Performance Management Policy

High quality and effective performance management is an important element in both ensuring positive outcomes for children and to the ongoing success of Ladybird Pre-School Nursery. It includes creating a shared vision of the purpose and aims of the Nursery and helping every member of staff understand how they contribute to them.

A structured performance management process, which incorporates supervision and appraisal, plays a significant part in the retention and wellbeing of staff and the quality of provision. Practitioners at all levels require, and have a right, to supervision and appraisal. This will assist in achieving organisational, professional and personal goals.

Appraisal Policy

Appraisal is the framework within which supervision is conducted. Appraisal is a formal process involving the setting and reviewing of a performance over a period of time.

Appraisal will be a supportive and developmental process designed to ensure that all members of staff have the skills and support they need to carry out their role effectively. It will help to ensure that staff are able to continue to improve their professional practice and to develop further in their respective roles.

Appraisal should be a positive experience although developmental needs, and areas where performance has been less strong, should also be discussed.

The Appraisal Process

  • The Manager will carry out the appraisal of the staff and the Chairperson will carry out the appraisal of the Manager.
  • At least one week’s notice should be given and a mutually agreed time should be arranged.
  • The location of the appraisal should be free from interruption.
  • The appraisal period will run for 12 months.
  • The main meeting will be carried out in the Summer term.
  • The process should include reflecting and evaluating performance, thereby allowing career and professional opportunities to be identified and new targets to be agreed.
  • The agreed targets should be written up by the appraiser, agreed and signed by both parties.

Supervision Policy

Supervision is a planned, accountable, two-way process, which should support, motivate and ensure all practitioners develop good practice. Supervisions are now a statutory requirement of the Early Years Foundation Stage (EYFS) Framework.

‘Providers must put appropriate arrangements in place for the supervision of staff who have contact with children and families. Effective supervision provides support, coaching and training for the practitioner and promotes the interest of children. Supervision should foster a culture of mutual support, teamwork and continuous improvement, which encourages the confidential discussion of sensitive issues.’ EYFS 2021

Supervision provides opportunities for staff to:

  • Discuss any issues – particularly concerning children’s development or wellbeing.
  • Identify solutions to address issues as they arise.
  • Receive coaching to improve personal effectiveness.

The Supervision Process

Responsibilities for the Supervisor (Nursery Manager):

  • Meetings to take place during the Autumn and Spring terms.
  • Meetings to take place in a location free from interuptions.
  • Meetings to be organised in advance and only changed in exceptional circumstances.
  • Meetings to be well-structured, allowing both the supervisor and the supervisee to contribute.
  • Accurate notes should be made and a copy given to the supervisee.

Responsibilities for the supervisee:

  • Prepare for each meeting , reviewing notes and thinking about issues to be discussed.
  • Be ready to share thoughts and ideas in the meeting.
  • Talk openly about what has gone well and what has been challenging.
  • With agreement be prepared to plan and undertake training and other development activities.
  • Read and agree the notes from the meeting and carry out any required actions.

Supervison for the Nursery Manager will be carried out at least termly by a nominated Trustee who will act as supervisor.


Although the supervision record is a confidential document, it is also an organisational document which does not belong solely to the supervisor and supervisee. As such the record is neither secret or private. Under such conditions including auditing, grievance/disciplinary, internal/external inquiry and complaints, others can access the records.