Supervision Unit 511

I would work to enable staff to define their priority issues, set clear goals and identify actions. They will do this by using techniques such as careful listening and skilful questioning. An example of this would be how I would coach/mentor a new member of staff who has never worked in the care sector before. I am always conscious of ‘asking’ and not ‘telling’. Although I am competent in my role, I am not there to prove this. There will always be things for me to learn too. I think creatively not systematically. I will ask questions effectively in order for me to feel I am fulfilling my role as a mentor/coach. I feel I am not there to give them advice but I will challenge their thinking, asking questions that deepen their own perceptions and create the space them to ‘advise themselves’. I have undertaken this role on numerous occasions with new staff members and am confident that they are becoming competent in their roles.

Supervision should provide support and knowledge, to allow the growth of the supervisee, ensuring development and training is provided for the supervisee to develop into the role expected of them.

During my time at Caribbean House Health Care Network I have benefited from the supervision of my supervisor because she an effective supervisor. The textbook The Human Services Internship: Getting the most from your experience give examples of effective supervisors that fits the experience that I have with my supervisor. According to Myers Kiser, P (2012) “Effective supervisors are knowledgeable, supportive and skillful in giving feedback. They must be willing to address difficult issues as they arises, teach their supervises important information and skills, and model high standards of professionalism and expertise,” (page 110). When she gives me tasks to do she checks up on me to see if I am doing it correctly. One of the times I encountered benefiting from my supervisor’s supervision was when I first began to inform patients about wellness resources and services that are offered at Caribbean House Community Health Care Network clinic. Some of the wellness programs that are offered are yoga, meditation, sound meditation and fitness. Some of the services that are offered are

A supervision is a regular meetings with an independent person with training, skills, and knowledge to help you to reflect on your work practice with a goal towards improvement. Professional supervision happens outside of the workplace and is a confidential relationship. At the outset, you will establish a supervision contract that includes specific goals, frequency of meeting, payment arrangements, etc. Each session (whether monthly, 3-monthly, or 6-monthly) is centered around your goals and is followed with

A lack of appropriate supervision is the biggest issue now faced at my agency. As defined

Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align

Within your first two weeks as an Adult Protective and Community Supervisor (APCS) you held an informal meeting with your staff so that they could get to know you and you them. This first meeting established the relationship that you wanted to have with your workers. This meeting also identified that you had an open door policy and that you were willing to assist your workers in any way possible. You encourage your workers to work at their optimal performance level and you stress to them that the only way to achieve this is by discussing policies, shadowing them on home visits, reviewing their cases and giving them feedback, which ensures that they have a clear understanding of programs and office operation. Candice you keep detailed notes of concerns that you may have with a worker and you discuss those concerns with me. You had one employee that you thought we were going to have to recommend probationary dismissal on; however, after you had a heart to heart with the employee you identified some personal issues that the employee was

I also strive to work within the guidelines established by my coordinator and also I am able to think independently and feel confident making quick decisions. Professionalism is important to me, and I consistently demonstrate it by keeping the Centre clean and secure

In my current role as Care Supervisor I communicate with a range of individuals such as: service users,

In an organization it must acquire a manager/supervisor and employees to keep the business a float. The business also needs a positive and functioning environment to create a successful business. In creating a functional working environment each person must have respect, common sense and willingness to learn. In order to have a commutative work field regardless of the business the employees

The literature review brings up some interesting common themes and issues that run through the existing literature, research and definitions of performance management. These common themes will focus on features of performance management and its application in an organisation.

Supervision should foster the ability of each staff member to think and act for herself/himself.

Performance management (PM) is essentially about measuring, monitoring and enhancing the performance of staff, as a contributor to overall organisational performance. Similarly, Aguinis (2007) describes Performance management as a systematic link between organizational strategies, resources, and processes towards the achievements of corporate objectives. He further define Performance management as a “continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of an organization” (Aguinis, 2009a: p.3). It is worth noting the key elements of performance management in the definitions that is a continuous process and that individual performance should be aligned with the goals of the organization, unlike instances where annually or quarterly nurses fill a form with the supervision of their nurse managers or unit head as a human resource requirement for promotion, which is how nurses performance is evaluated over the years.

Performance management is an active role a manager can take in his/her relationship with employees. Traditional methods of providing feedback to employees, most usually through an annual review, which actually serves to increase tension in both the manager and employee, are rarely constructive. Instead, performance management should be an on-going process. The most effective performance management styles, according to Pharmacy Management, Leadership, Marketing and Finance (Chisolm-Burns et al. 2011), can be described with the acronym SCORE: Strategic, Communication, Opportunity, Recognition, Engagement. Following is a detailed summary of each tactic.

Performance management can be tedious and time consuming. The process involves evaluation of plans, strategies, and actions, which are important to getting favourable results. However, some members may be preoccupied in doing the procedure, which could result to missing their other tasks and duties.