We had a successful #EYTalking session on Twitter on Tuesday 6th December 2016, on the theme of safeguarding, professionalism and reflection. One of the discussions was on supervision, linked to the wider continuum of safeguarding.
Since the EYFS 2012, I’ve delivered numerous supervision sessions around the country and have written two blogs on supervision. I’m passionate about supervision and its value, if carried out effectively, in supporting the well-being and welfare of educators and supporting safe practice within a setting, as well as the positive ripple effective on children’s holistic development.
A few of the comments that came up mentioned appraisals, and as we know this has not been a requirement in the EYFS since September 2014. My view is that as appraisals are no longer a requirement of registration, I question whether there is a need to still carry out appraisals when […]
“Truly great leaders spend as much time collecting and acting upon feedback as they do providing it” Alexander Lucia
As of late I have been very busy delivering supervision training in line with the revised safeguarding and welfare requirements of the EYFS.
One issue that comes up time and time again, irrespective of whether the delegate is a manager or owner, is that they receive no supervision or have a one-to-one with anyone. This is the same whether their setting is in the private, voluntary, independent or maintained sector.
This worries me slightly, as I believe that this should be in place for many different reasons: to discuss leadership and management issues, to focus on their own personal and professional development and, more importantly, to discuss how they support staff to make a difference to children’s learning and development.
Over the years I have coached, mentored and carried out supervision with managers and owners, with a focus on […]
“If you do what you’ve always done, you’ll get what you always got.” Mark Twain
It was refreshing to see that the revised EYFS, Safeguarding and Welfare Requirements has a legal requirement that all settings should have adequate systems relating to how they supervise staff.
A number of my clients (some, currently have robust supervision measures) state that they already have supervision arrangements in place. However, when I ask for clarification this is not quite the case. Generally, what they do have is an adequate appraisal system. (This, indeed, should be in place.)
But it is important that we differentiate between supervision and appraisal; after all from September 2012 settings will need to have clear evidence, especially to show Ofsted how they supervise staff.
To help settings with this, I have attempted to define what these two terms mean:
Supervision: Focused professional and personal dialogue-empowering staff
Appraisal: Formal management evaluation of job performance
From a historical viewpoint we need to analyse the […]