to be used to inform future learning and development commissioning and delivery 4. Periodic survey of all staff of their experience of being supervised themes and trends collated and used to inform management practice, retention of staff and informing commissioning of Learning and Development. Supervision Resource Pack - Available separately as a support aid to this document. Next Review date: December 2016 * Refer to Resource Pack 4