- 2.4 Reviewing available information and making valid decisions
- 2.3 Using factual data, recommendations, suggestions, and ideas in a logical and purposeful manner to inform decision making
- 1.4 Strategies for keeping aware of own stress levels and for maintaining wellbeing
- 1.1 Elements of management decision-making
- Unit 10- Decision Making in Adult Care NVQ Level 5
- 1.2 Values, belief systems, and experiences affecting working practice
- 2.4 Adapt communication in response to the emotional context and communication style of others
- 1.1 Emotions affecting own behavior and the behavior of others
- 2.2 Providing support to engage others in the decision-making process
- 2.1 Evaluating range, purpose, and situation for effective decision making
- 4.3 Prioritize own development goals and targets
- 4.4 Use personal and professional development planning
- 4.2 Establish own learning style
- 4.1 Evaluate own knowledge and performance
- 4.2 Ways in which team members are supported to understand their role in safeguarding children and young people from danger, harm, abuse, or exploitation.
- 4.1 Reasons adult care practitioners need to be aware of national and local requirements that seek to ensure the safety and wellbeing of children and young people.
- 3.7 Demonstrate ways of assessing the effectiveness of risk management practice
- 3.6 Demonstrate positive approaches to risk assessments
- 3.5 Revise plans to take account of changing circumstances
- 3.4 Delegating responsibilities to others
2.5 Uses of professional supervision in performance management
Course: NVQ Level 5 Diploma In Leadership & Management for Adult Care
Unit 6: Professional Development, Supervision & Performance Management
LO2: Understand the purpose of supervision in adult care
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2.5 Uses of professional supervision in performance management
Professional supervision can be used in a number of ways in the performance management process. One such way is to provide feedback to employees on their job performance. In a supervisor-employee meeting, the supervisor can give an overview of how the employee is performing and identify any areas that need improvement. The supervisor can also provide coaching and guidance to help the employee improve their job performance.
Professional supervision can also be used to resolve conflict or issues between employees or between an employee and their supervisor. In some cases, professional supervision may be needed to investigate allegations of harassment or inappropriate behavior in the workplace. Finally, professional supervision can also be used as a training tool for supervisors, helping them to learn how to effectively manage employee performance.
The following is an example of how professional supervision can be used to provide feedback on employee performance:
Your overall job performance has been satisfactory during the previous six months. I would like to work with you to address some areas that need improvement. In particular, we have noticed that your skills in financial analysis and decision-making continue to improve and I would like to help you capitalize on that success. In addition, we have noticed that your skills in documentation and follow-through need a lot of improvement.
An example where professional supervision is used to resolve the conflict between an employee and supervisor could be as follows:
In our last meeting, you mentioned having some concerns about the amount of work being assigned to you and the amount of time it is taking you to complete those assignments. I would like to address those concerns now. In the future, if you feel as though you need additional assistance with your work or if there are any questions or concerns about your workload that we can help resolve, please let me know.
The following is an example of how professional supervision can be used to investigate allegations of harassment or workplace misconduct:
As you know, I am the supervisor who was assigned to investigate your complaint that your co-worker had harassed you on several occasions. When I spoke to this employee about your concerns, he strongly denied any wrongdoing. However, he agreed not to have any contact with you until the matter had been resolved. Now that I have completed my investigation, I would like to let you know what I found.
Professional supervision can also be used in training supervisors by providing them with the opportunity to ask questions and receive guidance on how to conduct performance management interviews with employees. A facilitator or coach may be available to answer any questions the supervisor has after a feedback session or to provide supervisors with advice on how to coach employees through a performance improvement plan.
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