metodología de selección y dimensionado de un sssc para el ...
Appendices - SSSC Leadership · 2018. 1. 29. · Group supervision has a number of forms and it is...
Transcript of Appendices - SSSC Leadership · 2018. 1. 29. · Group supervision has a number of forms and it is...
Supervision Learning Resource 63SSSC
Appendices
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Appendix 1: Functions of supervision45
Some aims of the management function
Some aims of the mediation function
• Theoverallqualityoftheworker’sperformanceismonitoredandassured.
• Agencypoliciesandproceduresareunderstoodandfollowed.
• Theworkerunderstandsher/hisroleandresponsibilities.
• Workisreviewedregularlyinaccordancewithagencyandlegalrequirements.
• Recordsaremaintainedaccordingtoagencypolicies.
• Linesofaccountabilityandlevelsofauthorityareclarified.
• Theworkerisgivenanappropriateworkload.
• Time-managementexpectationsoftheworkerareclearandchecked.
• Resources(includingstafftime)areallocatedeffectively.
• Staffneedsarerepresentedtomoresenior management.
• Staffarebriefedaboutorconsultedonorganisationaldevelopments.
• Mediationoradvocacybetweenworkers,withinorbetweenteams,orwithotheragenciesisundertaken.
• Staffarerepresentedoraccompaniedinworkwithotheragencies.
• Staffareinvolvedinteamdecisionmaking.
• Complaintsaboutstaffaredealtwith.
Some aims of the development function
Some aims of the support function
• Toassisttheworkertobuildprofessionalcompetenceandcapabilities.
• Appreciateandassesstheworker’stheoreticalbase,skills,knowledgeandindividualcontributiontotheagency.
• Exploretheworker’svaluebaseinrelationtorace,genderetcanditsimpactonhis/herwork.
• Supporttheworker’scapacitytosetprofessional goals.
• Enableaccesstoprofessionalconsultationinareasoutsidethesupervisor’sknowledge/experience.
• Providesummativeandformativefeedbacktotheworkeronallaspectsoftheir performance.
• Supporttheworker’sabilitytoreflect,generaliselearningandencouragecommitmenttoongoingCPD.
• Tovalidatethecomplexityoftheworker’sprofessionalandpersonalresponses.
• Toclarifyboundariesbetweensupportandcounsellingandthelimitsofconfidentialityinsupervision.
• Tocreateasafeclimatefortheworkertolookather/hispracticeanditsimpactonher/him.
• Debrieftheworkerandgivetheworkerpermissiontotalkaboutfeelings,especiallyfear,anger,sadness,repulsionor helplessness.
• Helptheworkertoexploreemotionalblockstothework.
• Toexploreissuesaboutdiscrimination,ina safe setting.
• Tomonitortheoverallhealthandemotionalfunctioningoftheworker,especiallywithregardtotheeffectsofstress.
• Helptheworkerreflectondifficultiesinrelationships,assistinresolvingconflict.
45Morrison,T.(2005)StaffSupervisioninSocialCare:Makingarealdifferenceforstaffandserviceusers,3rded.,Brighton,PavilionPublishing
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Appendix 2: ENABLE Scotland: template used to record supervision
Support and Supervision for Personal Assistants May 2015
Thesignaturesconfirmagreementthatthisformisanaccuraterecord. PersonalAssistant’sname______________________________________________
PAsignature_________________________________________________________
LineManager’ssignature_______________________________________________
Areyouuptodatewithusingyourannualleavethisyear?Howmuchleft?
____________________________________________________________________
Dateofsession______________________________________________________
1. Choose areas that you would like to discuss.
Forexample:WorkorpersonalorprofessionalissuesthatmightaffectyouHowyoucontributetotheteamSupportyouwouldliketohelpyouachieveanyplanstodevelopTeamdynamics-howtheteamisworkingtogether.Anythingthatwouldhelpyoutobemoreconfidentandcompetentinyourcurrent role Ideasfortheteam,peopleyousupportSupportthatwouldbeusefultohelpyouresolve/copewithanyworkissues.Anythingelse?
PAcomments
Line manager comments
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What have you tried? What are your successes?What are you pleased about?
2. Completed ACTION PLAN since the last individual supervision session
DoyouneedtoupdatetheServiceDesign,SupportStrategiesorRiskAssessmentsbasedonwhatyoulearnt?Putthisintoyouractionplanifyouneedtochangeanything.
3. An update on the person you support’s progress towards their personal outcomes.Anygoodstoriesofhowyou/othersaresupportingthepersontowardstheirpersonaloutcomes?(forexample,Supportingthepersontotakemorepowerandcontrol?)
Any concerns?
PAcomments:
Linemanagercomments:
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Date Training/Learning that I completedAnyspecificlearningIdid(egread an article, tried a new approach at work/saw something on TV, went to learning/sharing session/attended training/heard something new at a team meeting)
How long did you spend? Eg 1 hour or half day
How do I use this learning in my practice?
4.Reflection/LearningLog
Whatothertraining/learning/supportdoyourequireforyourrole?
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(IfyouarecompletinganSVQorotherawardpleasebringalongyourcurrentprogressreportfordiscussionwithyourlinemanager)KeepasevidencefortheSSSC
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Please write down any feedback you have received. (This could be from the person you support/family/other team members/other professionals/line manager)
5. Feedback
Linemanagercomments:
____________________________________________________________________
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____________________________________________________________________
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Whatdidyoulookatsincethelastsession?:
Whatarethekeypoints?PAcomments
Pleasegiveexample(s)ofhowyouputthisintopractice?Anychallengeyouface?PAcomments
Whatsupportwouldhelpyouandyourteamtounderstandandputthis into practice at work?
PAcomments
Linemanagercomments:
6. Progress in, for example, using a Policy (or SSSC Code of Practice/part of a Service Design or Support Strategies)
7. FUTURE ACTION PLAN that you are now going to work onLeavethisblankuntilyoursupervisionsession.
Based on what we know, what should you do next?What will you focus on to help the person/people move towards personal outcomes?
1.
2.
3.
4.
5.
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Engaged: I showed in my work that……
You sign
Line Manager sign-off
Established: I showed in my work that
You sign
Line Manager sign-off
Iamcommittedtomakingapositivedifferencetothelivesofthe people I support
I notice the strengths, knowledgeandex-pertise of the people I supportandcarers
IamcommittedtomakingsurethatthepeopleIsupportdirecttheirownlivesandachieve their personal outcomes.
Ideliversupportinawaythathelpsthepeople I support to achieve their personal outcomes
Ivaluethecarersandfamilies of the people Isupportasequalpartners
IworkwiththepeopleI support, their carers andotherstopromotepositiverisktaking
I recognise the strengthsofindividuals,familiesandcommunities.
I help people to connectwiththeirlocal communities or communities of interest
IamawarethatImustmakesurethatchildrenandadultsareprotectedfrom harm
Iremainfocusedonthe personal outcomes of the people I support whenfacedwithconflictingpriorities.
8. Professional Development:
My Strengths/Competencies: Fillupthispageovertimeattheendofsupervisionsessions/teammeetings/observations.Whenyouandyourlinemanageragreethatyoushowedthestrengththroughaspecificpieceofwork–bothsignit.Whenthestrength/competencyissignedoffyouhaveachievedit–congrats!
EMPOWERING PEOPLE - enabling people to lead their own lives
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Engaged: I showed in my work that……
You sign
Line Manager sign-off
Established: I showed in my work that
You sign
Line Manager sign-off
Iunderstandtheimportance of relationshipsandvalueotherpeople’sdifferentideasandperspectives
I recognise the positive valueofdiversityanduse it to improve the qualityofmyownpractice
IbuildpositiverelationshipswiththepeopleIsupportandcarers
IconstantlycheckthebalanceofpowerinmyrelationshipswiththepeopleIsupportandIworktomakesurethattheyhavethepowerandcontrol
Ibuildgoodworkingrelationshipswithpeoplefromdifferentbackgrounds,withpeopleindifferentrolesinENABLEandcolleagues in partner organisations.
Itakeactivestepstobuildpositiverelationshipstodevelopnetworksandpromotepartnershipworking.
I put the personal outcomes of people supportedbyENABLEfirstandknowthatIneedtoworkwithcolleagues in other organisations to achieve this.
I put the personal outcomes for people supportedbyENABLEfirst.Iworkwithcolleagues in other organisations to overcomeanyareasofconflicttoachievethis.
Iunderstandtheimportance of relationshipsandvalueotherpeople’sdifferentideasandperspectives
I recognise the positive valueofdiversityanduse it to improve the qualityofmyownpractice
WORKING IN PARTNERSHIP - working together with the people I support and other partners.
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Engaged: I showed in my work that……
You sign
Line Manager sign-off
Established: I showed in my work that
You sign
Line Manager sign-off
Itakeresponsibilityformyownlearninganddevelopment.
Ithinkabouttheeffectthatmyactions/words/approacheshavehad
Ithinkabouthowmylearningmakesadifferencetomypractice.
Iactivelythinkaboutwhatformalandinformallearningwouldhelpmeatmywork
Iactivelyparticipateinlearning opportunities withinandoutwithmyworkplace
IshowhowIhaveusedmylearningtoimprovewhatIdoatwork
Icontributetothelearninganddevelopmentofothers.
I promote the learning anddevelopmentofothers
Ikeepmyrequiredlearninguptodate
Isharegoodpracticeandgoodstoriesaboutwhatworks
LEARNING/REFLECTING – actively involved in continuous learning and improvement
Checkwww.continuouslearningframework.comtochooseanothercompetencywhenyouhaveshownthatyouusealloftheaboveonessuccessfully.
©ENABLEScotland2015.Pleasecontactl&[email protected]/quote
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Appendix 3: Some questions to help the contracting process46
Howwillyouknowthatyouaregettingwhatyouwantfromsupervision?
HowwillIknowthatsupervisionisusefultoyou?Howwillyouletmeknowthatsupervisionisontrackforyou?
Supposingwe’vebeenmeetingforthreemonths,whatelsewillyouhopetobegetting from supervision?
Howhaveyoumadesupervisionusefulforyourselfinthepast?
Howwouldyouletmeknowifweneedtodosomethingdifferent?
WhatdoIneedtoknowaboutyourwayofworking?
Howwillyouknowthatyourwayofworkingismovingforward?(thiscanleadtolookingatstrengthsandhowtheydevelopandinfluenceclientoutcomes)
Whatkindsofcases/situations/problemsareyougoodatworkingwith?Whatwouldpeopleusingservicessayaboutyourwayofworking?
Whatsituationsaretoughestforyouandhowwillyouknowthatyouaremovingforward?
Whatdoyouknowabouthowyouarewhenyouare:
•stressedordistressed•bored•confused•isolated•overwhelmed?
WhatisthemosthelpfulwaythatIcouldrespondtoyouasasupervisorwhenthishappens?
IfIweretofeelanxiousaboutwhatIhearaboutthewayyouwereworkingwithaparticularcase,howwouldyoulikeustohandlethatsituation?Ifsuchathinghashappenedtoyoubefore,whathaveyouappreciatedaboutthewayyoursupervisorhasdealtwiththesituation?
46Rothwell,B(unpublished)
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Appendix 4: Preparing for group supervision
Group supervisionisnotasubstituteforindividualsupervision.Itisasupplementtotheone-to-onesessionyoumayhaveonaregular,ifnotfrequent,basisandcanbeausefulwaytoachieveimportantconnectionswithyourcolleagues. Groupsupervisionhasanumberofformsanditisveryimportantbeforeanyoneparticipatestheyunderstandandagreewiththearrangementsforcreatingasafeandusefulenvironmentforthegrouptodoitswork.Groupsupervisionwilloftenbefacilitatedbyamanager/supervisor,althoughtheextenttowhichtheywillleadthegroupwillvary.
Thispaperworkisintendedtohelpyouthinkaboutyourownparticipationingroupsupervision,soyoucanmakethemostoftheopportunity.Thinkaboutthequestionsandwritedownyouranswerssowhenthegroupcreatesasetofrulestooperatebyyouareabletocontribute.
1. Whenhaveyoubeenpartofagroupthatyoufeltyoubenefittedfrom? (Thismightnothavebeenaworkbasedgrouporaformalgroup).2. Whatwerethebenefits?Whatdidyougainfrombeingpartofthegroup? Forexamplefeelingunderstood;knowingotherswerehavingthesameexperience.
3. Howdidgroupmembersbehavesothatyoubenefitted? Forexamplelisteningtoyou;sympathising.4. Howdidyoubehavesothatyoubenefittedfrombeingpartofthegroup? Forexamplelisteningtoothers;askingforadvice;sharingexperiences.5. Whatwouldhavemadeitdifficulttobenefitfromthegroup? Forexamplenotattendingregularlyenough;notknowingeachotherwellenough.
Nowspecificallythinkaboutagroupoperatingatwork.
6. Whatwouldyourbesthopesbeforasupervisiongroup?Howcouldyoubenefitfrom participating in one?
7. Whatcouldyoudotohelpothersbenefitfromthesupervisiongroup?8. Whatcouldthefacilitatingmanager/supervisordotohelpeveryonebenefitfrom
the supervision group?9. Whichofthefollowingactivitieswouldyoulikethegroupsupervisiontoinclude?
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Beingabletoshareideasaboutworkingwithpeopleusingserviceswithotherswhodoasimilarjobtoyou.Beingabletotalktoothersabouttheimpactoftheworkonyou.Beingabletocompareyourexperiencesoftheorganisationwithyourcolleagues.Beingabletohelpotherswithproblemsolvingorgeneratingideas.Hearingfromyourmanager/supervisor–expectationsandfeedback.Hearingfrompeoplewhocanhelpyoulearnandimproveyourpractice.Beingabletoraiseissuesabouttheworkyoudoanddiscusshowto resolve or manage them.Beingabletofeedbacktotheorganisationaboutwhatisworkingwellandwhatisnot.
10.Whichofthefollowingimpactswouldyoulikegroupsupervisiontohave?
Feelingconnectedtothewiderteam.Feelingthatyourworkisnoticed,understoodandappreciated.Beingclearaboutwhatyouaredoingandhowyouaredoingit.Knowingthatyouareworkingintherightways.Feelinglikeyou’vehadabreathingspace.Understandingwhattheorganisationexpectsofyou.Feelingthatyourconcernshavebeenheard.Beingclearaboutwhatactionswillbetakenbyothers.Understandingthewidercontextoftheworkyoudo,anditsimpactonyouandyourclients.
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Appendix 5: Clackmannanshire and Stirling Council’s template
Group Supervision Record
Practice Standard:•Eachsupervisionsessionwillbeformallyrecordedandheldassupervisionrecordbylinemanager,casediscussionanddecisionwillberecordedinserviceuserfiles.
Service/Team:
DateandTime:
Supervisor/GroupFacilitator:
Staffpresent:
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Agenda(IncludePlanforSessionandOutlineofGroupLearningMethods)
1.
2.
3.
4.
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6.
7.
8.
9.
10.
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Issues Noted: Actions Agreed: Outcome:
Review of Previous Session – Decisions, Actions and Progress Made
Key Information Shared:
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Issues Noted: Outcome: Actions Agreed: Outcome:
Practice/Service Discussion
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Presenter Description of Practice
Discussion Points
Learning Points
Actions Timeline
ReflectivePracticeDiscussion
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Learning and Development:
Staff Safety/Welfare:
Date of Next Session:
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Appendix 6: Performance management framework48
48Rothwell,B(unpublished)adaptedfromandbuildingontheworkofTonyMorrisonandJane Wonnacott
Performance area Evidence and comments
Clearon(professional)role(includingvaluesandethicsofrole).
Hasanappropriaterelationshipwith(theright)serviceuser
a)Usesownauthorityappropriately.b)Respondsappropriatelytotheauthorityofothers.
Engageswith/addressesissuesofdiscrimination/oppression.
Isself-awareandself-regulating.
Isaccuratelyempathic/engages/cantakeotherperspectives.
Demonstratesaccuracyandrelevanceinobservationandinformationgathering.
Isabletoanalyseandsynthesiseinformation.
Devisesandexecutesappropriateplans(caseworkandworkload).
Interventionsareskilful,thoughtfulandpurposeful.
Progressestasksappropriately.
Demonstratesefficiencywithadministration,includingrecording.
Haspositivea)teamandb)multidisciplinaryrelationships(includingtoleranceofdiversity;motivationandsocialskills).
Makesappropriateuseofsupervision
Isadaptable/responsivetotheneedforchange.
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Appendix 7: Fife Council Supervision Training
InMay2012aworkinggroupofmanagersandsupervisorsfromacrossthesocialworkservicedevelopedanewprocessandrecordingformatforsupervision.Theaimwastoprovideconsistencyinthesupervisionprocess,createarecordingprocessthatsupportedcleardecisionmakingandaccountabilityforactionsandencouragediscussionoutwithdirectcasemanagement.
Thegroupagreedthesupportingdocumentationforsupervision.Thisconsistedofasupervisioncontractandformstorecordthedifferentelementsofsupervision:PartAfocusingonperformancemanagement,PartBcoveringthemainsupervisionagendawithafocusonthestaffmemberandPartCtorecordspecificcasediscussionsanddecisions.TherewasalsoanagreedTransferSummaryFormforwhenstaffhadachangeinsupervisor.Thiswouldallowthenewsupervisoranoverviewofanykeyareas,inparticularinregardtoattendance,performanceandanyagreeddevelopment.
Briefingsessionswereheldandaonedaytrainingcoursedevelopedtosupportsupervisorswiththenewprocessandrecordingformat.
Review of training needs
InNovember2013asurveywascarriedouttogainanoverviewofstaff’sperceptionoftheirsupervisionandtoascertainhowconsistentlythesupervisionprocesswasimplemented.Thesurveywasdistributedto3,670staffandachieveda9.6%return.Resultswereanalysedinserviceareasandreportedbacktoservicemanagers.Thisallowedmanagerstoconsiderwhetherfurthersupportoractionwasrequired.Attendanceattraininghaddroppedasthemajorityofsupervisorswerenowfamiliarwiththeprocess.This,togetherwithfeedbackfromthesurvey,madeitapparentthatthetrainingneededtoberedevelopedtomeetchangingneeds.Trainingsessionshadtobeadaptedtobeeffectivewithsmallergroups.Commentsfromthesurveyhighlightedtheneedforafocusonsupportingthe‘quality’ofsupervision.Itwasapparentthatqualitysupervisioncouldnotbeachievedthroughformsorprocessesbutneededsupervisorstouseparticularskillsandapproaches.
Withthisinmind,anewsuiteoftrainingforsupervisorswasdeveloped,consistingofthreeseparatemodules:
• ahalfdayfornewsupervisorsfocussingonthesupervisionpolicyandpaperworkforrecordingsupervisionsessions
• ahalfdayfocussingontheperformancemanagementelementofsupervision,includingthebenefitsofperformancemanagementsystems,settingSMARTobjectives,theimportanceofrecognisinggoodperformance
• afulldaylookingatsupervisionpracticeskills.
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Thefollowingskillswereidentifiedfortheonedaycourse.
• Leadership–whatisthedifferencebetweenbeingamanagerandaleader,whatarethedifferentleadershipstyles,identifywhatkindofleadertheyare,recognisetheneedtousedifferentleadershipstyleswithdifferentstafforsituations,FrenchandRaven’stheoryofpowerinrelationtothemselvesandtheinformalleadersinthe team.
• Communication–includingquestioningtechniques,activelistening,givingpositiveandconstructivefeedbackratherthanaccoladesorcriticism,havingdifficultconversationsandbeingassertive.
• Empathy.• Motivation–introducingmotivationaltheories,forexampleequitytheoryandHerzberg,anopportunitytoidentifytheirownmotivationdriversandhowanunderstandingofother’sdriverscansupportstaffmotivation.
• Decisionmaking–beingawareofdifferentfallaciesandlookingatdecisionmakingprocess.
• Groupsupervision–discussiononthebenefitsofgroupsupervisionandwherethiscanbeeffective.
Current position
Feedbackonthenewsupervisionskillstraininghasbeenpositive.Commentshaveincluded:
‘I found the information helped me to have a clearer understanding of good supervision.’‘This allowed me to think through how to deal with different situations within supervision.’‘It has helped to focus and get more from my team’s supervision. I am now considering the impact of group supervision as a tool.’
AfurthersurveywascarriedoutinMay2015.Thiswasmorein-depththanthe2013surveyandsupervisorshadtheopportunitytocommentonprovidingsupervisionaswellasonthesupervisiontheyreceive.Italsorecognisedsupportoutwithformalsupervision.Thissurveyresponserateincreasedtoa26%return.
The2015surveyhighlightedthatalthoughtherewasstillroomforimprovement,generally,therehasbeenanincreaseintheimplementationofthesupervisionpolicyandprocessaswellasthequalityofsupervision.Therewasa28%increaseinthenumberofstaffwhoinresponsetothequestion‘Overall,howusefulandvaluedissupervisiontoyou?’chosethestatement‘Very,Ifeelverypositiveaboutmysupervision’.