Supervision

Principles of Outreach reflective supervision:

Our model of reflective supervision:

  1. sits at the heart of our work linking practice, research and training
  2. deepens and broadens worker’s knowledge and critical analysis skills
  3. enables confident, competent, creative and independent decision-making
  4. help workers to build clear plans that seek to enable positive change for children and families
  5. creates a relationship that helps staff feel valued, supported and motivated
  6. supports the development of worker’s emotional resilience and self-awareness
  7. promotes a learning culture within the organisation

Principles of Outreach reflective supervision:

Our model of reflective supervision:

  1. sits at the heart of our work linking practice, research and training
  2. deepens and broadens worker’s knowledge and critical analysis skills
  3. enables confident, competent, creative and independent decision-making
  4. help workers to build clear plans that seek to enable positive change for children and families
  5. creates a relationship that helps staff feel valued, supported and motivated
  6. supports the development of worker’s emotional resilience and self-awareness
  7. promotes a learning culture within the organisation

Benefits of reflective supervision:

The introduction of supervision models often causes anxieties and leads professionals to feel they have no need for supervision, no time available or no budget – or all three! However The Mulberry Bush Outreach strongly believe, based on research, experience and anecdotal evidence, that supervision models can:

  • reduce staff stress
  • reduce staff absence
  • increase retention
  • develop clarity of roles and tasks across organisations
  • make better use of time
  • increase our understanding of children’s needs
  • help to make better outcomes for children

How does it work?

  • Supervision should be at least once a half-term – i.e. six times per year but ideally monthly
  • Supervision can be set up for short or long term work and can be task-focussed or on-going
  • Sessions will be between 50-60mins in length
  • Supervisees should commit to a minimum of six sessions – additional sessions can be added as needed and these can be informal rather than full supervision
  • All models will include at least a start and finish face-to-face session
  • Confidential brief notes will be kept and shared between supervisee and supervisor (pro-forma to be used)

An initial supervision contract will be drawn up outlining:

  • The focus of supervision, whether there is a specific focus or on-going
  • Times & dates of meeting as well as venue
  • Number of sessions booked
  • How safeguarding issues will be managed, if they arise
  • Reporting issues – what & to whom, if anyone!
  • Payment details