The idea of supervisions are to have a dissection on a 1 on 1 with a line manager to try and identify training needs, concerns or worries and understand issues that maybe new, example behaviour guidelines or some new therapy programme. The supervision processes is a great way to get information across on a personal level and for the other person to understand it, however saying this supervisions are not the time for a manager to do all the talking but too actively listen and respond to all questions and thoughts presented. This is not a tool for a manager to use as negative telling staff only what it is they are getting wrong but also to use it to explain how to make it right and also tell them what they are doing right.
Below is a description from my policy and procedure I work to (i)
To ensure that the supervisee is clear about their roles, responsibilities and accountabilities.
To ensure that the employee knows and meets the organisations principles and objectives.  
To ensure that the best interests of the students are promoted.
To develop a supportive and positive climate for practice and performance.
To enhance the employees’ development through discussion, training and SMART objectives.
To support the employee in managing the demands (task and emotional) of their work.
To ensure that the worker has a manageable and appropriate workload.
To promote clear communication between the organisation and the employee

Ofsted require and say that regular supervisions must take place, however with the policy and procedure I work to, I must give monthly supervisions, there are key elements to doing a supervision within the template, each part is under a subheading and is simple to ask the question to the supervisee, however all questions during a supervision should be open ended to avoid answers like “Yes, No and Maybe” a these are non-helpful to identify issues that staff members maybe having. Within the...