Balasore's Response to Theme - Supportive Supervision

According to of Supervision our responsibilities to support / help service provider  for out coming of quality service and achieving work objectives by strengthening their performance through strengthen relationship with the system, facilitating team work, empowering technical updates or guideline, onsite training, ensuring uniformity to set up standard and identifying problems and solving them in a time manner, optimizing the allocation of resources, promoting high standard  of service, follow up on previously identifying problems sharing new initiatives. 

How do you plan and implement your visits for supportive Supervision?

Planning:-

Organize a preparatory tea meeting and discuss among the staff on their previous visit report and analyze facility wise report and feedback report of authority (DACO & CDMO). Identify facilities wise issues or problem for intervention and innovative. Identify important side/facility center issue determine action point and prepare checklist accordingly.

Implementation: -

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• Identify facility center to be supervise and develop a rout plan with date and time
• Approval of tour plan from higher authority
• Inform the relevant authority and supervise on the date, time, objective of visit and support needed
• Take a note of all vital information about supervision side
• During visit we ensure that corrective action has been taken against issue, through verify recorded and discussion
• Review the previous action point and status of implementation
• Identify person responsible to solve the identified action point and problem area without linger.
• Praise for new initiatives of the service provider
• If DAPCU support is required to address issues, DAPCU takes corrective action at different level
• Discussion with the head of the facility center on observation / findings during visit and submit for follow up action.

What should DAPCU keep in mind while undertaking supervision?

• Positive attitude towards visiting side
• Provide corrective and supportive feedback on performance
• Positive feedback when performance is god and constructive feedback when performance is list improved

Dos	Don’ts
Supportive supervision	Aggressive supervision
Keen observation of activity for performance	Overlapping
Encouraging duties/Initiatives	Discouraging
Guiding better performance to achieve targets	Misguiding
Support to minimize burden/occupational hazards	Overburden
Empower them to solve minor issues	Make them dependent
Attentive listening to staff problems	Interpretation
Be honest	Don’t make false promises
Observe and gather information	Don’t Confuse
Demonstrate correct procedures	Don’t abuse
Provide Feedback in convenient environment	No feedback in a crowded environment
Focus on systems and processes	Don’t focus on the person
Set aside time for staffs questions	Don’t avoid staffs questions
Update on relevant guidelines etc	Don’t hide information