Supervision, Appraisal and Support Audit - Supported Living

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  • Is there a policy in place that defines the frequency, format, and expectations for staff supervision and appraisal?
  • Are all staff receiving formal one-to-one supervision at least every 8–12 weeks or as per policy?
  • Are supervision sessions documented with clear records of discussions, actions, and outcomes?
  • Are staff supported to reflect on their practice, challenges, and successes during supervision?
  • Is feedback from tenants, families, or other staff used constructively in supervision discussions?
  • Are professional boundaries, tenant rights, and supported living values addressed during supervision?
  • Are competency, training, and learning needs reviewed and actioned through individual development plans?
  • Are appraisals conducted annually, involving a comprehensive review of performance, achievements, and aspirations?
  • Is appraisal feedback linked to training plans, role development, or changes in responsibilities?
  • Are new or probationary staff given additional support and supervision during their induction period?
  • Are supervision and appraisal meetings used to identify staff wellbeing or burnout risks?
  • Are safeguarding responsibilities, escalation processes, and lone working safety discussed in supervision?
  • Are values such as dignity, independence, and enabling practice embedded in supervision conversations?
  • Are informal check-ins or support meetings used alongside formal supervision to support wellbeing?
  • Do supervision records track follow-up on previously agreed actions and goals?
  • Are managers trained in delivering effective, strengths-based, and supportive supervision?
  • Is supervision used to identify and address performance concerns in a timely and fair manner?
  • Are staff encouraged to set their own professional goals and supported in achieving them?
  • Are team meetings used alongside one-to-one supervision to reinforce consistency, culture, and learning?
  • Is staff feedback on the supervision and appraisal process gathered and acted upon?
  • Are peer or reflective sessions used for complex case discussions, debriefs, or shared learning?
  • Are themes from supervision (e.g., training needs, safety concerns) reviewed at governance level?
  • Are supervision and appraisal schedules tracked centrally to ensure compliance and equity?
  • Are records of supervision and appraisal stored securely and used for auditing and quality assurance?
  • Is there flexibility in how support is provided, especially for lone workers or remote support staff?
  • Are well-performing staff recognised, encouraged, and offered leadership or mentoring roles?
  • Is supervision aligned with the organisational vision, CQC standards, and service quality goals?