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Summary Supervision
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Supervision and supervising
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UNIT 11 – SUPERVISION1. Supervision is the relationship between the employer, employee and the
organisation as a whole. Good practice has the benefits of developing,
operating and sustaining good supervision that values the people who
work there and the people it offers services to (www.scie.org.uk). It
needs to be embedded into the organisations’ culture to achieve
positive outcomes. The principles are the guidelines which are applied to
supervision such as staff being entitled to the highest standards and
building a professional relationship. It is a complex and demanding task
that requires training and supervisors should be a role model for their
staff (Diploma in Leadership for Health and Social Care…Nelson Thornes
2012) and should be a good mentor. Supervision should involve
reflection, progression and development with positive outcomes and
realistic goals. It should have a clear model framework and outline the
process, its functions and the role of the supervisor and supervisee. The
scope of supervision should involve accountability of practices and the
support network, any training needs that have been identified and
should promote development and professional practice. Supervision is a
core element of any organisation and promotes good working
relationships as well as identifying developmental and professional
needs and attitudes and is a great way of measuring the morale of your
staff. It also needs to reflect your own policies and procedures such as
Health & Safety and Safeguarding, and helps to identify changes in
policies and best practices. It also acts as a source of personal support,
especially when there are grievances or conflict and doesn’t always have
to be formal. The supervision record is a very valuable tool as it is used
as part of an employees’ development plan and progress, involving
clearly defined goals following action plans for the best possible
outcomes. Supervision helps to monitor your staff and to offer team
support and identify the morale as a whole. Through supervision, we can
make sure that we are meeting regulatory requirements and also
meeting the service-user needs and complying with legislation.
2. There are many theories of professional supervision and are from many
different backgrounds such as sociological, management, developmental
, etc… Solution-focused approach is a focus on the positive using goal
identification. Developmental recognises that the supervisee is ‘growing’
and centres around the developing skills. Many of these theories may be
integrated and involve sharing elements in combining commonalities
into a fundamental framework. Outcomes-focused supervision focuses
on the impact of making a positive outcome and what differences has it
made and identifying skills and strengths. At my practice, our model
consists of four main functions of supervision which are Management,
Development, Support and Mediation using the Appraisal Cycle. In my
experience, developmental theories are beneficial, as it provides a clear
framework of how the individual is developing and which links directly to
the outcomes-focused theory. Through regular supervision it identifies
where they are at in the development and where they were and where
they would aspire to be. It follows a direct path of development and is
measurable to achieve the desired outcomes.
3. Legislation requires that we carry out appraisals and formal/informal
supervisions. An appraisal should be carried out annually to inform the
individual of any organisational changes and realistic goals which need
to be achieved. These must be formulated within the culture of the
organisation (www.qcs.co.uk/control-of-standards-appraisal/) including
standards of behaviour, skills and knowledge. We must also comply with
the supervision policy and procedure which determines the expectations
of each worker and sets out their roles, responsibilities and professional
boundaries(http://www.ukqcs.com/MyAccount/Docs.aspx?
section=Human%20Resources) . The supervision is an agreement of
standards of work and development and the policy explains what is
expected and how this is achieved. It provides consistency with agreed
ways of working and involves topics such as rota, grievances, health &
safety, personal development, time-keeping and attendance, working
with colleagues and feedback. It helps to promote safe, consistent best
practice and is monitored throughout. It helps to eliminate conflict and
bad practice and when used correctly it is a formidable structure which
offers emotional support, professional development and personal
values.
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