Supervision policy


POLICY FOR CONSULTATION/SUPERVISION

The focus of Consultation/Supervision is the reflective learning from experience that the practitioner discovers and undertakes within the context of their ministry/work.

Learning Goals
The Consultant/Supervisor enables the practitioner to identify and pursue learning goals that are based in their current work and practice. A Consultant/Supervisor is reflective and suggestive rather than directive. She/he encourages the practitioner to set appropriate goals for learning and to be self-assessing. The practitioner and the consultant form an agreement to follow the learning agenda. The consultant offers skilful support within the various aspects of the practitioner’s learning process that leads to action.

The learning goals that the practitioner identifies may relate to the domain of instrumental learning in which the learner seeks ways to bring order into their practice through the ongoing development of skills.

The practitioner may also set goals for communicative learning that relates to gaining understanding through critical reflection on their experience of others in the practice of ministry. This learning enables practitioners to appreciate cultural diversity, and to see how their own perspective and culture stands in relation to others.

Transformative learning is yet a third kind of learning that has the effect of changing internal and external influences that restrict the practitioner’s life, ministry or work practice. Through their ongoing critical reflection on experience, supported by the consultant/supervisor, the practitioner comes to see through stereotypes, assumptions and myths that distort their understanding of the context in which they live and work.

Process
The practitioner applies to a Consultant/Supervisor to arrange for consultation.
The first four sessions are on a trial basis so that the supervisor and the practitioner can decide whether the arrangement is suitable.

Confidentiality
Consultation/Supervision may not be used to monitor the performance of the practitioner or staff member for the sake of their employer.

The issues and learning goals that the practitioner brings for consultation determine to a large degree the direction that the Consultation/Supervision takes.

Some examples of issues that a person may bring for reflection and consultation are: how to deal with a situation that has arisen in the workplace, how to explore the implications for one’s faith/life of some experience at work, how to balance personal and work commitments.

Fees
The Consultant will inform the practitioner about the current rates, and advise them about the procedures to be followed concerning the cancellation of an appointment.

When you consult a Consultant/Supervisor you have a right to expect that:
* You will be treated with respect
* You will receive a clear explanation of the service you will receive
*
You will receive an explanation about the nature and limits of confidentiality surrounding the service
* You will receive competent and professional service
* You will receive a clear statement about fees
* You will be clear about the outcome that you and the Consultant/Supervisor is working toward
* You will receive a service free from sexual harassment
* You will be shown respect for your cultural and religious background and language tradition
Based on THE AUSTRALIAN PSYCHOLOGICAL SOCIETY CHARTER
FOR CLIENTS OF PSYCHOLOGISTS


Ethics Policy See AAOS ethics policy Here