supervision: signs of safety style

SUPERVISION SIGNS OF SAFETY STYLE

SUPERVISION: SIGNS OF SAFETY STYLEBEST HOPES OF SUPERVISIONThat practitioners are intentionally engaged in a reciprocal and reflective relationship with mutual accountability that builds capacity and fosters ongoing learning which mirrors the Signs of Safety practice and increases individual and overall organizational capacity to enhance the lives of the children, youth and families we serve.

THE KEY ELEMENTS OF SUPERVISION:http://www.youtube.com/watch?feature=endscreen&v=aP55nA8fQ9I&NR=1

Strength-basedDeveloping respect and trust in the work-place, modelling the same strength-based practice used with the practitioner and the clientRelationship building Establishing reciprocity between supervisor/superviseeSelf Reflective Ensuring capacity and accountability is maintained through self-reflectionClient-Centered Providing accurate safety assessments with good outcomes for families and childrenProfessionalOrganizational success and accountability with both staff and familiesSupportiveAllowing individual personal/professional growth; learning to listen

The role of the supervisorThe role of the clinical supervisor requires a distinct set of competencies: To understand the needs and dynamics of the populations servedTo understand the specific clinical skills required to support those being servedThe skill to assess and build the capacity of practitioners knowledge of the direct service workAn understanding of the professional context and climate of the organization; and, To ensure practitioners have the capacity to contribute to the needs of the children, youth and families being served.

SUPERVISION IS NOT JUST ABOUT CASE CONSULTSSupervision is in place to address several areas of staff and agency growth:RelationshipAdministrationSupport/mediationDevelopmentRELATIONSHIPBuilding relationship is key to happy satisfied staff. Utilizing the signs of safety approach in our supervision begins the journey of the supervisor/supervisee relationship. It ensures the supervisee feels heard by the supervisor and in turn adds value to the relationship. In the end, an organization is nothing more than the collective capacity of its people to create value. Lou GerstnerADMINISTRATIVEThe task of the supervisor is to ensure that the agency standards are being achieved, and that there is a quality and quantity of work being performed in the workplace. However it is imperative that the supervisor understand and ensure that the safety and well-being of children is being met. This requires on-going and consistent communication that would include setting clear expectations about workload and priorities, providing a safe working environment, and ensuring access to adequate resources, as well as records management, performance management, and quality assurance. It also requires that all supervision sessions are clearly documented.

SUPPORTIVEA supportive supervisor is one who creates an environment where staff feel safe, and one where staff feel positive about their job. It requires the supervisor to be empathetic. Using the appreciative inquiry approach in supervision allows supervisors to explore the personal needs and concerns about the work environment leading to a more satisfied, and motivated staff which in turn, leads to better service for clients. All phases of the supervision cycle should address issues such as stress management, personal and professional goal setting and conflict resolution. It produces an environment of self-awareness, critical thinking, encouragement and support for the supervisee. DEVELOPMENTALThe developmental function of supervision should create growth and learning opportunities through exploration of cases in group and individual supervision as well as individual and professional enhancement strategies through the appreciative inquiry (clinical) phases of supervision. The supervisor and supervisee should gain the necessary critical thinking skills to develop a keen sense of child safety while ensuring the further development of personal and professional satisfaction in the job. This would address both the increased self-confidence of the new workers as well as career planning for the more senior level staff.THE FOUR PHASES OF THE SUPERVISION CYCLEThere are four phases in the supervision cycle: the contract, the casework consult/supervision (client focused), performance evaluation (staff-focused/appreciative Inquiry), and the on-going review of personal/professional goals.

All four phases are based on the solution-focused questioning techniques of the Signs of Safety model.

Phases 3 and 4 utilize the appreciative inquiry approach to working with staff and should explore the personal and professional goals of the staff

Phase 1Phase 1The Supervision ContractSetting boundariesEstablishing relationship

The contractThe contract is an opportunity to build relationship with staff and allow them to establish the boundaries of supervision alongside the supervisor.Using a map in the initial contract phase, we explore what supervision should look like with each individual staff member.

Using the same sos questioning techniques we build an understanding about the context of supervisionWhat are we Worried About?Whats Working Well?What can we do about it?PAST HARMFUTURE DANGERCOMPLICATING FACTORSEXISTING STRENGTHEXISTING SAFETYFUTURE SAFETYNEXT STEPS

Phase 2Case Specific SupervisionWeekly, on-goingindividualgroupexploration of casesPhase 2

Group supervisionSupervising a team of professionals not only creates a sense of team, but also allows room for professional growth and problem solvinghttp://www.youtube.com/watch?v=2RnohUnZrqg&NR=1

What are your Best Hopes?Lets work together to nail down the best hopes for this caseLets scale0 DANGER SAFETY 10This just isnt quite complete we are missing something We have asked some of the best questions possible with the best possible mapping outcomes21Refining our Danger statementIf we dont do anything about this situation, what do you think is likely to happen to the child?SAFETY GOALS

Child Protection practice tends to be over-organized by everything that is perceived to be wrong with the family

Who is going to be brave enough to make the decision that a child can go home and on what basis are they making it? Its far easier to find evidence to support the child not returning than to find evidence that a child should return home, and thats if there is the will to work towards rehabilitation (Luger quoted in Turnell Workbook)

Carver ExamplesphASE 3Phase 3Performance BoosterAppreciative InquiryPersonal/Professional goal settingSkill development

Phase 4Phase 4Review of P.E.4 6 times each yearRegular review of past/future goalsAppreciative Inquiry

Speaking of good workWherever there is a human being there is a chance for kindness.-Seneca -Appreciative InquiryThink about the goals that you have been working on:What have you since the last review that you are particularly proud of? What goals did you accomplish?How did you contribute to that situation?How did it effect you? Your work? Your co-workers? Clients? Family?How did you make that happen?How did you know it was going well? What was different? What did you notice? What did others notice?What did you learn from this that you would want to use again?Is there anything you would have done differently?Is there anything about this that you are worried about?On a scale of 0 10 (where 0 = it was your worst work; 10 = it was your best) where would you scale it? What made it that number and not a lower number?What would have made it one number higher?

Practice TransformationsHeidi Hebditch, BSW/CWS(250) [email protected]

Employee Name: _________________________ Department: ________________________________Supervision ContractDate: ___________________________

Job Title: ________________________________Supervisor: ________________________________

Best Hopes: to utilize effective supervision to positively support and develop caring and effective professionals who exceed their clients expectations and assist USMA to achieve service excellence.

1. Guiding Key ConceptsA) Focus on Strengths: Supervision will occur in a strength-based, solution-focused/appreciative inquiry based frameworkB) The Relationship is Cornerstone: The Supervisor will aim to build relationships with staff based on trust, care and mutual respect. C) Self Reflection is Critical: Both parties must be committed and willing to reflect on how they are impacted and influenced in their work.D) Children and Families are at the Center: The organization exists to serve the children and families of the NTC Member Nations and keeping this front and center leads to client-centric supervisory discussions, decision making and planning.E) Building a Service Culture: The supervision model will drive accountability and professionalism which will contribute to providing the most responsive and highest quality service experience for clients.F) There is Room to Grow: Supervisory conversations provide a powerful platform to reflect, review, learn, develop and grow. There is a commitment to maximize the experiential on the job learning presented by supervision to inform lessons learned, enhance best practices and truly evolve as a learning organization.

2. ExpectationsA) Supervisees will be involved in both casework and personal/professional goal-related development discussions with supervisors.B) Supervisors will lead supervisee through cases and personal development to achieve and review goals.C) Supervisors will be available for open-door case associated consultation as required by AOPSI or based on the needs of supervisee and situation

3. Context and Frequency of SupervisionA) _____hour(s) of individual dedicated supervision per week. Casework specific supervision requires a regularly scheduled session to review priority caseload items, explore and receive concentrated support and discussion around case planning, review and discuss how best to meet practice standards etc.Expectations of both supervisor and supervisee: supervision to be committed and fully available and present for the session; supervisee to come prepared with any supporting documents and an idea on priority areas/cases to discuss/key questions/solutions definedB) _____session(s) of personal/professional goal oriented supervision per year. This supervision session is dedicated time to discuss overall personal and professional wellness, development in the work place and develop solutions/strategies around any challenging areas/goals. (Performance Review and Development Planning includes an annual review and a minimum of 2 reflection/progress update sessions throughout the year.)C) A weekly team meeting will be offered to all supervisees which will be led by the Team Supervisor and provide an opportunity to review and discuss work related topics in a group environment.

Do you have any concerns about receiving supervision?

0 1 2 3 4 5 6 7 8 9 10

What has worked well in your experience of supervision in the past?

What would the most ideal supervision look like to you?

What steps can I as your supervisor take to make this happen?

What steps can you take to make this happen?

Please rate on a scale of 0-10Please circle one10 = This contract makes complete sense and I am willing to commit to itSCALE0 = This contract makes no sense and I am not willing to commit to it

1. How often would you like to meet to talk about your performance and celebrate your accomplishments? Four times a year Five times a year Six times a year

2. What day of the week would you like to have your regular case specific supervision?Monday Tuesday Wednesday Thursday Friday Time: ________-_________ Weekly? Or Bi-weekly?

Signatures Date for next caseload review: Date for next performance review:

Employee: Date:

Supervisor: Date:

Manager/Director/V.P. Date:

Outcomes:

Supervision Contract for Supervisor/Supervisee RelationshipPage 1

Heidi Hebditch,Practice Transformations

Best Hopes: to develop a relationship between supervisor and supervisee while promoting the practice of regular, consistent supervision, leading to accountability and responsibility of workers and ensuring service excellence.Phase 1: Supervision Guide to Completing the Contract

All future phases of the Supervision Cycle will be based on the Supervision Contract, it is expected that a contract will be explored using a solution-focused approach and will be completed between each supervisor and their supervisees. During this review it is expected that supervisors will appreciatively inquire about the supervisees experience with their previous supervision. It is a time to explore the supervisees experiences while establishing boundaries, roles and expectations between both parties of the agreement.

Whats not working?What worked well?What needs to happen?Scale

When you look back at supervision you have received in the past, what would you say did not work? Why? What did you see, notice, feel that made you realize it wasnt working?

Tell me about your worst experience with supervision? What contributed to that?

If you could imagine a bad supervision session, what would that look like?

Are there things you feel would lessen the supervision experience, or make it less constructive, less valuable?

On a scale of 0 10 how do you feel about the supervision you are receiving today?

What worries you most about your future supervision?

Thinking back on supervision you have received in the past, what was your best experience? What was your favorite thing about that? How did you contribute to that situation? How did your supervisor contribute to that situation? What skills did they rely on to provide that good supervision?

What else has worked well for you in the past?

Has there ever been a time when you felt that you were receiving good, helpful supervision? What did that look like?When supervision was at its best, where would you have scaled it on a scale of 0 10?

If you were a supervisor what strengths would you rely on to provide the very best supervision?Thinking about your scaling number, what would it take to bring that number up? What would it take to make it a 10?

What would the most ideal supervision look like to you? What would you see or notice in those sessions to make you feel it was the best it could be? What would you be doing? What would your supervisor be doing?

Preparing for Supervision:What steps can I as your supervisor take to make this happen? What steps can you take to make this happen?

Scale: Contract usefulness0 = This contract makes no sense and I am not willing to commit to it

10 = This contract makes complete sense and I am willing to commit to it

Practice TransformationsHeidi Hebditch, BSW/CWS(250) [email protected]

Do you have any concerns about receiving supervision?

0 1 2 3 4 5 6 7 8 9 10

What has worked well in your experience of supervision in the past?

What would the most ideal supervision look like to you?


What steps can you take to make this happen?

Please rate on a scale of 0-10Please circle one10 = This contract makes complete sense and I am willing to commit to itSCALE0 = This contract makes no sense and I am not willing to commit to it

1. How often would you like to meet to talk about your performance and celebrate your accomplishments? Four times a year Five times a year Six times a year

2. What day of the week would you like to have your regular case specific supervision?Monday Tuesday Wednesday Thursday Friday Time: ________-_________ Weekly? Or Bi-weekly?

Signatures Date for next caseload review: Date for next performance review:

Employee: Date:

Supervisor: Date:

Manager/Director/V.P. Date:

Outcomes:

Supervision Contract for Supervisor/Supervisee RelationshipPage 1

Heidi Hebditch,Practice Transformations Family Name: _________________Date: _________________

Best Hopes: to utilize effective supervision to positively support and develop caring and effective professionals who exceed their clients expectations and assist the Agency in achieving service excellence.Phase 2: Supervision Guide to Case Review

Based on the Supervision Contract, it is expected that a case review will be completed weekly or bi-weekly as determined at the time of signing. During this review it is expected that supervisors will appreciatively inquire about the supervisees experience with their case work. This is a time to explore the supervisees understanding of the case, their relationship with clients and their understanding of the safety/danger present.

What are your worries?What is going well in the case?What needs to happen?Scale

What has occurred with this child/family that causes you to be concerned? What happened in the past that lead up to this situation? What effect has it had on the child/family/safety plan? Has this happened before? How many times? What was done to resolve the problems then?

What was different about that time? What did mom, dad, you, others do to contribute to that situation?

What could you have done differently? Has there ever been a time when you worked on something similar and were successful?

Are there things that make this case more complicating than others?

Context Scale: 0=this is the worst/most complicated case you have ever had; 10=Its actually not all that complicated?

Danger: What is your worst fear about this case?

Considering some of the work you have done with the family what would you say is going well with the case? What would you say is the child/familys greatest strengths? What do you like most about them? What would others (grandparents, neighbors, teachers etc.) say the child/family is doing really well? Who are the familys supports?

How does mom, dad, neighbors, grandma contribute to the good work happening in the family? How do you contribute to that situation? What skills are you relying on?

What would the family/child say about the work that you do? What would they say about you as their worker? What would your supervisor say about your work with this family?

What positive difference has your work had on the child/family? What have you seen from the child/family that makes you think your work has had a positive effect? What skills do you have that will help you achieve success with this case?

Scale safety: How safe is this child? 0=very unsafe, safety plan is not working, we need to intervene; 10=safe enough that we need to close the file? What have you seen to make you think the child is safe? What is contributing to the childs safety? Has there ever been a time when things were better for this child/family? What was different about that time?What would you need to see happening to feel better about the childs safety? What would bring your number up? What would the child/family be doing? What would you be doing?

What do you need to be doing to ensure safety?

On the context scale what do you need to be doing or see happening in order to feel better about this case?

On the effectiveness scale, what do you need to do or see happening in order to bring that number up?

Scale: How confident are you in your work with this family? How willing are you to make the changes needed to improve the work on this case?

What is the next smallest step you can do to improve the situation of this case?

What steps can I as your supervisor take to support you to make this happen?

How will we know it has changed?

Scale: safety plan effectiveness0 = Overall I am struggling with this case; we need make changes to the existing plan to ensure safety 10 = Overall I feel this case is going good and we dont need to make changes to the safety plan

Best Hopes: to utilize effective supervision to positively support and develop caring and effective professionals who exceed their clients expectations and assist the Agency in achieving service excellence.Phase 2: Case ReviewWorksheet

Based on the Supervision Contract, it is expected that a case review will be completed weekly or bi-weekly as determined at the time of signing. During this review it is expected that supervisors will appreciatively inquire about the supervisees experience with their case work. This is a time to explore the supervisees understanding of the case, their relationship with clients and their understanding of the safety/danger present.

What are your worries?What is going well in the case?Next StepsScale

Danger (future):

Scale:

Safety Goals:

0 = Overall I am struggling with this case; we need make changes to the existing plan to ensure safetyScale: safety plan effectivenessSignatures: Supervisor _________________________________ Supervisee _____________________________________Print Name: Supervisor__________________________________ Supervisee _____________________________________10 = Overall I feel this case is going good and we dont need to make changes to the safety plan

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MAPPING THE WORK Heidi Hebditch,Practice Transformations

Best Hopes: Reflective goal development for agencys strategic vision and personal and professional enhancementPhase 3: Performance EvaluationMapping Guide

Based on the Supervision Contract, it is expected that staff will be involved in a Phase 3 clinical supervision (appreciative Inquiry) at least once each year. During the initial phase of this evaluation the supervisor and supervisee will begin by mapping the personal/professional experiences (strengths, worries and goals) of the supervisee. This is a time to explore the strengths and accomplishments as they relate to personal, professional and organizational goals. It is also an opportunity to explore those things that are concerns or barriers to doing the best work possible within the agency.

What are we Worried About?What is Working Well?ScaleGoals

Are there things that you are worried about in the work place?

What is it about that that concerns you?

How did you contribute to that situation?

Is there anything you could have done differently?

What do you think your supervisor might say about that situation?

How did/does it affect your work?

How did/does it affect your co-workers?

How did/does it affect your clients?

What would co-workers/clients /supervisor notice was different during that time?

What would your worst day at the office look like?

On a scale of 0 10 where 0 = you were/are not able to resolve that situation and 10 = you have/are working to resolve it where would you scale?

On a scale of 0 10 what is your willingness to work toward changing the situation? Where 0 = not at all; 10 = fully willing?When you think about work, what would you say has been going really well? What is it that you do to contribute to that good work?

How has your good work affected you/your clients lives/ Agency? What would your co-workers/supervisor say about your work?

How do you know that what you are doing is good? How does it show in the people around you? What are they doing/saying that makes you believe it is good work?

What did you learn from your work that you would want to use again in the future?

What would your best day in the office look like?

On a scale of 0 10 where 0 = you are really feeling dissatisfied with your work today (not working at your best, not contributing to the team, not happy) and 10 = you are feeling very confident, satisfied that you are the best you can be here at _________________ where would you rate it?

Has there ever been a time when things were even better? When your scale was higher? What was different about that time?

Is there anything you would do differently?

What else is going well?

On a scale of 0 10 where would you rate your satisfaction with the agency? 0 = completely unsatisfied ready to quit; 10 = fully satisfied enjoy coming to work?

What makes it that number and not a lower number?What would you need to see happening to bring your job satisfaction scale up one number? What would your clients, co-workers, supervisors notice was different about you if you were one number higher?

What are the three most important goals for you to work on between now and the next review? Why are these the most important? Would your clients, co-workers and supervisors agree that these are the most important goals? What other goals would they want to see you working on?

What small steps can you take to begin the process of achieving these goals?


How will your clients, co-workers, supervisors know that you have achieved this goal? What will you be doing differently once you have reached your goal? What will it look like? What are some positive effects of working on/reaching this goal?

0 = Im not committed to working toward achieving these goals10 = Fully committed to working toward achieving these goalsPlease rate on a scale of 0-10

Best Hopes: Reflective goal development for agencys strategic vision and personal and professional enhancement

Based on the Supervision Contract, it is expected that staff will be involved in a Phase 3 clinical supervision (appreciative Inquiry) at least once each year. During the initial phase of this evaluation the supervisor and supervisee will begin by mapping the personal/professional experiences (strengths, worries and goals) of the supervisee. This is a time to explore the strengths and accomplishments as they relate to personal, professional and organizational goals. It is also an opportunity to explore those things that are concerns or barriers to doing the best work possible within the agency.Phase 3: Performance EvaluationMapping Guide (Worksheet)

What are we Worried About?What is Working Well?ScaleGoals

0 = Im not committed to working toward achieving these goals10 = Fully committed to working toward achieving these goalsPlease rate on a scale of 0-10

Phase 3: Performance EvaluationMapping Guide (Worksheet)

Additional Comments:

Signatures:Evaluation Performed on the _______ day of __________________________, between __________________________________ and _____________________________________. (Supervisee) (Supervisor)

___________________________________ __________________________________________Supervisee signatureSupervisor/Team Leader signature

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REFLECT AND ENVISION Heidi Hebditch,Practice Transformations

Best Hopes: Reflective goal development for agencys strategic vision and personal and professional enhancementPerformance EvaluationPhase 4 Guide:Reflect

Based on the Supervision Contract, it is expected that a performance evaluation (appreciative Inquiry) will be completed once each year with the review being completed at intervals indicated in the supervision contract. During the reflect and envision phase of the evaluation the supervisor and supervisee will review the previous mapping (both should have copies present). The supervisor will appreciatively inquire about the supervisees experience in the work place since the last meeting. This is a time to explore the strengths and accomplishments of the supervisee as they relate to personal, professional and organizational goals. It is also an opportunity to explore the barriers to achieving those goals and to re-establish new attainable goals for the future.

GO (Growth Opportunity): Additional development needed to meet targets MG (Meets Goals): Achieved targeted results EG (Exceeds Goals): Performed above and beyond targets

Past Goals: (Reflecting Back)Achievements/Reflection:Rtg

In review of the goals you set during your last evaluation, which ones would you say you are most proud of achieving?

GOAL #1:

GOAL #2:

GOAL #3:

How did you personally contribute to achieving Goal 1,2,3?What was the best piece of that work?How did you know that it was good work?What did that mean for your clients/co-workers?What did your clients/co-workers say or do that made you realize your work made a difference?What would they have seen that was different about you or your work in this particular case? Did it change any work relationships?What did you do different to achieve that good piece of work?What else?Looking back, is there anything you would have done differently?What was your biggest concern related to achieving this goal?On a scale of 0 10, where 0 = this really wasnt your best work and 10 = it was your best, where would you scale it?On a scale of 0 10, where reaching this goal didnt really affect your work or work relationships, and 10 = this had a positive effect on work and work relationships, where would you scale it?Why is it that number and not a lower number? Or a higher number?Where would your supervisor scale that piece of work you did? (0 = poor outcomes, 10 = very beneficial to your clients, co-workers and future practice).Was there ever a time when you did better work?What was different then?What will you use from this accomplishment in your future work?What did you find most helpful in achieving this goal?Tell me about another piece of work you are really proud of or a goal you reached from the last evaluation

Performance EvaluationPhase 4 Guide:Reflect



Tell me about the goals you set but did not accomplish during the last evaluation.

GOAL #1:

GOAL #2:

GOAL #3:

What methods did you use to try to accomplish that goal?What was it about that process that didnt work for you?Is there anything you could have done differently to accomplish that piece of work?Was there anything you did do that worked in that situation?On a scale of 0 10, how important is it for you to reach this goal?On a scale of 0 10 how important do you think it is to your supervisor that you reach that goal?If some small progress was made towards reaching this goal, what would that look like? What would you be doing differently? What would your co-workers/supervisor be doing differently?What supports would need in order to reach that goal?

Performance EvaluationPhase 4 Guide:Envision



Future Goals: (Envisioning the future)What will be different as a result of achieving this goal?What will it take to be successful?

Based on this discussion and a review of your past goals, what goals would you like to establish for the coming year?Are there any goals that you think your supervisor would like to see you working on?

GOAL #1:

GOAL #2:

GOAL#3:

How will you know when this goal has been achieved?What would be different about you/your work?What would your clients/co-workers/supervisor notice was different about you?What would that look like?What would you notice different about the people around you?What would you need to be doing in order to accomplish this goal?What are you already doing to work toward this goal? What have you already accomplished?Confidence: On a scale of 0 10, where 0=you are not very confident that you can achieve this goal, and 10=you are very confident, where would you scale yourself?Willingness: On a scale of 0 10, where 0=you are not really interested in achieving this goal, and 10=you are very willing to put as much effort as you need to into this goal, where would you scale yourself?Capacity: On a scale of 0 10, where 0=you really dont feel that you have the resources necessary to accomplish this goal, and 10=you have everything you need to accomplish it, where would you scale yourself?What would make those numbers higher? What needs to happen to increase your willingness, confidence and capacity to reach this goal?How would you know that you were receiving those supports/or that you were working towards achieving that goal?

Are there any additional professional development goals you would like to work on for the year?

Performance EvaluationPhase 4 Guide: Envision

What would you need to be doing to make that happen?What would you need from your supervisor/ agency to help you achieve those goals?

Please rate your commitmenton a scale of 0-10

10 = Fully committed to working toward achieving these goals0 = Im not committed to working toward achieving these goals


Best Hopes: Reflective goal development for agencys strategic vision and personal and professional enhancementPerformance EvaluationPhase 4 Guide (Reflect Worksheet)




GOAL #1:

GOAL #2:

GOAL#3:

Performance EvaluationPhase 4 Guide (Reflect Worksheet)



GOAL #1:

GOAL #2:

GOAL#3:

Signatures:Evaluation Performed on the _______ day of __________________________, between __________________________________ and _____________________________________. (Supervisee) (Supervisor)

___________________________________ __________________________________________Supervisee signatureSupervisor/Team Leader signature

Performance EvaluationPhase 4 Guide (Envision Worksheet)



Future Goals: (Envision the future)What will be different as a result of achieving this goal?What will it take to be successful?

Personal goals:

GOAL #1:

GOAL #2:

GOAL#3:

Professional Goals:GOAL #1:

GOAL #2:

GOAL#3:

Performance EvaluationPhase 4 Guide (Envision Worksheet)




Signatures:Evaluation Performed on the _______ day of __________________________, between __________________________________ and _____________________________________. (Supervisee) (Supervisor) ___________________________________ __________________________________________Supervisee signatureSupervisor/Team Leader signaturePhase 4 Supervision Guide and Worksheet for Staff Performance Evaluation Page 1



Tell me about the goals you set but did not accomplish during the last evaluation.

GOAL #1:

GOAL #2:

GOAL #3:

What methods did you use to try to accomplish that goal?What was it about that process that didnt work for you?Is there anything you could have done differently to accomplish that piece of work?Was there anything you did do that worked in that situation?On a scale of 0 10, how important is it for you to reach this goal?On a scale of 0 10 how important do you think it is to your supervisor that you reach that goal?If some small progress was made towards reaching this goal, what would that look like? What would you be doing differently? What would your co-workers/supervisor be doing differently?What supports would need in order to reach that goal?

Best Hopes: Reflective goal development for agencys strategic vision and personal and professional enhancementPerformance EvaluationPhase 4 Guide:Envision


Future Goals: (Envisioning the future)What will be different as a result of achieving this goal?What will it take to be successful?

Based on this discussion and a review of your past goals, what goals would you like to establish for the coming year?Are there any goals that you think your supervisor would like to see you working on?

GOAL #1:

GOAL #2:

GOAL#3:

How will you know when this goal has been achieved?What would be different about you/your work?What would your clients/co-workers/supervisor notice was different about you?What would that look like?What would you notice different about the people around you?What would you need to be doing in order to accomplish this goal?What are you already doing to work toward this goal? What have you already accomplished?Confidence: On a scale of 0 10, where 0=you are not very confident that you can achieve this goal, and 10=you are very confident, where would you scale yourself?Willingness: On a scale of 0 10, where 0=you are not really interested in achieving this goal, and 10=you are very willing to put as much effort as you need to into this goal, where would you scale yourself?Capacity: On a scale of 0 10, where 0=you really dont feel that you have the resources necessary to accomplish this goal, and 10=you have everything you need to accomplish it, where would you scale yourself?What would make those numbers higher? What needs to happen to increase your willingness, confidence and capacity to reach this goal?How would you know that you were receiving those supports/or that you were working towards achieving that goal?

Are there any additional professional development goals you would like to work on for the year?

Performance EvaluationPhase 4 Guide: Envision

What would you need to be doing to make that happen?What would you need from your supervisor/ agency to help you achieve those goals?




supervision: signs of safety style

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