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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Supervision and Appraisal Policy

1. Purpose

The purpose of this Supervision and Appraisal Policy is to set out how {{org_field_name}} will implement, maintain, and monitor an effective system of supervision and appraisal for all temporary workers, including registered nurses and healthcare assistants, who provide services on behalf of the agency. Supervision and appraisal are essential components of professional development, quality assurance, and safe service delivery, especially within the health and social care sector. This policy aims to promote high standards of practice, accountability, reflection, learning, and continuous improvement amongst all temporary workers. It supports compliance with the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, the Code of Conduct for Healthcare Support Workers and Adult Social Care Workers in England, the NMC Code (for registered nurses), and the recommendations set out by Skills for Care and the Care Quality Commission (CQC) regarding safe and effective staffing. This policy further outlines how the director of {{org_field_name}} will be responsible for ensuring the efficient management of supervision and appraisal arrangements in the absence of a registered manager.

2. Scope

This policy applies to:

• All temporary workers, including registered nurses, healthcare assistants, and support staff employed by {{org_field_name}} under zero-hours or casual contracts
• The director and any internal staff with responsibility for arranging or carrying out supervision or appraisal processes
• All clients and external bodies with whom {{org_field_name}} collaborates, as this policy supports confidence in the competence and fitness to practice of our temporary staff This policy applies regardless of the duration or frequency of placements, recognising that all workers require appropriate professional oversight even when working on a flexible basis.

3. Related Policies

• Recruitment and Selection Policy
• Induction and Mandatory Training Policy
• Continuing Professional Development Policy
• Complaints and Whistleblowing Policy
• Code of Conduct for Temporary Workers
• Disciplinary Policy
• Safeguarding Adults and Children Policy

4. Definition of Supervision and Appraisal

Supervision refers to the ongoing process whereby temporary workers receive support, guidance, and feedback on their practice. It helps workers reflect on their performance, identify learning needs, and address any challenges they face during assignments. Appraisal is a formal, structured, and recorded discussion that reviews a worker’s overall performance, development, and contribution over a specified period. While supervision may take place informally or formally throughout the year, appraisal is a planned event usually conducted annually, or more frequently if required. Supervision and appraisal are not disciplinary processes but mechanisms to develop and support professional competence.

5. Objectives of Supervision and Appraisal

The objectives of supervision and appraisal at {{org_field_name}} are to:

• Ensure all temporary workers provide safe, effective, and person-centred care
• Support workers in maintaining and enhancing their knowledge, skills, and competence
• Promote reflective practice and professional accountability
• Identify learning and development needs
• Provide workers with regular feedback on their performance
• Address concerns or challenges experienced in assignments
• Improve staff morale, motivation, and retention
• Meet the requirements of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 and the NMC Code (for registered nurses)
• Provide assurance to clients, service users, and regulators that {{org_field_name}}’s staff are professionally supported and fit for purpose

6. Responsibilities

6.1 The Director’s Role

The director of {{org_field_name}} will:

• Oversee the design, implementation, and review of this policy
• Ensure all temporary workers are provided with appropriate and proportionate supervision and appraisal
• Ensure supervisors are competent, trained, and understand the purpose and process of supervision and appraisal
• Ensure that the supervision and appraisal system is embedded into the organisational culture
• Regularly review supervision records and appraisal documentation
• Use supervision and appraisal outcomes to inform training plans, workforce development, and quality improvement strategies
• Act on any concerns identified during supervision or appraisal, including initiating investigations where appropriate

6.2 Temporary Workers’ Responsibilities

All temporary workers must:

• Participate fully and actively in supervision and appraisal processes
• Reflect honestly on their practice and professional development needs
• Act on agreed actions and learning points
• Maintain an up-to-date training record
• Notify {{org_field_name}} if they require additional support, supervision, or adjustments to enable them to meet their responsibilities

7. Structure of Supervision

Supervision will be provided in a variety of formats to reflect the agency’s operating model and the flexible nature of temporary work.

7.1 Methods of Supervision

• One-to-One Supervision: Conducted between the worker and the director or a designated supervisor
• Telephone or Virtual Supervision: Used when face-to-face meetings are impractical, particularly for workers based remotely or undertaking ad-hoc assignments
• On-Assignment Support: Temporary workers are expected to seek supervision from client managers or nominated persons when working on assignment
• Post-Placement Supervision: Used to reflect on a specific assignment and identify learning points

7.2 Frequency

Temporary workers will receive formal supervision at least once every six months. However, new workers, those returning after an extended absence, or workers where concerns have been identified will receive supervision more frequently, as determined by the director. Workers may also request additional supervision at any time.

8. Appraisal Process

8.1 Appraisal Structure

All temporary workers will be offered an annual appraisal by {{org_field_name}}. The appraisal will be:

• Structured, documented, and confidential
• Conducted by the director or a competent delegated person
• Based on performance over the past 12 months or shorter if the worker has recently joined
• Focused on evaluating strengths, areas for development, learning needs, and professional goals

8.2 Appraisal Content

The appraisal will include:

• Review of assignments completed during the appraisal period
• Feedback from client organisations, service users (where available), and colleagues
• Reflection on practice using examples
• Review of incidents, complaints, or commendations (if applicable)
• Review of mandatory and specialist training completed
• Agreement of development objectives and action plan for the next appraisal period
• Discussion of career aspirations and professional development

The outcome of the appraisal will be documented and signed by both parties. The worker will receive a copy.

9. Record Keeping

{{org_field_name}} will maintain clear, accurate, and confidential records of:

• Supervision sessions (dates, topics discussed, actions agreed)
• Appraisal documents and action plans
• Training records
• Competency assessments

These records will be securely stored and retained in line with {{org_field_name}}’s Data Protection and Confidentiality Policy and in compliance with the Data Protection Act 2018 and GDPR.

10. Addressing Performance Concerns

Where supervision or appraisal identifies concerns about a temporary worker’s competence, conduct, or performance:

• The director will meet with the worker to discuss the concerns in detail
• An action plan will be developed, setting clear expectations, timescales, and support arrangements
• The worker may be referred for additional training or supervision
• In cases where concerns pose a risk to service users, the director may suspend the worker from assignments pending further investigation, following the Disciplinary Policy
• If required, concerns will be referred to external bodies, such as the NMC, the Disclosure and Barring Service (DBS), or safeguarding authorities

11. Confidentiality

All supervision and appraisal sessions are confidential unless:

• The discussion identifies a safeguarding concern
• The worker discloses information suggesting potential risk to service users, colleagues, or themselves
• There is evidence of unlawful behaviour

In these situations, information will be shared appropriately in line with safeguarding and information-sharing protocols.

12. Training for Supervisors

Although {{org_field_name}} does not employ a registered manager, the director will ensure they:

• Undertake training on supervision and appraisal best practice
• Stay up to date with CQC expectations, Skills for Care guidance, and professional regulatory standards
• Review supervision and appraisal processes annually

If in the future supervisors are appointed within the agency, they will also be trained to deliver effective supervision and appraisal.

13. Quality Assurance

The director will:

• Regularly audit supervision and appraisal records
• Review worker feedback regarding supervision and appraisal processes
• Ensure outcomes from supervision and appraisal inform the organisation’s training, development, and quality assurance activities
• Include supervision and appraisal outcomes in reports to clients and stakeholders where appropriate

14. How the Director Manages this Efficiently

The director of {{org_field_name}} will:

• Integrate supervision and appraisal into the wider workforce management strategy
• Maintain a supervision and appraisal schedule to ensure no temporary worker is missed
• Maintain clear communication channels with temporary workers to encourage openness and engagement
• Embed reflective practice into supervision and appraisal discussions
• Link supervision and appraisal to clinical governance, safeguarding, and service improvement
• Regularly seek feedback from workers and clients to refine the supervision and appraisal process
• Invest in relevant technology to facilitate remote supervision and appraisal where needed

15. Policy Review

This policy will be reviewed annually by the director of {{org_field_name}} or sooner if required by changes in legislation, best practice guidance, or organisational needs. Any amendments will be communicated to all workers and clients without delay.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.