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Staff Supervision (Scotland) Policy

Policy Statement

This policy set outs the values, principles and procedures underpinning {{org_field_name}}’s approach to staff supervision in line with the importance attached in the national care and health standards, My Support, My Life which outlines standards people should expect when using health, social care or social work services in Scotland and for service users to have confidence in the people who support and care for them.

As stated in standard 3.14 under Responsive Care and Support, “I have confidence in people because they are trained, competent and skilled, are able to reflect on their practice and follow their professional and organisational codes.”

In addition, accessing regular supervision believes it is essential underpins the following national standards.

“3.19 My care and support is consistent and stable because people work together well.

“4.19 I benefit from a culture of continuous improvement, with the organisation having robust and transparent quality assurance processes.

“4.27 I experience high quality care and support because people have the necessary information and resources.”

{{org_field_name}} believes that it is essential staff are able to engage in regular supervision.

Supervision underpins the aim of achieving high standards of care, consistent with best practice guidance on person-centred care. It incorporates different elements including, clinical, managerial, professional, and operational, focusing on staff engagement within organisations.

(See the Personal Development (Scotland) Policy.)

They will be encouraged to work towards further qualifications that equip them with the knowledge and skills necessary for them to provide quality person-centred care.

New staff may require additional supervision sessions and some supervision may be informal but should still be recorded.

Supervision Agreement

Supervision Records

If a written record is not shared during the meeting, the supervisor should ensure this is done following the supervision and once agreed as an accurate reflection of the session and signed, a copy kept on file. (See Getting the best out of formal supervision.)

Confidentiality and Record Keeping

In line with UK data protection laws, {{org_field_name}} complies with the data protection requirements found in the respective national care standards and regulations on good governance of record keeping resulting in records that are comprehensively fit for purpose and securely maintained.

The respective national care standards should be referred to as required.

Scotland: My Support, My Life, specifically Section 4: “I have confidence in the organisation providing my care and support”.

Frequency of Supervision

Supervision is a process that involves arranging regular and frequent meetings between a staff member and their supervisor for development and support and can be used to set targets, objectives, discuss performance and quality standards.

The length and frequency of supervision will be agreed on an individual basis, considering the supervisee’s needs, experience, and length of time in their role. This should be reviewed regularly. When a supervisee is new or in a new role, or in a particularly complex or demanding role, the frequency of supervision may need to be increased.

Sessional and temporary staff will receive supervision on an individually negotiated basis.

{{org_field_name}} anticipates staff will access supervision: Every [Insert frequency, eg six weeks/Monthly, bi-monthly or quarterly supervision add in as appropriate].

Other Legal Requirements

{{org_field_name}} complies with all relevant regulations and legislation relating to its staff, including the Equality Act 2010.

Any nursing staff employed in the care setting are subject to periodic revalidation to support their registration. Supervision and appraisal are both part of this process and will be fully supported by the care setting.


Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}

Reviewed on: {{last_update_date}}

Copyright ©2024 {{org_field_name}}. All rights reserved

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