Providing Professional Supervision for Staff

Introduction

In the health and social care sector, supervision of the staff members is mandatory for maximising their performance and retaining the experienced health and social care professionals in order to improve organisational efficiency to serve the best quality care and treatments to the patients. Supervisions is hereby a process of leading the employees towards achieving the organisational success and in the health care institution, through quality supervisions, the health care management team focus on managing their experienced staff and other social workers in the workplace to maximise patient care. The aim of the study is to understand professional supervision in health and social care environments, where the legislative structure and code of conduct are effective to develop quality supervision process. Through the study it is also possible to develop good practice of professional supervisions by engaging the health care staff in the process to ensure the best quality care and organisational excellence to satisfy the ultimate service users. For those seeking deeper insights or academic support, healthcare dissertation help can provide valuable guidance.

Task 1: Understand professional supervision in health and social care environments

1.1 Evaluating theories and models that underpin the practice of professional supervision

Theory of professional supervision

Supervision is the process of developing improved techniques in the workplace, review the performance of the employees in the care settings, create good practices and motivate the health care staff for leading them towards achieving the future success. The health and social care management team, focus on supervising the working activities and employee’s performance in the care home, for identifying their working activities and improving good working practice for achieving the health care objectives. The supervisor is able to identify the productivity and performance of the individuals working in the health and social care settings, protecting the health and wellbeing of the staff by promoting healthy workplace, and developing good strategic planning for achieving the performance objectives. Quality supervision is effective for identifying the risk factors in the workplace as well as develops alternative solutions to ensure the best quality care for the benefits of the service users. The duty of care, interpreting the working activities, creating new planning at the workplace and providing good resources to improve the performance of the health care staff is possible under quality supervision (Maconick et al., 2018). The principle of the professional supervision is to provide the safe, confidential and supportive environment where the staff members of the health and social care institutions can meet their roles and responsibilities by ensuring utilisation of the organisational resources. It is the role of the supervisor to provide access of the organisational resources and gives them suitable working environment to meet their job responsibly (Smikle, 2017).

Advantages of professional supervision

There are several benefits of professional supervisions in the health and social care practice, where the health care management team is able to develop systematic working practice in the health care institution for maximising the organisational objectives. Through quality supervisions in the health and social care service sector, it is possible to encourage the staff members and develop own practice efficiently for protecting their interest and leading them towards achieving the success (Porter and Wilton, 2019). Supervision is effective to review the performance of the staff in the health care home, where the staff member’s activities and performance are monitored through a systematic way. Moreover, the supervisions are beneficial for the health and care managers to encourage the creativity of the staff and motivate them to perform better. There are good communication and cooperation under quality supervisions, where the supervisors aim at managing the team through partnership working practice and good team work and it further provides a scope to the team members to share the skill set and knowledge with each other for better performance (Hession and Habenicht, 2020). Training and development program is also developed under quality supervisions, where the health care home is successful to provide the scope of personal and professional skill development and it retain the staff members in the car home for working efficiently and contributing positively in achieving the organisational goal. Hence, through continuous communication and cooperation, it is possible for the supervisor to retain the experienced staff and develop good team to serve the patients with high quality care and effective treatments.

In addition to this, the supervisor’s skill set such as good communication, conflict resolution, leadership skill as well as critical thinking and problem solving are appropriate to guide and support the health care staff proficiently. The supervisors are able to identify the existing internal conflicts and other issues in the workplace, where critical thinking and problem solving skill are effective to analyse the existing problems and develop suitable solutions for the benefits of the organisation as a whole (Hession and Habenicht, 2020). The supervisors are hereby able to analyse the existing issues and develop creative decision to lead the health care staff members towards achieving the future success. Hence, the supervisors in the health and social care settings are playing crucial role in managing the workplace and leading the staff by continuous guidance and motivation. Through quality supervisions, the supervisors are also efficient to develop ethical code of practice in the health care settings where there is legislation and ethical structure that support the organisational activities to be conducted legally for serving the patients efficiently. Hence, the health care organisations can maximise their reputation and enhance the wellbeing of the individuals by maximising their performance through continuous supervision, where the supervisors are able to manage the workplace activities and improve the productivity and proficiency of the health care staff through suitable support and continuous guidance (Porter and Wilton, 2019). The staff members can develop their personal and professional skill and also through communication, they try to utilise the organisational resource for maximising their performance.

Models of professional supervisions in health care

There are three primary models of supervisions which are development, integrated and orientation specific model. Through these models, it is possible for the organisational in the health and social care settings to develop professional workplace and lead the staff towards achieving the future success by working efficiently and serving the patients with the best quality care.

Integrated model of supervisions

The integrated development model or clinical supervisions is the professional developmental process through which the strategic changes occur in the health care settings, where the supervisors try to develop alternative strategic practices to improve the overall organisational performance. The major three activities under the integrated model of supervisions are such as Self- and Other-Awareness, Motivation, and Autonomy, where it is possible to maximise personal and professional development. Self and other awareness is mandatory, where the supervisor focus on managing each staff in the care setting by identifying their personal needs and preferences as well as their efficiency to perform in the workplace (Cipolotti et al., 2021). It is the responsibility of the supervisor to review individual’s behaviour, their activities and performance so that the supervisor can guide and support the member with the quality training and developmental program and adequate organisational resources. Continuous motivation is hereby important to support the health care staff, where the supervisors review the performance related payment and rewards of the staff members in the organisation, so that it would be possible to create values for the member. Through this practice, the supervisor tries to develop integrated process of supervisions, where every health care worker are engaged and sharing their working practice and knowledge with each other (Pitkänen et al., 2018). Maintaining autonomy and freedom to work as well as maximising personal values are the practice, through which it is possible for the supervisor to manage their working activities and leading them towards achieving the future success. Integrated workplace can be develop through partnership working practice, in which the supervisors try to develop good team work and enhance internal communication to maximise the team performance.

Orientation Specific Models

The orientation specific supervision is also effective where the supervisors try to supervise on the basis of different orientation, that are discussed further,

Psychoanalytic

Psychoanalytic supervision is one of the major practices of supervision where the supervisors try to review the therapy, treatment and other counselling process of the patients, where they ensure that the patients will get the best quality care and treatments. Continuous monitoring process and identifying the performance and productivity of the staff are mandatory for the Psychoanalytic supervisions, and in this regard the supervisor’s quality and experience are important to review the performance of each health care professional (Pitkänen et al., 2018). It is also known as clinical supervisions, where the knowledge, skill and attitude of the workers are reviewed. The treatment process, the workers efficacy to take care of the patients and therapeutic activities are reviewed efficiently.

Cognitive behavioural

It is also another major orientation for effective supervisions, where the supervisor aims at identifying the working practice, internal culture of the care home and person attitude to work with others. It includes building rapport, skill analysis and assessment of the supervisee, setting goals (for the supervisee), and implementation of strategies, follow-up and evaluation. The supervisors try to analyse the personal skill set and knowledge of the individuals as well as identify the team bonding and working activities for promoting partnership working practice in the health and social care institutions. Moreover, the supervisors develop follow up planning and implementing the latest strategic changes in the workplace for leading the employee through continuous guidance and support.

Client centred approach

The supervisors focus on client centred approach where they try to identify and analyse the quality of the health and social care service, which must be developed by empowering the patients in the organisation. Continuous monitoring and guidance to the staff activities are hereby effective to assess the benefits of the working process in developing client centred approach. The supervisors also try to review the patient empowerment in the care plan and also review the performance of the staff through partnership working practice. Hereby, the practice of continuous monitoring, the scope of developing clinical skill set and personal knowledge and developing partnership working by empowering the other health care professionals and also the service user group are reviewed critically for ensuring the client centred approach (Kohan et al., 2020).

Hence, through the supervision models, it is possible for the supervisors to develop effective supervision process and identify and analyse the working process at the care home. It is important for the supervisors to develop an integrated process of supervisions through,

Providing the health care staff with the tools and organisational resources that they require to perform

Providing the adequate training and developmental program, for the staff to enhance their skill and knowledge

Helping the employees in the care home to set their performance objectives and enhancing partnership working practice

Ensuring incentives and rewards for continuous motivation and encouraging individuals creativity

Maintaining transparency and accountability leading the staff towards achieving success through continuous guidance and performance improvement practice

1.2 Explaining the legal and regulatory codes of practice that relate to professional supervision

For professional supervisions in the health and social care, it is essential to follow all the legal and regulatory codes of practice to run the health and social care institutions in a systematic process. The regulations are effective where Health and Social Care Act 2012 is effective to support the service user group with the best quality care and effective treatments. Moreover, the Mental Capacity Act 2005 is beneficial to understand the mental state of the individuals and it further improves the supervision process in long run. It is the responsibility of the supervisor to maintain the legislations related to workplace safety and security so that it would be possible to protect the employees in the care home and create values for them. In this regard, the Health and Safety at Workplace Act 1974 is beneficial to promote health and secured workplace in the care institution so that the staff members and health care professionals can work under quality supervisions and monitoring (Bethell et al., 2018). Additionally, there is Food Safety Act 1990 and Food Safety (General Food Hygiene) Regulations 1995 for ensuring the quality of food and other necessities for the stakeholders engaged with the care home. Health and Safety (First Aid) Regulations 1981 promotes the quality of first aid services and through supervision and monitoring the employees in the workable, it is possible for the supervisor to maximise the first aid service quality for the beefiest of the patients under secured environment. Control of Substances Hazardous to Health 2002 is also effective to maintain the workplace environment without any dangerous hazards (Sjögren et al., 2017).

As per the regulatory codes of practice, the supervisor is able to maximise professional supervision by ensuring ethical code of conduct in the health and care setting. In this regard equality and diversity is managed well, supported by Equality Act 2010 and non-discrimination polices in the workplace. Moreover, there is accountability, integrity and respect for others which are also essential to develop quality supervision. Promoting and upholding the privacy, dignity, rights, health and wellbeing of people is also mandatory where the supervisor tries to maintain confidentiality of the data and information of the patients and also the staff members in the care home. This further improves internal bonding and trust among the staff which encourages their creativity and innovation to perform better (Bethell et al., 2018). Continuous professional development is also effective code of practice where the supervisor focus on arranging training and developmental program, for the staff and it is also considered as one of the best supervisions practice in the care home. The other code of practices, such as partnership working, developing patient centred care and utilising the organisational resources are also beneficial to guide the supervisor for developing professional standard of supervision and support the health care professional to ensure continuous performance improvement.

1.3 Explaining how evidence-based practice informs professional supervision

Evidence based practice support knowledgeable and ethical professional decision making and practice. The practice supervisors have the responsibility to support the organisation with knowledgeable and ethical decisions by ensuring assisting the staff in the care home efficiently. For clinical practice, the evidence based approach of supervisions is beneficial to develop ethical clinical practice and follow the legal rules to run the organisation efficiently and serve the best quality care to the staff members (Mwendwa et al., 2017). Quality supervisions are possible under such evidence based practice, where it is possible for the supervisor to develop conscientious and problem-solving approach for the organisation for achieving the future success creatively. For example, the supervisors try to review the annual report of the health and social care organisations as well as review the performance of the employees to track their productivity over time. The written evidence in the organisation and annual report are effective for developing evidence based practice, where the supervisors can monitor the data and information and develop alternative decision for the benefit to the health care firm (Farsjø, Kluge and Moen, 2019). The evidence related to the employee performance and productivity is mandatory for the supervisor, where it is possible to review the progress of the staff to provide the best quality care to the service user groups in the society. The employee data, their presence and shifts and their efficiency to work with others are monitored through reviewing the evidences in the organisation. It further helps the supervisor to develop professional supervisions and create good training and developmental programs for the staff to maximise their performance (Farsjø, Kluge and Moen, 2019).

In addition to this, the evidences such as organisational annual report and performance database are also effective to create ethical structure of supervisions and develop alternation strategic changes to achieve the institutional objectives. In this regard, the supervisors try to review the annual report of the organisation for ethical purpose, and maintain transparency and accountability in managing the stakeholders, engaged with the health care institutions. Moreover, it is possible for the supervisor to identify the code of practice and organisational values for reviewing their performance and develop the best working practice (Farsjø, Kluge and Moen, 2019). Hence, though the evidence based supervises practice, it is able to ensure professionalism in the health care settings and create values for all the stakeholders, including the service user group, pharmacists, doctors and general physicians, counsellor, management team, psychiatrics and surgeons and social workers (Snowdon, Leggat and Taylor, 2017). The supervisors in this regard try to maintain confidentiality of the data and information and utilise the evidences for restructuring the organisational practices ethically so that it would be possible to deliver the best quality services and treatment to the service user group across the social communities.

Task 2: Understanding how to agree the framework for a professional supervision process

2.1 Explaining how to overcome power-imbalance in professional supervision

Power imbalance refers to a state where one worker in a correlation possesses comparatively excess power in excess of the others and it is one of the critical issues in the professional supervisions. It is hereby important for the supervisor to mitigate the issue of the power imbalance in order to promote professional supervisions process in the health and social care (Bullington and Cronqvist, 2018). Developing negotiation process at the workplace and managing equality and diversity at the care home are mandatory to mitigate power imbalance, where the supervisor must implement Equality Act and non-discrimination practice, so that each staff can get equal power to participate in the organisational activities. In addition to this, the supervisor must focus on equal empowerment of each health care professional in the supervisions process and there is diversity management practice, where each staff are treated fairly irrespective of their job post in the organisation, differences in cultural background and knowledge (Bullington and Cronqvist, 2018). Moreover, partnership working practice is essential for overcoming power imbalance, so that the employees in the care settings can work as a team and cooperate with each other for better performance and productivity. Continuous review, equal treatment and empowerment of all the staff in the workplace are important for overcoming the issue of power imbalance in the professional supervisions (Snowdon, Leggat and Taylor, 2017). In this regard client centred approach is necessary in the health care for supporting the social communities and developing integrated care plan by empowering the patients and in this regard power imbalance must be mitigated to provide equal scope to the patients for empowering in the institution (Snowdon, Leggat and Taylor, 2017).

2.2 Explaining how to agree the boundaries and parameters for carrying out supervision with the supervisee

The supervision process with the supervisee is a critical task for the supervisor, where the supervisors must maintain consent and confidentiality during the process of supervision. The major responsibilities of the supervisor to conduct supervision with the supervisee are such as to determine that the clients have been informed by the supervisee of the parameters of the treatment to provide informed consent for the supervisee concerning their rights, expectations and responsibilities (Snowdon, Leggat and Taylor, 2017). Ensuring that the client is knowledgeable about the parameters of supervisions is hereby mandatory to empower the client in the supervisions process as well as there is consent form with all the adequate information of supervisions, so that it can be conducted in an ethical process (Bullington and Cronqvist, 2018). The success of the supervisors depends on the effective fulfilling of the service user group needs and preferences and hence, it is essential for the supervisor to maintain confidentiality and protect the data and information securely, so that the service users can feel free to share their personal issues and condition for getting the best quality care. However, there are boundaries in the professional supervisions process, where the supervisors cannot develop social bonding and relationship with the clients, in order to maintain professionalism.

Task 3: Understanding how to provide professional supervision

3.1 Describing how to provide constructive feedback to the supervisee

Providing constructive feedback to the supervisee is mandatory to develop professional supervisions process and in this regard it is essential for the supervisor to share the feedback with the supervisee for developing alternative strategy to enhance the organisational performance and own productivity in the workplace. In order to share the constructive feedback with the supervisee, the supervisor must ensure the purpose of the feedback by sharing the goal of the supervision process and objective of the feedback, so that the supervisee can understand the benefits of the feedback for their performance and long run achievements in the health and social care settings (Abdel‐Razik et al., 2021). Moreover, the supervisors must describe the observation and share the results of the observation with the supervisee and after that the supervisors try to empower the supervisee to respond as per their perception and individuals thoughts. It is beneficial for empowering the supervisee and understands the whole process of supervision and the outcomes. The supervisor further provide alternation suggestion after problem solving and decision making practice, so that the supervisee can improve their working process and ensure the best quality health and care service for the benefits of the social communities as a whole (Kim et al., 2017). Lastly, the supervisors focus on implementing the alternative planning for performance improvement and develop partnership working practice in order to achieve the future targets.

3.2 Explaining how to review and agree performance targets

Performance review is essential in the process of professional supervisions in the health and social care, so that the supervisor can discuss the performance with the supervisee and maximise their productivity in long run through strategizing their working activities creatively (Kim et al., 2017). In this regard, the performance review can be developed in a systematic process which are,

Keeping the notes of the performance of each staff and also review developing performance sheet for clear understanding

Assessing the past objective in the workplace

Reviewing the individuals roles and responsibilities in the workplace

Analysing the employees strengths and weaknesses during performance monitoring process

Identifying the areas of improvement in the workplace of the care home

Considering the high priorities changed through the period of time

Supporting the staff with tangible and intangible resources at the care home

Sharing the review and supervisions outcome with the employees in the care settings

These are the process of review of the performance through which the performance and productivity of each staff can be analysed and evaluated efficiently. In addition to this, agreed performance objectives must be ensured by the supervisor, where the supervisors focus on meeting the objective in the workplace through conducting evidence based supervisions process and it further ensure professional supervisions in the workplace.

Task 4: Understanding how to reflect on own practice in professional supervision

4.1 Explaining how to use tools to gather feedback on own professional supervision practice

Gathering feedback provides valuable information about what patients and service users think about the healthcare services that is offered by the efficient health care professional team. Examining patients' feedback will give a direct insight into what is working well and what needs further improvement in the way care is delivered and it further heels to conduct quality supervisions under professional practice and ethical code of conduct (Johnson et al., 2021). There are different types of feedback that can be useful for professional supervisions, which are informal, formal feedback, and summative feedback. Patient survey is one of the best way to gather feedback from the clients in the health and social care, where the supervisors try to develop survey questionnaire and empower the patients for sharing their views about the health and social care services,. On the other hand, the patient feedback from is another way to collect their perception, in which the patient are able to share their experience, health issues and the treatment that they get in the care home. It is also beneficial to gather feedback on own professional supervision practice (Drennan et al., 2017). Complaint management and patient audit are also effective for gathering feedback and develop good supervision practice in the professional care home. In the care home, the supervisors focus on providing the patient feedback form, for empowering the service users and gather their perception about the care services and internal process of working.

In the recent technological era, the care homes are using survey monkey for conducting survey by engaging the patients which is also considered as an effective tool of gathering feedback from the service users and supervise the whole process of working proficiently. Observe the patients by using the patient portal in the care home is also another major practice of gathering feedback, where the patient’s activities and the working practice of the staff can be monitored through the system. Additionally, the supervisors try to conduct face to face communication and interview with the patients for acknowledging their personal needs and preferences so that it would be possible for them to empower the service users and understand their actual requirements (Johnson et al., 2021). Sharing the information related to the internal process of working and the services that they access in the care home, as well as quality and efficiency of the staff to serve the patients are beneficial to gather authentic feedback from the service users and develop professional supervisions for further quality improvement in the health and social care settings.

4.2 Describing how to reflect on feedback to identify changes to be made to own practice

It is important to reflect on feedback in order to identify the changes to be made to own practice. Through reflection, it is possible for the supervisor to analyse and assess the existing practice of serving the health and social care service user group as well as it further provides a scope to the supervisor to develop innovative strategy to maximise the quality of the health care services. In this regard, 5Rs of reflection is effective to reflect on the feedback and develop an alternative process for serving the clients with the best quality care and treatment. The 5Rs refers to Reporting, Responding, Reasoning, Relating and Reconstructing. After gathering the feedback, the supervisors must develop integrated report by analysing the findings. Responding over the feedback through communication and cooperation is also effective to utilising the feedback in reasoning (McCarron, Eade and Delmage, 2018). Relating the feedback with the organisational practice and the specified organisational objectives are crucial so that the supervisor can link the objective with the patient feedback and also evaluate the performance of the health care professionals. Lastly, reconstructing is important for developing creative solutions in the care setting by utilising the organisational resources and capabilities. Hence, reflecting upon the feedback is beneficial to analyse the existing process of client service and identify any issues in the workplace to develop further creative solutions to ensure quality patient care.

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Conclusion

The study is effective to identify the professional supervisions process, where the supervisors try to adopt for identify the patient outcome in the care home. Through continuous communication and developing integrated model of supervisions, it is possible for the supervisor to engage the supervisee and clients and monitor the performance for developing alternative and creative strategy to achieve the future organisational objectives. Client involvement and engagement with the supervisee are effective for gathering feedback and developing creative decision for satisfying the clients and create values for the social communities as a whole. Hence, the supervisions practice, ethical code of conduct and the legal structure are effective to gather feedback and analyse the performance of the staff so that it would be possible more innovate tactics of maximising the objective of the health and social care setting.

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