Appraisals, Supervisions and Inductions

Induction/Supervisions and Appraisals of employees and volunteers

Policy Statement

We provide an induction for all employees and volunteers in order to fully brief them about the setting, the families we serve, our policies and procedures, curriculum and daily practice. Dragonflies’ preschool believe effective supervision and monitoring of all staff is essential to individual health and well-being in encouraging personal and professional development.

Induction Procedures

  • We have a induction process for all new staff, which includes the following:
  • Introductions to all employees and volunteers
  • Familiarisation with the building, health and safety, and fire and evacuation procedures.
  • Ensuring our policies and procedures are read and adhered to.
  • Introduction to the parents, especially parents of allocated key children where appropriate.
  • Familiarisation with confidential information in relation to any key children where applicable.
  • Details of the tasks and daily routines to be completed from their job description.
  • The induction period lasts about two weeks. The manager and Play Leader inducts new employees and volunteers. A member of the committee inducts new managers.
  • During the induction period, the individual must demonstrate understanding of and compliance with policies, procedures, tasks and routines.
  • Successful completion of the induction forms part of the probationary period.
  • Following induction, we continue to support our staff to deliver high quality performance through regular supervision and appraisal of their work.

Supervision procedures

  • Following a successful probationary period, line managers, will hold supervisory meetings at regular intervals with each employee, approximately once a term, although ad-hoc meetings can take place when necessary.
  • During a probation period, probation supervisions are held once a month with a review of performance meeting held at the end of the probation period, which could end in dismissal.
  • From time to time the manager may need to discuss the content of these meetings with others, for instance members of the committee/Play Leader.
  • These supervisory meeting may take place with the Play leader/deputy play leader present at the meeting.
  • While the area of discussions and issues that arise are likely to change over time, the meetings are an opportunity to discuss work performance, recognition of achievements, performance concerns, any learning and development needs and any concerns.
  • Supervision with mangers will normally include discussing quality, safeguarding issues, relevant practice issues, implementation of policies, steps to improve the settings grading, occupancy levels etc.
  • These form a two way discussion to ensure that employees are clear about their role and expectations of them and the support that is available to them.
  • Employees should feel comfortable in these meetings to discuss any queries or concerns that they have.
  • It is important to ensure that sufficient time is set aside for them.
  • These meetings do not replace annual appraisals but are in addition to it.
  • A written record, signed by the manager and employee, of every supervisory meeting is kept in the employees staff file to show what was discussed and what action needs to be taken.
  • These records are the property of the organisation not the individual, although staff can request to view these records.
  • There is no statutory right to be accompanied at any supervisory meeting.
  • The supervisory process is intended to support two way conversations between the manager and the employee.

Appraisals Procedure

  • Appraisal provides a platform to recognise excellence in performance as well as identify areas for improvement.
  • The main aim of an appraisal is to assist employees to improve their performance, benefiting both employees and the setting.
  • All employees should know who their line manager is.
  • The appraisals will review the employee past performance.
  • Discussion of the employee’s strengths and weaknesses.
  • Discussion of any problems and barriers with a view to identifying solutions.
  • A review of the extent to which the employee has achieved set targets.
  • Discussion of appropriate targets for the forthcoming year.
  • Identification of training and development needs in relation to the employees current job.
  • Identification of training and development needs in relation to a job that the employee may do in the future.
  • A review of the employee’s long term potential.
  • If there are areas where performance needs to be improved this should be discussed and recorded.
  • There is no statutory right to be accompanied at any appraisal meeting. The appraisal process is intended to support two way conversations between the manager and the employee.
  • The Manger will ensure that the written reports from these meetings are kept in confidential storage.
  • Each member of staff has a statutory responsibility to contribute fully in the appraisal process.
  • Employees must perform well and contribute to improving and sustaining a good educational provision for children in the preschool.
  • Where there are concerns that the employee is not meeting the relevant standards, a review should take place and objectives may be revised by the Manager, within an acceptable time frame set by the Manger.
  • When setting the appraisal objectives the Manager should take into account evidence such as:
  • Peer on peer observations, planning, Learning journeys etc.
  • The manager should discuss appropriate and reasonable levels of support, training and development opportunities to enable the employee to meet the appraisal objectives.
  • Employees will ensure that they fully prepare for both the review of their previous appraisal objectives and the setting of new appraisal objectives for the next appraisal period. This should include being aware of all relevant professional standards that apply to their role at the preschool.
  • Employees will gather and provide all relevant evidence as agreed and on their appraisal form.
  • The employee will be given at least five days’ notice of the appraisal meeting.


Appraisals should be treated with confidentially between the manager/committee and employee, except where statutory obligations exist, when disclosure is necessary for the protection of the children and/or for the effective management in the preschool and/or maybe required by law or for the purposes of obtaining appropriate professional advice. All policies involved in an appraisal will be expected to maintained appropriate levels of confidentially. Breaches of confidentially will be taken very seriously and may result in disciplinary action being taken.