can not be likened to institutions where the environm ent can be readily controlled and where the supervisor can expect a cert'ain a level of competence from the workers }laving more or less passed certain qualifying criteria for the positions. Tbis is quite different in the community where the workers have varying levels of cognitiv e and psycl1omotor capabilities not to mention their attitudes towards health work. In t J1e community, most of the supervisory functions of the nurse are dfrected towards lower Jevel health workers, thus, they will requfre closer supervi&ion than do professional health workers. In addition, supervision ·is not based on set ru]es or formula but 011 each supervisory situation. The nurse as a coach to health workers uses persuasion, exhortation and judicious mixture of reward and punishm ent to motivate the players toward hlgher levels of performance. She emphasizes group goals rather than fulfilling the needs an. d desires of individual group members. . A nursing supervisory plaa is a written document on how to organize and systematize supervisory activities. It includes objectives, strategies, resources and timetable of activities to meet the identified needs of the person being supervised. Generally, supervisory needs arise from: inadequat e skills, knowledge and attitude conflict between organizational and individual goals work and personal situation Jack of motivation Making a Supervisory Pion The following are tbe steps in making a supervisory plan (Public Health Nurse · Manual on Supervision, DOH): 1. The nurse conducts a situational analysis focusing on supervisory needs assessment. lnformaliou regarding supervisory needs of the workers can be taken from the following; Review of records and reports Observation of the person at work Interview of the wo-rker Interview of co-workers and clients of the worker in the community 2. Supervisory needs and problems may be prioriti;,:ed based on the following criteria: Degree of importance or urgency of the problem/need Activities/strategies needed to meet identified needs Availability of resources needed to meet identified need Magnitude and e:-. 'tent of the problem/need Time frame to carry out actions 3. Set objectives. 4. Select activities, strategies and resources needed to meet identified objectives. 5. Identify indicators for evaluation. Met the needs Perfo1·mance increased Improved quality of service 239 