Professional SUPERVISION Overview and refresher of FCRC professional supervision program

Supervision comprises Competent , accountable performance Continuing professional development Personal support This is a review of the original training

benefits are multiple organisational Professional Personal

PROCESSES Clinical reasoning Reflective practice Better outcomes Confidence Safe practice Support for others Reflective practice Awareness Questioning Better outcomes Workforce retention Consistent outcomes for the client Cohesive organisational practice Outline that these things are a part of professional as well as line management supervision

Organisation Policies Responsibility for client outcomes (casework) Support Strategies Responsibility for staff Better outcomes

Contracting employee Supervisor supervisee Casework excellence Workplace employee External Supervisor supervisee link Casework excellence Counselling excellence

Consider adults theorists reflectors pragmatists

What is the preferred learning style of your supervisee?

Declaration of Supervisee Rights As a supervisee, you have the right to: Be respected for being a professional Become the professional you can be and want to be (and not a clone of your supervisor) A safe, protected supervision space A healthy supervisory relationship

Relationships Supervisee Supervisor Responsible to practice safely Ability to reflect Wants to support client outcomes Give tools to practice safely Supports supervisee learning indirectly supports workplace

Competence and professional supervision incompetence Unconscious Conscious incompetence Unconscious competence Conscious competence Reflective competence

Different ways of supervising 1:1 Peer / group supervision Remote/ virtual

Working with a group for supervision forming Storming Norming Performing Adjourning Discuss here the FCRC group supervision – there are proforma documents that we use for this – give examples – these could be printed – discuss this in relation to being part of professional supervision – again, discuss limitations and the fact that this is not suitable to be the only way that FCs gain professional supervision

Line management / casework vs professional supervision Line managers have: 1. a responsibility to the organisation, the financial counsellor, the client 2. a direct interest in casework supervision due to the need to have QA Line management supervision = authority and risk management , driven by supervisor Professional supervision = equal relationship of support and learning; driven by supervisee

Overall supervisory relationship Learning styles conversation Relationship development Constructive feedback CPD focus How do you learn best? contracts Confidentiality review evaluation

Lenses of supervision Professional lens Issue lens Relationship lens Learning lens

positive Negative giving feedback Implications Insight/awareness How to give feedback positive Insight/ awareness Negative Discuss feedback – get participants to act in pairs – one telling the other something that is personally important in their work – the other gives negative feedback – swap roles and get the supervisor to give positive feedback and the supervisee to receive positive feedback get pairs to feedback how they felt in giving feedback – and how they felt receiving negative / positive feedback

Peer supervision Agenda/ plan/ input Who facilitates/ how to decide WHAT TO DO; PURPOSE Agenda/ plan/ input Who facilitates/ how to decide PARTICIPATE Who takes part/ who invites Consider terms of reference/ contracts HOW OFTEN Best practice Replacing other forms of supervision Get people to discuss in groups – what is the benefit of peer supervision – identify why this could be part of professional supervision – what are the limitations of peer supervision? -

Remember… Supervision in its different forms facilitates competent, accountable performance, continuing professional development and personal support