Topics: Best practice, Skill, Need Pages: 5 (1264 words) Published: October 25, 2014
Supervision is a process in which a worker is given responsibility to work with another to meet organisation, professional activities. The purpose of professional supervision gives the opportunity for employer and worker to come together to reflect on work practise and reflect and evaluate their work through discussion, report and observation. When I undertake any supervision my aim is to identify solutions to any problems, improve practise and increase understanding of any issues. I will cover such topics for example workload, training, skill and competence. I will also give positives and praise good practise. The objectives are competent, accountable performance, continuing professional development and personal support. Supervision addresses the need to develop knowledge, skills and the need to be concerned with quality. Covers the need to ensure that professional standards are maintained and policies and procedures are followed and understood. Also support staff through learning from experience and reflective practise.

In terms of theories and models of professional supervision.

Davys and Beddoes 2010 supervision model integrate management and development and uses a triangle with each point having a supervisor function. 1) managing service delivery, 2) organisation policies, procedures and protocols, 3)quality and quantity of work decisions and priorities .

For this model, (Stoltenberg and Delworth, 1987) it is necessary to modify the relationship to meet the supervisee's needs based on their current developmental level. Supervisors employing a development approach to supervision need to be able to accurately identify the supervisee's current stage of development and provide feedback, support appropriate to that developmental stage, while at the same time assisting the supervisee's advancement to the next stage.

Haynes, Corey, and Moulton, 2003 For example, supervisees at the beginning or novice stage would be expected to have limited skills and lack confidence, while middle stage supervisees might have more skill and confidence and have conflicting feelings about perceived independence/dependence on the supervisor. A supervisee in a later developmental stage is expected to employ good problem-solving skills and be reflective about the counselling and supervisory process.

There are a number of theories and models within my own work settings we use not one in particular, but parts of many to mold into a supervision which falls in our line of work

Agreed ways of practice have influenced our supervision by the requirements of CQC we can ensure that staff are supported within the company and codes of practice followed, supervisions are one of the ways we meet that requirement. It is also within the workers contract to have supervisions every 6 to 8 weeks, but for new recruits we like to give as much support as possible and see them fortnightly for the first 6 months of working, this allows us to monitor and observe performance, skills, communication and possible learning needs of the worker. This supervision also helps to recognise any training needs or issues can be picked up and addressed. As an organisation we are inspected by CQC. Then we can evidence Supervisions for workers and have addressed any potential needs, which may have been identified

Findings from research and reviews are used within professional supervision, as serious safeguarding and possible loss of life can and have happened, by putting into supervisions a more emphasis on learning lessons and improving practice. Giving support to workers and building up a relationship that, they feel they can talk about any issues they may have or seen. Giving example of case reviews, where there has been a failing and informing of the importance of reporting, for example the undercover footage by the BBC by staff to residents with learning disabilities at winterbourne view hospital. Through setting out a set and clear questions within the...
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