Four Functions of Supervision (Adapted from Morrison 2010) Management: Development: Knowing the supervisee & helping them assess Helping The supervisee to reflect on out work and how well they are fulfilling their role themselves in their work, so that they can learn and adapt. Role & Task Clarity (own & other agencies) Appraisal Policy and Procedures understood Help the worker develop skills and competence Expectations are clarified Understanding the workers theoretical base, knowledge, skills & values Quality assuring and giving feedback Understanding the workers learning style and Audit & compliance monitoring blocks to learning The worker understands the limits and use Supporting the worker in setting professional of personal, statutory & agency authority goals Plans are reviewed and are completed Regular feedback and reflection on themselves within the agency & statutory framework at work Standards of record keeping are maintained Learning from success & mistakes The worker understands the tensions & Supporting the application of theory in practice limits to autonomy & accountability and when to consult the Supervisor Feedback to the supervisor about how The workload is appropriate supervision works for them and how it could be improved. The work in undertaken within a safe environment Support: Mediation: Helping the supervisee process the emotional Helping the supervisee to negotiate their relationship impact of the work we do with the social and organisational context of our work Validate the worker as a professional & an Negotiate & clarify the teams role & individual responsibilities Clarify the boundaries between Brief managers about resource deficits or support/supervision & counselling. implications Clarify the limitations of confidentiality Help the worker use resources efficiently Support the worker in expressing complex Represent staff needs to higher management & powerful emotions Consult & brief staff about organisational Help the worker explore emotional blocks development within the work Support staff through transitions when change To monitor and attend to the workers levels occurs of stress, motivation & wellbeing Represent, advocate or accompany staff in To explore issues about diversity, work with other agencies discrimination, harassment, bullying in a Involve & support staff in decision making safe setting Provide clarity about what can be influenced To assist the worker in exploring & within the organisation from the role improving difficult/conflicted relationships Advocate with other teams/organisations To clarify when the worker should be Deal sensitively with complaints advised to seek external counselling, and its relationship with performance monitoring
Four Functions of Supervision (Adapted from Morrison 2010) Management: Knowing the supervisee & helping them assess how well they are fulfilling their role Role & Task Clarity (own & other agencies) Policy and Procedures understood Expectations are clarified Quality assuring and giving feedback Audit & compliance monitoring The worker understands the limits and use of personal, statutory & agency authority Plans are reviewed and are completed within the agency & statutory framework Standards of record keeping are maintained The worker understands the tensions & limits to autonomy & accountability and when to consult the Supervisor The workload is appropriate The work in undertaken within a safe environment Development: Helping The supervisee to reflect on out work and themselves in their work, so that they can learn and adapt. Appraisal Help the worker develop skills and competence Understanding the workers theoretical base, knowledge, skills & values Understanding the workers learning style and blocks to learning Supporting the worker in setting professional goals Regular feedback and reflection on themselves at work Learning from success & mistakes Supporting the application of theory in practice Feedback to the supervisor about how supervision works for them and how it could be improved. Support: Helping the supervisee process the emotional impact of the work we do Validate the worker as a professional & an individual Clarify the boundaries between support/supervision & counselling. Clarify the limitations of confidentiality Support the worker in expressing complex & powerful emotions Help the worker explore emotional blocks within the work To monitor and attend to the workers levels of stress, motivation & wellbeing To explore issues about diversity, discrimination, harassment, bullying in a safe setting To assist the worker in exploring & improving difficult/conflicted relationships To clarify when the worker should be advised to seek external counselling, and its relationship with performance monitoring Mediation: Helping the supervisee to negotiate their relationship with the social and organisational context of our work Negotiate & clarify the teams role & responsibilities Brief managers about resource deficits or implications Help the worker use resources efficiently Represent staff needs to higher management Consult & brief staff about organisational development Support staff through transitions when change occurs Represent, advocate or accompany staff in work with other agencies Involve & support staff in decision making Provide clarity about what can be influenced within the organisation from the role Advocate with other teams/organisations Deal sensitively with complaints