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