Supervising Certified People

Supervision in financial services regulated entities is no longer exclusive to the financial and mortgage advice sector. By December 2019, the majority of all firms will have certificated staff. And with certification comes responsibility and accountability. Many of your staff whose role it will be to supervise and assess certificated individuals will never have supervised before in the way the regulator expects them to.

Now is the time to ensure that your supervisors of staff really understand what is and will be required of them. Firms will be delegating day to day management of people to team leaders, heads of desk, departmental heads but the FCA will be looking at organisational charts and
responsibility maps to understand who is carrying the can for ensuring staff behaviours are aligned to their expectations.

Would you want to be accountable for the competence of Certificated Individuals if
your supervisory staff had not been trained to carry out their role in the way that will
satisfy the regulatory requirements?

Whilst supervising others is always a challenge when you are trying to manage your own role and support a team, understanding your responsibilities and the regulatory requirements of being a supervisor, will help to embed the fundamentals into your day to day working.

We know from experience that too often supervision and competence assessment are viewed as a “tick box exercise” using tools such as annual appraisals or file reviews to establish competency but this isn’t sufficient to the regulator or supportive of the long term future of a
business.

Changing roles and responsibilities of a supervisor

• Landscape changes of supervision and how
Certification is set to increase pressure upon supervisors
• Links to TCF and wider issues for the firm and senior managers (compliance monitoring and senior managers oversight)
• Spans of control
• Supervision in practice – Changing levels of necessary supervision

Assessing competence

• Competence Standards
• Process for attaining competence
• Using the ORCE model to capture evidence

Monitoring competence

• Benefits of monitoring
• Risk based format for establishing appropriate levels of supervision
• Activities which can be used to provide evidence of monitoring

Reviewing performance

• Using the performance appraisal as part of supervision
• Using the SMART model to save you time

Developing competence through coaching

• Coaching using the GROW to save time and
improve performance

Review and action plan

• What do you have to do differently and how will you start

This session will be delivered by Anthony Epstein. 

After qualifying as a certified accountant, Anthony moved into risk and compliance in 1990. Anthony has worked in and with niche private banks and global investment management firms both in the U.K and Europe, providing them with business orientated risk and compliance solutions. Anthony fine-tuned his skills into a consulting service in 2005.

Positions have included CF10, CF11 & CF10a. This experience has focused on advising senior managers with the information they require to successfully meet their regulatory obligations, as well as supporting firms through situations where the organisation had identified issues requiring remediation and resolution.

These roles have provided Anthony with insight and vision, to create and develop a SMCR platform for smaller ‘core’ firms to facilitate embedding and evidencing positive conduct & behaviours. Anthony has recently worked with TISA on developing guidance from the perspective of the ‘Individual’ in-scope of SMCR and the HR function.

This session qualifies for 3 CPD hours and is endorsed by the CISI for CPD requirements. CISI members pay a discounted rate. To find out how to claim your CISI member rate please email training@tisa.uk.com.