A p p r o a ch e s t o S u p e r v i s i o n
Approaches to Supervision Many approaches to the process of supervision have been described. Not only should the AHPs attune their style of supervision according to the AHAs knowledge and skill level, they should also be aware of their predominate approach to supervision to allow them to adapt their style depending on the situation or the individual AHA.
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# Authoritarian- based on the belief that AHAs require constant attention as there is little trust in their skills and abilities ·
# Bureaucratic– the AHA must follow strict procedures or exact compliance; high control is usually present and the AHA has little input to change procedures
# Democratic– AHAs are involved in decision making but the AHP usually makes the final determination. Very similar to:
# Synergistic- a cooperative effort between the supervisor (AHP) and the AHA
# Laissez Faire - based on the desire to allow experienced and skilled AHAs freedom in accomplishing job responsibilities
# Task orientated – AHP is focused on getting the task done with little to no consultation with the AHA
# Companionable- based on a friendship-like relationship
# Situational– AHP supervises according to the situation; switches between styles; takes into consideration the skill level and experience of the AHA, the work involved and the environment
The Framework (The Workforce, 2012. p.31) describes the following range of supervision strategies: ·
Direct observation – for determining technical competence or skills and abilities, how an AHA behaves in a clinical setting, and ensuring patient safety, especially in new and unfamiliar situations.
Observation via multimedia messaging services or video phones – often used in remote areas and when the AHP has confidence in the AHA’s abilities to perform the task safely. ·
Medical record audit – can provide information regarding the completeness and quality of the care provided as well as the ability of the AHA to write progress notes. ·
Regular discussions – in person, by phone or email to appropriately monitor performance, workload and provide support. For AHAs working in an interdisciplinary environment, the supervision/practice review session may involve all the AHPs the AHA works with, and some of this may occur within interdisciplinary meetings.
Regular Allied Health team meetings – can assist with assessing professional behaviour, communication and collaboration.
·
# Authoritarian- based on the belief that AHAs require constant attention as there is little trust in their skills and abilities ·
# Bureaucratic– the AHA must follow strict procedures or exact compliance; high control is usually present and the AHA has little input to change procedures
# Democratic– AHAs are involved in decision making but the AHP usually makes the final determination. Very similar to:
# Synergistic- a cooperative effort between the supervisor (AHP) and the AHA
# Laissez Faire - based on the desire to allow experienced and skilled AHAs freedom in accomplishing job responsibilities
# Task orientated – AHP is focused on getting the task done with little to no consultation with the AHA
# Companionable- based on a friendship-like relationship
# Situational– AHP supervises according to the situation; switches between styles; takes into consideration the skill level and experience of the AHA, the work involved and the environment
The Framework (The Workforce, 2012. p.31) describes the following range of supervision strategies: ·
Direct observation – for determining technical competence or skills and abilities, how an AHA behaves in a clinical setting, and ensuring patient safety, especially in new and unfamiliar situations.
Observation via multimedia messaging services or video phones – often used in remote areas and when the AHP has confidence in the AHA’s abilities to perform the task safely. ·
Medical record audit – can provide information regarding the completeness and quality of the care provided as well as the ability of the AHA to write progress notes. ·
Regular discussions – in person, by phone or email to appropriately monitor performance, workload and provide support. For AHAs working in an interdisciplinary environment, the supervision/practice review session may involve all the AHPs the AHA works with, and some of this may occur within interdisciplinary meetings.
Regular Allied Health team meetings – can assist with assessing professional behaviour, communication and collaboration.
