Supervision and Appraisal Audit - Domiciliary Care

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  • Is there a supervision policy outlining frequency, purpose, and documentation standards?
  • Do all staff receive one-to-one supervision at least every 8–12 weeks as per policy?
  • Are supervisions clearly documented with agreed actions and dates for review?
  • Is the quality and effectiveness of care delivery discussed during supervision?
  • Are staff competencies, training needs, and personal development reviewed regularly?
  • Is safeguarding awareness and reflection routinely discussed during supervision?
  • Are mental health and emotional wellbeing addressed as part of supportive supervision?
  • Are supervisions used to reinforce values-based care and person-centred practices?
  • Are staff encouraged to reflect on difficult cases, incidents, or ethical dilemmas?
  • Is feedback from service users included or discussed where relevant in supervision?
  • Do supervision records include follow-up on agreed actions from previous meetings?
  • Are supervision meetings held in a confidential, structured, and supportive setting?
  • Are supervisors trained to deliver effective, supportive, and constructive supervisions?
  • Is there a system in place to ensure supervisions are scheduled and not missed?
  • Are spot checks or field observations used to inform discussions during supervision?
  • Is feedback from peers, service users, or families considered during supervision where appropriate?
  • Do probationary staff receive enhanced supervision and support in the first 3–6 months?
  • Is there a clear and documented annual appraisal process for all staff?
  • Are appraisals used to review performance, set objectives, and discuss career aspirations?
  • Do appraisals include a summary of the year’s supervision and training records?
  • Are appraisals linked to the organisation’s values, goals, and quality improvement plans?
  • Is staff satisfaction with the appraisal process captured and used to make improvements?
  • Is performance against the Code of Conduct and professional standards reviewed annually?
  • Are high-performing staff identified and encouraged to develop into senior or specialist roles?
  • Are underperformance issues addressed through supportive action plans or retraining?
  • Are supervision and appraisal records stored securely and accessible for quality checks?
  • Is there oversight by senior management to ensure compliance with supervision and appraisal cycles?
  • Is data from supervision and appraisals used in workforce planning and quality assurance?
  • Do managers receive supervision and appraisal themselves, promoting a culture of support at all levels?
  • Are supervision and appraisal outcomes linked to staff retention and recognition strategies?