1. Roles and Responsibilities

Induction

Induction of all staff is crucial to safer recruitment and is an important part of safeguarding practice.  All staff should have a thorough induction and opportunities to ask questions during staff/team meetings, on an individual basis and during supervisions. Full guidance regarding induction can be found in the Safer Recruitment Toolkit.

Supervision

It is important that staff regularly have the opportunity to discuss their work, discuss issues that have arisen and have the opportunity to find solutions with their line manager.

Providers must put appropriate arrangements in place for the supervision of staff who have contact with children and families. Effective supervision provides support, coaching and training for the practitioner and promotes the interests of children. Supervision should foster a culture of mutual support, teamwork and continuous improvement, which encourages the confidential discussion of sensitive issues.

Supervision should provide opportunities for staff to:

• Discuss any issues - particularly concerning children's development or wellbeing, including child protection concerns
• Identify solutions to address issues as they arise
• Receive coaching to improve their personal effectiveness (Early Years Foundation Stage Statutory Framework)

Regular opportunities to meet with a line manager on an individual basis are also important for the following reasons:

• They allow staff and managers to talk in a safe, supportive and confidential environment about any issues or concerns regarding their roles responsibilities and practice
• They allow the line manager to understand the staff member's needs within the team
• They give opportunities for sharing any other concerns
• They provide the chance for staff to talk about aspects of their work with individual children in their role as key person and any anxieties this may be causing
• They are an opportunity to identify areas of strength and areas for development
• They are an inclusive two-way process that enables identified training needs to be discussed and planned for
• They are an opportunity to regularly review progress and impact of training
• They are an opportunity to share ideas and acknowledge and celebrate success
• They are an opportunity to develop working relationships

How regular supervisions are can be determined by the line manager, but best practice would be every four to six weeks. The most important aspect of supervision is that they are regular, meaningful and supportive. In doing so staff feel supported to continue to develop professionally and become an important member of the staff team.

Appraisal

Appraisal, although not a requirement, is implemented by some settings.  Appraisals can be a summative look back on the previous year and planning for the year ahead.  This means they can be an opportunity to further clarify any roles and responsibilities going forward and any training needs in more detail.