Clinical Professional Supervision Guidelines

7/28/2019 Clinical Professional Supervision Guidelines

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CLINICAL/PROFESSIONAL SUPERVISION GUIDELINES

(Policy required as part of the NHSLA Risk Management Standards)


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Contents

Page Number

Assurance Statement

1. Introduction 4

2. Purpose and Scope of Clinical Supervision 4

3. Defining types of supervision in practice 4

4. Aims & Objectives of Guidance 5

5. Potential benefits of engaging in Clinical Supervision 6

6. Duties and Responsibilities 6

7. What happens if the Clinical Supervision relations break down? 7


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ASSURANCE STATEMENT

These guidelines are intended to inform professional groups within NELFT about theprocesses and structures for all types of supervision.

1 INTRODUCTION

1.1 North East London Foundation Trust values its staff by creating optimum conditionswithin which people with their diverse backgrounds can contribute significantly tothe delivery of high quality evidence based practice. It will do this through thedevelopment of a strong profile for clinical audit, clinical effectiveness, research anddevelopment, user and carer involvement and extending our academic links in

order to embrace the requirement of the National Standards for Better Health, DoH.1.2 Continuing professional development (CPD), lifelong learning and clinical

supervision underpin the delivery of high quality care. It is the expectation of theTrust that all staff should receive clinical & management supervision on a monthlybasis and have an annual appraisal and Personal Development Plan.

2 PURPOSE AND SCOPE OF CLINICAL PROFESSIONAL SUPERVISION

2.1 The purpose and scope of this document is to;

Establish formal systems for practitioners to explore, discover and examine theirpractice in a safe and supportive environment.

Allow individuals to develop their thoughts and actions and creativity in a way thatleads to enhanced care delivery to the service user.

Enable practitioners to accept accountability for their own continued professional

development


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3.3 Clinical/Professional Supervision

A formal process of support and learning in which individual practitioners arefacilitated through self reflection, either individually or in a group, with professional

supervisors who can provide support, mediation and educational managementfunctions in meeting the needs of the supervisees in their continued professionaldevelopment. Its purpose is to develop knowledge and competence, assumeresponsibility and accountability for their own practice in delivering a safe servicefor the community. Ensuring professional standards and professionalcompetencies is incorporated here.

3.4 Specialist Supervision

Staff may require specialist supervision for specific cases (i.e. child protection, olderadult abuse). When this occurs they will need to discuss with their existingsupervisor / manager and make appropriate arrangements.

3.5 Management Supervision

Is usually between the line manager and employee. It focuses mainly on the tasksand general performance of the worker. It may extend to discussion of individualcasework and personal reflections on this and the wider personal demands the

work may generate. Issues such as priorities, balance of workload, levels ofcompetence, and levels of training will be incorporated in this form of supervision.

Performance review and fitness to practice are pertinent issues within thisrelationship and therefore must be regularly raised and reviewed. It is theresponsibility of managers to address issues around the organisation of workloadwith their staff.

Many managers will also offer clinical supervision to their staff, however this policyt th t li i l i i f d di t d li i l i ff


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5 POTENTIALBENEFITS OFENGAGING INSUPERVISION

5.1 Whilst there are many benefits for engaging in and setting up a workable system of

clinical supervision in practice they will remain an organisational potential untilformally implemented and evaluated

5.2 For the Practitioner

Regular supported time out to reflect on the delivery of professional care, to identifyareas for development and sustain improved practice, leading to increasedsatisfaction at work.

5.3 For the Service User

Ensuring the quality of care delivery through improved therapeutic relationshipsbased on sound evidence and the validation of practice with others.

5.4 For the Organisation

A committed accountable workforce supported in delivering high quality of care thatidentifies the individual, the service, and organisational needs for development.

6 DUTIES AND RESPONSIBILITIES

6.1 There is a line of responsibility across the whole organisation for engaging in alltypes of supervision.

It is the responsibility of the Operational Directors to ensure that managers andclinical leads and their staff engage in all types of supervision.

6 2 Managers


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Holding my own record of the supervision session and taking it along at eachsession to remind all parties of actions previously agreed and or undertakensince the session and also as a preparation before the session

Being prepared for the supervision session, having identified issues todiscuss

Developing the ability to share these issues freely

Being open to feedback and using it to reflect future practice

Developing the ability to discriminate what feedback is useful

Noticing when I justify, explain or defend listening to feedback

Being willing to work on feedback obtained during each session

6.4 Supervisors

Ensuring that privacy is available for the supervision session

Managing time effectively during the session

Knowing the boundaries of the supervision process and what responsibilitieseach has if the boundaries are infringed

Helping the supervisee explore and clarify their own thinking, feelings andbeliefs in order to become a reflective practitioner

Giving clear and constructive feedback

Sharing information, experiences and skills appropriately

Challenging as well as supporting the supervisee in practice and whereappropriate agreeing upon action with the supervisee to improve practice(s)

Being aware of the organisational constraints upon the supervisee

Recording the attendance at the clinical s per ision session


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different discipline/speciality for particular issues/aspects of practice, whilst stillremaining the main clinical/professional supervisor.

7.4 Where possible, any issues between a supervisee and supervisor should remainbetween the two parties involved if possible and resolved informally. The re-negotiation of the supervisory agreement/contract may assist this process.

8 CONFIDENTIALITY ANDRECORD KEEPING

8.1 The clinical/professional supervision process is confidential in nature between thesupervisee and supervisor. Aspects and boundaries of confidentiality will be

discussed and agreed between the supervisee and supervisor prior tocommencement of clinical/professional supervision in the form of a writtenagreement/contract.

8.2 An example of a clinical/professional supervision contract/agreement is included inAppendix 1 and practitioners may wish to adapt this for their own needs in practice.It is expected that all those engaging in clinical/professional supervision undertakesome form of written agreement/contract.

8.3 All parties in clinical/professional supervision have a role in maintainingconfidentiality for the session content. The exception to this is where there is a clearbreach of professional conduct, unsafe practice or, illegal practices that put eitherthe client or the practitioner at risk. In this instance the clinical supervisor will take asupportive and sympathetic stance with the supervisee(s) but report the concern tohis / her line manager. In all cases, the supervisee must be informed of the actiontaking place and in most cases will attend any further meeting with the manager

ith th li i l i


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9.2 Supervision should ensure mental health practitioners routinely record details ofpatients responsibilities in relation to children and consider the support needs of patientswho are parents or have contact with children using RIO and the Care ProgrammeApproach (CPA).

9.3 Supervision should always encourage working in partnership with parents/carers;however ultimately the professional has a responsibility to take whatever action isrequired to ensure the childs safety and the safety of other children (Working Togetherto Safeguard children (DH, 2006)

9.4 When a need for more specialist supervision/guidance relating to safeguardingissues and in particular referral to local authority Childrens Social Care is identified, the

practitioner or supervisor/manager should contact a Trust named Professional either theNamed Doctor or Named Nurse Safeguarding Children for advice.

9.5 Supervision should take account of practitioners work with vulnerable adults andshould encourage partnership working with Local Authority Safeguarding staff where it isassessed as necessary see Safeguarding Adults Policy.

10. PROCESS FOR IMPLEMENTATION

All staff should be made aware of their roles and responsibilities in relation to all types ofsupervision. Both mangers and Clinical/professional staff have a responsibility to ensurethat they request and receive clinical/professional supervision and this should bedocumented accordingly.

11. EQUALITY STATEMENT


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Appendix 1

Example of a Contract for Clinical/professional Supervision

Clinical/professional Supervision Contract

As supervisee and clinical/professional supervisor we agree to the following:o To work together to facilitate reflection on issues affecting practice, in order to

both personally and professionally develop a high level of practice expertise.o To meet once per calendar month for one hour.o To protect the time and space for clinical/professional supervision, by keeping to

agreed appointments and time boundaries. Privacy will be respected andinterruptions avoided.

o To keep a record of our supervision, showing the time and date of the meeting.

This may include practice objectives and plans for future sessions.

As a supervisee I agree to:o Prepare for the sessions, for example by having an agenda and bringing pertinent

practice issues to supervision.o Take responsibility for making effective use of the time.o Be willing to learn, to develop practice skills and be open to receiving support and

challenge.


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Venue

Duration of supervision relationship

Review date

Signed (supervisee)

Signed (supervisor)


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Appendix 2

Example of a format for recording Clinical/Professional Supervision

Supervisors Record Form

Name of Supervisor:

Name of Supervisee:

Date and time:

A ti l i d d i thi i


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Appendix 3

Equality Impact Assessment Screening Tool

(Please include this as part of your policy)

Directorate/Department

Policy or Procedural Guidelines Title/Service Clinical Supervision Guidelines

New or Existing Policy/Service? Reviewing existing Guidelines(previous review date: August 2006)

Name and role of Assessor Steph Bridger, Head of Nursing

Date of Assessment 23rd

September 2008

Please complete the following questions

Yes/No CommentsDoes the policy/guidance affect onegroup less or more favourably thananother on the basis of:

Race, Ethnic origins (including,gypsies and travellers) andNationality

NO

Gender NO

Age NO

Religion, Belief or Culture NO

Disability mental and physicaldisability

NO

1

S l i t ti i l di l bi NO


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Policy No: CG001Page 14 of 16

Appendix 4SUPERVISION AUDIT TOOL

Are you receiving

monthly

supervision

Evidence of

Supervision

(Recording Form)

Have you had, or

have you got

booked in, an

annual

appraisal?

Evidence of

Appraisal

(Recording Form)

Have you had, or

have you got

booked in, for an

annual PDP Plan

Evidence of PDP

Plan (Document)

Area

Yes No Yes No Yes No Yes No Yes No Yes No

BARKING & DAGENHAM

Community

Becontree Psychotherapy (10)CMHT Barking (25)

CMHT Dagenham

CMHT OP (15)HTT

ICM (12)Travelling Day (5)

Early Intervention

Morland Road (OP) Day Hospital

Inpatient

Ash Ward (17)Pine (20)

HAVERING

Community

AOT (3 of 3) staff combined between CMHT

Rom/Hav/UpmisterCMHT Hornchurch (16)

CMHT OP

CMHT Romford (13)

CMHT Upminster (11)EIP(10)

HTT (19)

MHIATMH Provider Team (10)OP Day Hospital (9)

Psychology (31)

Primary Care Triage Service (PCTS)

InpatientElm (10)Oak Ward (10)

Marigold (18)


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Are you receiving

monthly

supervision

Evidence of

Supervision

(Recording Form)

Have you had, or

have you got

booked in, an

annual

appraisal?

Evidence of

Appraisal

(Recording Form)

Have you had, or

have you got

booked in, for an

annual PDP Plan

Evidence of PDP

Plan (Document)

Area


REDBRIDGE

Community

AOTCRT (Community Recovery Team) East

CRT (Community Recovery Team) West

CMHT OP (5)EIT / EIP (5)

GrovelandsHTT

Progress Team, OT

Psychology

Inpatient

Bridge

Camara Laye (6)Emily Bronte

Mark Twain (18)

Pathways/PICU (18)

Thomas Hardy (15)

WALTHAM FOREST

Community

AOT

CMHT Adult (5)

CMHT OP (4)

EIP (2)

Inpatient

Naseberry 1 (19 of 20)

Naseberry 2 (17 of 20)

Woodbury 1 (17 of 17)

Woodbury 2 (11 of 11)

Woodbury ECT (2 of 2)


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Are you receiving

monthly

supervision

Evidence of

Supervision

(Recording Form)

Have you had, or

have you got

booked in, an

annual

appraisal?

Evidence of

Appraisal

(Recording Form)

Have you had, or

have you got

booked in, for an

annual PDP Plan

Evidence of PDP

Plan (Document)

Area


SPECIALIST SERVICES

Community

Drive (11 of 11)RDAS (12 of 16)

CDAT (17 of 17)

New Directions (9 of 9)

IMPART (18 of 18)

CAMHS Havering (12 of 12)

CAMHS Redbridge (26 of 26)

CAMHS WF (25 of 25)

CAMHS B&D (18 of 18)

Inpatient

Brookside (17)

Victor Hugo (7)

NR = Nil Return

Note: Some team workers part time - supervision pro rata

The audit includes all clinical staff working within these services.

Documents

Clinical Professional Supervision Guidelines