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SUPERVISION (Confidential For LEFT Supervisors only) Supervised: Supervisor: page # CLIENT NAME OR NUMBER INTAKE DATE of Last Contact DIAGNOSIS SUPERVISION ISSUES:
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How to fill out supervisee supervisor page

How to fill out the supervisee supervisor page:
01
Identify the supervising supervisor: Begin by providing the name and contact information of the supervisor who oversees the work of the supervisee. This information is crucial for effective communication and coordination.
02
Specify the supervisee details: Fill in the necessary details about the supervisee, such as their name, employee or trainee ID, position, and department. Accuracy is important to avoid any confusion or miscommunication.
03
Outline the supervisory responsibilities: Clearly define the responsibilities and tasks that the supervising supervisor will have in relation to the supervisee. This may include areas such as providing guidance, conducting performance evaluations, offering feedback, or ensuring compliance with organizational policies.
04
Establish communication channels: Indicate the preferred method of communication between the supervisee and the supervising supervisor. This could include regular meetings, email correspondence, or other agreed-upon means. Effective communication is essential for a productive working relationship.
05
Determine the frequency and duration of supervision: Specify how often the supervising supervisor will formally meet with the supervisee for supervision purposes and the expected duration of these sessions. This ensures regular check-ins and provides a timeline for evaluating progress.
06
Assess goals and objectives: Discuss and agree upon the goals, objectives, or targets that the supervisee aims to achieve. These may be related to professional development, skill enhancement, project completion, or any other relevant areas of focus.
07
Establish evaluation criteria: Determine the criteria that will be used to evaluate the supervisee's performance. This could include factors like quality of work, meeting deadlines, adherence to policies, or any other relevant metrics. Clarity in evaluation criteria helps in providing constructive feedback and assessing progress.
08
Document training plans: If there are specific training or development plans for the supervisee, outline them in the supervisor page. This may involve identifying relevant workshops, courses, or on-the-job training opportunities that will support the supervisee's growth.
Who needs supervisee supervisor page?
01
Organizations with a supervisory structure: Any organization that has a structure involving supervisors overseeing the work of employees or trainees would benefit from having a supervisee supervisor page. This page ensures clarity in roles and responsibilities, facilitates effective communication, and allows for proper evaluation and support of the supervisee.
02
Supervising supervisors: Individuals who are responsible for overseeing the work of supervisees within their organization require the supervisee supervisor page. This page serves as a reference and guide for them to understand their responsibilities, establish expectations, and effectively fulfill their supervisory role.
03
Supervisees: Employees or trainees who are being supervised would also find the supervisee supervisor page relevant. It provides them with a clear understanding of their supervising supervisor's role, the expectations set for them, and the support they can expect to receive during their tenure.
In summary, the supervisee supervisor page serves as a valuable tool for guiding the process of supervising employees or trainees. By following a structured approach to filling out this page, organizations, supervising supervisors, and supervisees can ensure effective communication, clarity in roles, and optimal support for professional development.
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