Supervision, Appraisal and Support Audit - Supported Living

Q1 | Unanswered

Is there a policy in place that defines the frequency, format, and expectations for staff supervision and appraisal?

Q2 | Unanswered

Are all staff receiving formal one-to-one supervision at least every 8–12 weeks or as per policy?

Q3 | Unanswered

Are supervision sessions documented with clear records of discussions, actions, and outcomes?

Q4 | Unanswered

Are staff supported to reflect on their practice, challenges, and successes during supervision?

Q5 | Unanswered

Is feedback from tenants, families, or other staff used constructively in supervision discussions?

Q6 | Unanswered

Are professional boundaries, tenant rights, and supported living values addressed during supervision?

Q7 | Unanswered

Are competency, training, and learning needs reviewed and actioned through individual development plans?

Q8 | Unanswered

Are appraisals conducted annually, involving a comprehensive review of performance, achievements, and aspirations?

Q9 | Unanswered

Is appraisal feedback linked to training plans, role development, or changes in responsibilities?

Q10 | Unanswered

Are new or probationary staff given additional support and supervision during their induction period?

Q11 | Unanswered

Are supervision and appraisal meetings used to identify staff wellbeing or burnout risks?

Q12 | Unanswered

Are safeguarding responsibilities, escalation processes, and lone working safety discussed in supervision?

Q13 | Unanswered

Are values such as dignity, independence, and enabling practice embedded in supervision conversations?

Q14 | Unanswered

Are informal check-ins or support meetings used alongside formal supervision to support wellbeing?

Q15 | Unanswered

Do supervision records track follow-up on previously agreed actions and goals?

Q16 | Unanswered

Are managers trained in delivering effective, strengths-based, and supportive supervision?

Q17 | Unanswered

Is supervision used to identify and address performance concerns in a timely and fair manner?

Q18 | Unanswered

Are staff encouraged to set their own professional goals and supported in achieving them?

Q19 | Unanswered

Are team meetings used alongside one-to-one supervision to reinforce consistency, culture, and learning?

Q20 | Unanswered

Is staff feedback on the supervision and appraisal process gathered and acted upon?

Q21 | Unanswered

Are peer or reflective sessions used for complex case discussions, debriefs, or shared learning?

Q22 | Unanswered

Are themes from supervision (e.g., training needs, safety concerns) reviewed at governance level?

Q23 | Unanswered

Are supervision and appraisal schedules tracked centrally to ensure compliance and equity?

Q24 | Unanswered

Are records of supervision and appraisal stored securely and used for auditing and quality assurance?

Q25 | Unanswered

Is there flexibility in how support is provided, especially for lone workers or remote support staff?

Q26 | Unanswered

Are well-performing staff recognised, encouraged, and offered leadership or mentoring roles?

Q27 | Unanswered

Is supervision aligned with the organisational vision, CQC standards, and service quality goals?