Supervision

Study purpose only. Kindly share to others. the action of supervising someone or something.
"he was placed under the supervision of a probation officer"

1. By, Mr. Abhijit Bhoyar M Sc. Nursing

2. DEFINITION Supervision is defined as ―An art or a process by which designated individual or group of individuals oversee the work of others and establish controls to improve the work as well as the worker.

3. Supervision is generally termed as an educational process in which a person with better training or more experience takes the responsibility of training a person with less training or less experience, and in this educational process the leadership of the supervisor and the growth of the supervised combine to achieve and maintain progressively the highest level of performance of which the worker is capable.

4. Supervision is observation and providing feedback to ensure the quality of the program and to enable the staff to perform to their maximum potential. Traditional approaches to supervision emphasized on inspecting‘ facilities and controlling individual performance.

5. OBJECTIVES OF SUPERVISION To help subordinate to do their job skillfully and efficiently. To develop subordinates capacity to the fullest extent. To promote team work To promote moral and motivation among workers. To bridge the gap between personal goal and organizational goal

6. PURPOSE OF SUPERVISION

7. PRINCIPLES OF SUPERVISION Supervision should aim at growth in knowledge and improvement of skill of the person. Supervision should improve the ability in thinking and adjusting to the new situation. It should help to formulate objects. Good supervision stimulates their interest and effectors. No undue pressure for achievement

8. PRINCIPLES OF SUPERVISION Autonomy to subordinate preferred Supervision should have competence Supervision should have receive training Decision making is encouraged Free communication to required

9. PRINCIPLES OF SUPERVISION No over burdening to staff Good leadership by supervisor Suitable climate for work Give guidance Supervision should encourage innovation allowing free flow of ideas and share positive experiences of personnel.

10. COMMON SUPERVISORY METHODS 1.Individual conference 6.Direct observation 3.Training sessions 2.Group conference 5.Evaluation sessions 4.Review of records

11. PRINCIPLES APPLIED TO NURSING: Supervision should be focused on the attainment of one goal, the giving of a high quality of nursing care. Strives to make the ward a good learning situation. Supervision is well planned. It should posters the ability to think and act herself.

12. PRINCIPLES APPLIED TO NURSING Helps her to attain objectives stimulates interest and effort. Encourages and challenges her to greater endeavour through adequate approval commendation and by recognition of work well done. To make pattern for analysis and to analyze continuously her success in reaching the objectives.

13. WHO IS SUPERVISOR? A supervisor is a person who is primarily incharge of a section & is responsible for both quality & quantity of production, for the efficient performance of the equipment, & for the employees in his charge & their efficiency, training & morale A supervisor drives authority from the departmental head for getting work done from the workers by using the resources of the enterprises.

14. He issues instructions to the workers, directs their activities & reports to the department head on the performance of his section.

15. QUALITIES OF A GOOD SUPERVISOR: Trained person Understand the training background and ability of the supervised. Good knowledge, the local practice Good in health Good listener.

16. QUALITIES OF A GOOD SUPERVISOR: Supervisor should have leads examplenory life Creative enthusiasm Just impartial human, tolerant and tactful Helpful Good power of judgment.

17. SUPERVISION CONSIST OF Leadership Motivation Communication Evaluation

18. FUNCTIONS OF SUPERVISION:

19. A. Administrative: Assignment of the work loads of individual and groups according to the level of physical and mental competence (or) preparing the duty roaster. Identify the needs for supplies and equipment and providing materials and supplies to facilitate the staff performance. Identify the problem and helps to solve.

20. B. Educative: Orientation Teaching subordinates Plan and conduct in service education program Ensuring staff developments

21. C. Communicative The supervision act as a communicator between the staff and authorities and other health team members. She facilitates communication She should encourage free communication among persons between worker and community representatives and members of health team.

22. D. Evaluative: Supervisor is supposed to carryout performance appraisal of all the staff this include identify the cause of difficulty. Providing guidance.

23. OTHER FUNCTIONS ARE: Co-ordinates there of subordinates and agents and promote team worker. Promote social contact with in the team to bring staff together and increases group cohesiveness. Develops mutual confidence Raises level of motivation Develops good IPR Maintains Records & Reports Establish control over the subordinates

24. AS A MANAGER SUPERVISOR HAS TO PERFORM THE FOLLOWING FUNCTIONS Planning the work Issuing orders Providing guidance & leadership Motivation Preserving records

25. Controlling output – performance of the worker Liaison between management & workers Grievance handling Industrial safety

26. STEPS IN SUPERVISION : When supervision is needed the superviser has to make plan for supervision by using certain steps to follow. Defining of the job to be done Selection and organization of supervisor activities based on available resources. Anticipation of difficulties Establishment of criterion for evaluation determining what extent the programme has met problem / objectives according to plan.

27. TYPES OF SUPERVISION :

28. (1) Direct supervision – Face to face talk with worker Points to be considered: Do not loose temper Use democratic approach and avoid autographic Give workers chance to reply Do not talk too much and too fast Be human in behavior Do not give instructions – haphazard way.

29. ( 2) Indirect supervision: With the help of record and reports of the worker and through written instructions. This includes: Ensuring – carrying out allotted work Analysis of monthly progress – input efforts and achievement Analyzing amount of work allotted Support and guidance.

30. METHODS OF SUPERVISION:

31. I. TECHNICAL – These are basic supervisory skills and which need to be trained – group discussion and conference For example: techniques of service study, record construction, time study etc. CREATIVE – provides maximum adaptation to the situation Ex. Instead of orientation period of two week for each new staff member, a variable plan in both contents and time according to the needs of each individual should formulated

32. II. COOPERATIVE – full participation of each member of the group in planning, action and decision. AUTHORIZATION: supervision responsibility centers entirely on the supervisor, with the staff following his / her orders. Both are needed to all situation.

33. III. SCIENTIFIC SUPERVISION – Relies on objective study and measurement than personal judgment / opinion. INSTITUTIVE SUPERVISION : It needs to maintain IPR

34. IV. TASK ORIENTED SUPERVISION emphasize the task more than performer. EMPLOYEE ORIENTED: Supervisors are more concerned about worker staff their needs and welfare than assigned tasks.

35. TOOLS FOR SUPERVISION Checklist Rating scales Nurses reports Nursing rounds Job descriptions Personnel policies Staff educations Problem solving approach

36. TECHNIQUES OF SUPERVISION A technique is a way of doing something. Techniques vary with the personality and ability of the individuals who are being supervised, the activities that are being performed under supervision and the immediate circumstances. Any technique used for supervision must be based on sound democratic psychological principles which takes account the nurse‘s individuality .

37. THE PROCESS OF SUPERVISION : 1. A supervisor should focus on specific issue. - Efficacy of service provided to the - Relevant problems - Efficacy problem utilization management of limited resources. Stage 1 Preparation for supervision

38. 2. Study of document 3. Identification of priorities 4. Preparation of a supervision schedule

39. Use tools: - Job description Task description Weekly time table Check list / rating for each work As a supervisor the following duties has to be performed. Establish contact Stage 2 supervision

40. Review the objectives, targets and norms Review job descriptions Note actual / potential conflict Observe the actual performance. Observe the individual nursing staff carries out his/her tasks. Identify the gaps & needs for follow up action based on feed back data attained through the observation.

41. Unless actions to follow-up the gaps and needs identified during stage are taken, supervision remains incomplete. Each supervisor must prepare a report on the observations made during supervision. The follow-up action may include: Organizing in-service training programmes /continuing education programmes for the nursing personnel. Stage 3 Follow up of supervision

42. Reorganization of time table / work plan/ duty roaster. Initiating changes in logistic support or supply system. Initiating actions for organizing staff welfare activities. Counseling and guidance regarding career development and professional growth.

43. THE EFFECTIVENESS OF SUPERVISION DEPENDS ON: 6 . General and lose supervision

44. 1. Human relations skill: Supervision is mainly concerned with instructing, guiding and inspiring human beings towards greater performance. For purpose of direction, the supervisor has to rely on leadership, counseling, communication and other determinants of human relations

45. 2 . Technical and Managerial knowledge: Guidance implies a complete understanding of all work problems, for which supervisor should have good knowledge about technical aspect of job and also the managerial aspect

46. 3. Leadership position The authority of supervisor must be made commensurate with their duty so as to make the job of supervision a satisfying, rewarding and challenging one

47. 4. Improved upward relations To ensure god quality of supervisors, the supervisor‘s should be regularly allowed to present their views and suggestions to top executive in regard to the personnel and their works performance.

48. 5. Relief from non-supervisory duties To make the supervisory duties purposeful, the supervisors are to be relieved of many routine activities that divert their attention from the real job.

49. 6. General and lose supervision According to some experience, the general and loose supervision is more productive than close supervision. Here the leader must allow freedom and initiative to his followers for pursuing a common course of action .

50. PROBLEMS OF SUPERVISION There are no perfect nursing service programs/situations without any problems 1. Shortage of nursing personnel. 2. Individual differences among personnel in interests, capacities and abilities. 3. Lack of information, insight and understanding of changes and developments in the interest of the continuance and improvement of nursing. PROBLEMS IN NURSING SERVICE:

51. 4 . Lack of clearly defined assignments, multiple responsibility and lack of planning on the part of those to whom personnel is responsible 5. Outdated policies, procedures and guides to workmanship which cause them to be disregarded and unused. 6. Inadequate, unsafe, and defective equipment. 7. Ill health in the part of personnel 8. Undesirable personnel characteristics with special attention to attitudes

52. COMMON PROBLEMS IN COMMUNITY HEALTH NURSING SUPERVISION: 1. Problems inherent to budgeting, planning and timing. 2. Personnel problems including problems of poor performance. 3. Grievances 4. Lack of financial resources. 5. Lack administrative support

53. 6 . Staff members who are inflexible and resist any type of change 7. Assignment to projects other than those committed to perform 8. Lack of political support 9. . Staff members who do not accept or support the program goals. 10. Conflict within the nursing unit itself.

54. 11 . Inability to proceed (for many reasons) because the timing is wrong 12. Inability to hire qualified personnel. 13. Changes in program priorities. 14. Other issues can include anything from car rental, uniform allowance, security of the staff within the community, need for supplies and equipment, duplication of services provided by another organization.

55. Thank you for my supervision