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Supervision Intervention Strategies

Staff Performance Reviews [2.8.4]

Evaluation of personnel is a critical task of supervisors and administrators in behavioral health. The goals of evalua¬tions include, but are not limited to: performance appraisals, assessing progress toward professional development goals, eliciting future learning goals, assessing fitness for duty and scope of competence, and providing feedback to staff on adherence to policies, procedures, and values. [TIP-52-Clinical-Supervision-and-Professional-Development-of-the-Substance-Abuse-Counselor]

SAMHSA’s Treatment Improvement Protocol (TIP) 52, Clinical Supervision and Professional Development of the Substance Abuse Counselor provides information on evaluation of counselors and supervisors, as well as on monitoring performance and professional development.

An individual performance review could include:
  • Assessing performance on the tasks and responsibilities that make up the individual’s job and work objectives;
  • Providing an opportunity for discussion and feedback on the job function, team/departmental affairs, and suggestions for improvement;
  • Setting performance targets, standards, and objectives that will be supported by an action plan;
  • Assessing personal strengths and weaknesses;
  • Assessing suitability for career progression;
  • Identifying developmental needs;
  • Preparing a personal development plan to improve skills, knowledge, and behaviors;
  • Receiving feedback on job performance and problem areas;
  • Engaging management support to help improve future performance, including values, behaviors, and competencies; and
  • Creating opportunities to overcome personal, team/departmental and organizational shortcomings.
Performance assessment rubrics for the addiction counseling competencies, developed by SAMHSA’s ATTC Network are available. 

Information on best practices for encouraging employees during the performance review process is available at the IRMI website. 


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