Supervision

Supervision is a formal process aimed at enabling a youth worker to practice safely and to their best potential.The process of supervision is a regular meeting between two (or more) people with the main focus being the person in ministry who is being supervised. The role of the supervisor is to help the person in ministry examine their own behaviour. The effectiveness of supervision will depend on the honesty of the person in ministry. A supervisor can only deal with what the person presents to them. Supervision is different from other forms of support. It doesn’t begin with a ‘problem’ as in a counseling situation. It is different from a management or oversight group because the focus is on the person and their personal development not the tasks of the job. The supervisor is not a consultant who knows all the answers and can advise the person on the best practice. Finally, supervision is different from spiritual direction, which is specifically about a person’s relationship with God. Of course there will be cross over between these processes but the supervision relationship needs to be clearly defined to be effective. One way of doing this is to have a contract with your supervisor. If the contract is established before the supervision is arranged, both parties know what is expected of them. If supervision has already begun, setting up a contract could be part of a review process. The contract might cover:

• How often the pair will meet and when the meetings will take place

• Three month trial period after which either party may withdraw if it is not satisfactory

• What areas will be discussed in the supervision meetings

• The need to keep supervision discussions confidential

• Acknowledgement that honesty is required

• Commitment by the person being supervised to continue with the regular meetings even when difficult issues arise in supervision

• A time period for the supervision, after which the relationship will be reviewed by both parties

• The cost of the supervision sessions and how payment will be made

Why is supervision necessary?

Supervision is one of the most effective tools for promoting safe and professional practices. Quality supervision will support a worker and help them work in a healthy way. Some of the benefits of supervision are:

Organisational benefits

• investing in the development of a worker

• it encourages long-term ministry

• it is a practical way of showing commitment to work

• promoting better problem solving strategies

• promoting long-term vision

• cares for the person as an individual

• reduces the likelihood of burn out

Personal benefits

• personal development

• challenge

• self-care

• improved mental health

• affirms the work of the person

• encourages long-term thinking, not just week by week

• gives the worker a regular opportunity to focus on themselves

• keeps a person working safely

What happens at Supervision?

It’s a chance to let off steam, a chance to be open about your feelings to do with work, it is a safety mechanism, it is a support mechanism. Challenging discussion helps you step back from the things you are doing and look at them in a different way. A place to be heard, supportive, but challenging, draws out the problems and helps develop strategies to deal with them proactive rather than reactive place. To reflect on what you are doing and to plan ahead.

Effective professional supervision should help the worker:

• feel supported

• consider the effect of the work on themselves

• reflect on their practice

• integrate theory and practice

• develop their model of practice

• consider ethical issues

• consider training needs

• clarify goals

Models of supervision

The same model of supervision will not be suitable for all situations. The model you work best with will depend on the kind of person you are, the type of ministry you are involved with and the requirements of your organisation. Those who spend a lot of time in counselling situations or work in a social work environment are likely to have monthly or even more regular meetings with a paid supervisor who has qualifications in supervision. Some people meet with colleagues who work in a similar area of ministry. They may supervise each other in the same session. A volunteer youth leader in a parish may choose to meet with someone from within the parish who has no direct involvement in youth ministry but who has the necessary qualities of a supervisor. Another person may choose a supervisor who is not part of their working environment, they may be from another church or a similar style of youth organisation. Some people use a model of group supervision. In a small group, usually people working in a similar field, the group members will take it in turns to be put “on the spot” by the others. This model is not recommended for people with limited experience of supervision as the group can easily operate at the level of the lowest common denominator and not really dig around the personal issues.

The PCANZ Guidelines

See the PCANZ Guidelines here.

Selecting a Supervisior

It is important to have a clear sense of the qualities you are looking for in a supervisor. Look for a supervisor who:

• already has a good track record for developing other people

• has a genuine interest in seeing people grow

• has a wide range of skills

• has a good understanding of the church and its wider organisation

• combines patience with good interpersonal skills

• has sufficient time to devote to the relationship

• has the respect and support of the leaders in, your faith community

• is willing to ask the hard questions

The Book

See the Supervision Scrapbook here.