1. 2012 OCASI
Professional Development Conference
Becoming an Effective Supervisor
JUNE 14, 2012
(C3 & D3)
FACILITATED BY:
DEBORAH G. HEADLEY
Email: nta@ca.inter.net Telephone: 416-691-1411
Shoppers World Postal Outlet 3003 Danforth Ave. Box 93590 Toronto, Ontario M4C 5R4
Copyright © 2012 Deborah G. Headley, Network for Therapeutic Alliances. All rights reserved. No part of this work may be
reproduced, used in any form, or distributed by any means without the written permission of Network for Therapeutic Alliances.

2. Effective Supervision Practice
Goals
Identify the principles and policies that guide inclusive supervision practices
Define the purpose and core functions of supervision
Describe the roles and responsibilities of supervisors and employees
Describe the qualities of an effective supervisory relationship
Guidelines
Confidentiality
Respect & Sensitivity
Saying No/Participation
Making Mistakes/Compassion
Having Fun
Agenda
Welcome and Overview
Goals/Guidelines/Agenda
Guiding Supervision Practice
Purpose and Core Functions of Supervision
Roles and Responsibilities in the Supervisory Relationship
Closing and Evaluation
2

3. Effective Supervision Practice
Rationale
‘Supervision is a process by which one worker is given responsibility by the
organization to work with another worker(s) in order to meet certain
organizational, professional and personal objectives which together
promote the best outcomes for service users’ (M.Harries, 1987, Discussion
Paper on Social Work Supervision).
Factors
Principles, policies and practices of organization
Supervision model that is used
Beliefs and practices about staff development
Professional expectations
Function
Supervision ensures that….
workers are clear about their roles, responsibilities and accountabilities
workers are meeting the agency’s objectives and standards, and that
clients’ best interests and user outcomes are being met
workers are supported in managing the demands of the workload and
that those demands are appropriate
worker competencies are being developed, challenges identified and
strengths recognized
3

4. Effective Supervision Practice
Structure & Process
Relationship Building
Engagement
Expectations
Boundaries
Competency Development Workplace Challenges Evaluating Progress
Strengths Clients Monitoring
Gaps Feedback
Colleagues
Limitations Evaluation
General Issues
Supervisory Relationship
Safety: share, reflect, problem solve
Structure: as a shared responsibility that focuses on the worker
Development: professional goals, competencies, ethics
Validation: worker’s sociopolitical experiences in an egalitarian exchange
4

5. Effective Supervision Practice
Supervisor Roles
Counsellor
Teacher SUPERVISOR Mentor
Manager
Supervisor Responsibilities
Uphold and model the principles, policies and practices
Demonstrate competency in areas of practice
Engage worker in a positive, egalitarian relationship
Guide, assist, monitor and evaluate
5

6. Effective Supervision Practice
General Supervisor Competencies
Conduct supervision in private and ensure that issues of confidentiality are
clearly communicated
Ensure that the purpose, expectations and structure of supervision are
clear to staff
Maintain clear and accurate records
Engage in own development work
Cross Cultural Supervisor Competencies
Awareness:
• identity, worldview and values
• one’s power and privileges; experiences of oppression
• attitudes about learning and growing in a work environment
Knowledge:
• dimensions of diversity and their intersectionalities
• worldview and socio-political experiences
• cross cultural dynamics
Skills:
• cross cultural interventions
• identifying and intervening in institutional barriers
• inclusive and equitable methods for and handling conflict
6

7. Effective Supervision Practice
Employee Responsibilities
Demonstrate commitment to working towards growth and development
Actively engage in a positive and professional relationship with supervisor
Conduct work in a professional and ethical manner
Seek and use feedback to meet client needs and agency objectives
Be prepared to meet expectations…..for each session
Be accountable for own growth and development
Maintain knowledge and skills in areas of competencies
Take responsibility for own your mistakes
Action Plan
What is a next step I will take as a result of this workshop?
What are the resources I can access to achieve my next step?
7

8. References & Resources
Centre for Addiction and Mental Health (2009). Clinical supervision handbook: a
guide for clinical supervisors for addiction and mental health. Toronto: Retrieved
from
http://knowledgex.camh.net/amhspecialists/guidelines_materials/Documents/Clini
cal_Supervision_Handbook.pdf.
Hughes, J. M. (2010). The role of supervision in social work: a critical analysis. Critical
Social Thinking: Policy and Practice, Vol. 2. Retrieved from:
http://www.ucc.ie/en/appsoc/research/cstj/CSTJournalVolume22010/Theme2Socia
SocialWorkPra/JeanneHughes.pdf
NHS Lanarkshire (2010). Professional/clinical supervision handbook for allied health
professionals. Retrieved from
http://www.lanpdc.scot.nhs.uk/Resources/Lists/Publications/Attachments/52/Prof-
Clini-Super-%20AHPS(2).pdf.
Smith, K. L.(2009) A brief summary of supervision models. Retrieved from
http://www.gallaudet.edu/documents/academic/cou_supervisionmodels[1].pdf
Sheafor B. W. & Horejsi C. R. (2008) Techniques and guidelines for social work
practice. 8th ed. Toronto: Pearson Education, Inc.
Social Care Association (2009). Supervision in social care. Retrieved from
http://www.socialcareassociation.co.uk/Portals/0/Public%20Docs/Supervision%20in
%20Social%20Care.pdf.
Sue, D.W. and Sue, D. (2007) Counselling the culturally diverse: theory and practice
5th ed. Toronto: John Wiley & Sons, Inc.
8

9. TRAINING & EDUCATION
Network for Therapeutic Alliances: For more information, call 416-691-1411 or email
nta@ca.inter.net
Courses: Clinical Workshops: Clinical
Cross Cultural Counselling for Understanding violence Against Women by
Counsellors: Introduction; Intimate Partners
Individuals & Family; Groups; Working with Abused Women: Overview
Communities; Documentation; Working with Children Exposed to Violence
Supervision The Impact of Violence on Child Development
Feminist Group Development and Group
Counselling Skills: Interviewing; Process
Assessment, Community Services Values, Ethics & Professionalism
and Referral; Theory, Methods & Working with Families and Children with
Documentation Special Needs
Workshops: Organizational Working with Youth/Transitional
Understanding Identity and Workplace Aged/Newcomer Youth
Dynamics Understanding Identity, Diversity and
Inclusive Conflict Resolution Workplace Dynamics
Principles, Policies and Practices in Welcoming Diversity in the Classroom
Inclusive Organizational Change Cross Cultural Counselling: Competencies &
Board Governance: Overview, ARAO Practice
101, Leading for Inclusive Documentation through a Cross Cultural Lens
Organizational Change Inclusive Supervision Practices
Staff Hiring and Recruitment
Establishing Inclusive Group Norms
Planning for Inclusive Organizational
Development
Leading Inclusive Organizational
Development
Strategies for setting up a Diversity
Committee
9