The basic principles of staff supervision apply no matter what kind of organization or what level of manager. It is the job of the manager to supervise the work of his staff. How he does this depends on the management style which, in turn, should depend mostly on the needs of the job situation.

Review Tasks and Expectations

The manager should be able to use his unit's workplan to develop the workplan for each staff who reports to him. He will be looking for consistency and integration with the work of other staff in order to achieve organizational goals. All work expectations should be aligned with the overall mission of the non-profit organization.

• Review tasks and expected deliverables, and results. This includes any organizational standards or quotas. For example, the housing worker at a youth drop-in center will serve ten clients a day, placing six clients a month in appropriate housing.
• Identify resources that are available to do the job. These resources might include space, equipment, personnel, and funds. For example, an intake worker in a shelter needs an interview room to develop a care plan with clients, access to a housing worker, gift vouchers as client incentives for assigned chores, and unlimited access to the computerized client database.
• Attach timelines to the workplan. If appropriate, break tasks down into milestones. This is particularly useful if the work includes a time-limited project.

All this information is recorded on an individual workplan for the staff being supervised. The manager and the employee each have a copy of this workplan as a reference for any discussions and revisions to the work being done.

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