There are four main objects of social work supervision: first, new workers entering social service institutions; Second, junior social workers with short service life and insufficient experience; Third, students who practice in social service institutions; Fourth, informal personnel in social service institutions, mainly volunteers.
Supervision type
1 guidance supervisor. The supervisor plays the role of the host, providing education and training. Mentoring supervision emphasizes the learning process and pays attention to general topics, while from a professional point of view, the supervised person takes on more responsibilities himself.
2 training supervision training supervision. The supervised person is regarded as a student or an educated person, and the supervisor is responsible for part of the work in the specific practical service. Training supervision is more in line with mentoring supervision, because it also emphasizes the learning process and focuses on general problems, but in terms of professionalism, the supervisor assumes more responsibilities.
3 management supervision. The supervisor is the supervisor or supervisor of the supervised person, and has the relationship of "superior and subordinate". Management supervision emphasizes the completion of actual work and its service quality, focusing on special problems. From a professional point of view, the supervisor takes on more responsibilities.
4 consulting supervision. The supervisor has no direct relationship and responsibility with the supervisor and his work, but is purely an advisory role. Consulting supervision is more consistent with management supervision in emphasizing the completion of actual work and its service quality, focusing on special problems. But from a professional point of view, the supervised person bears more responsibilities, which means that it is more important for the supervised person to actively seek help and support according to the requirements of actual work.
Supervisory function
Social work supervision has three functions, namely, management function, education function and support function. The so-called administrative function is to require supervisors to assume the guiding responsibility in the aspects of the recruitment and selection of the supervised, the guidance and placement of the supervised, the work plan and distribution, the work supervision, review and evaluation, and the work authorization and coordination. The so-called function of education is to ask the supervisor to give guidance to the knowledge and skills needed by the supervised person to complete the task and help the supervised person to achieve professional development; The role of support is to ask the supervised person to provide psychological and emotional support to the supervised person, so that the supervised person can feel his importance and value and face the work easily.
From Xiao Bai, a social worker who just graduated, to a social worker who has worked for several years, the basic understanding of the word "supervision" is the relationship between superiors and subordinates, both in the theoretical knowledge of the school and in the front-line service. Supervision is a position in administration and specialty, and it can also be said to be a profession. It provides relevant support for front-line social workers in order to better serve community residents.
Supervision is a role, a job, not just a profession. "
In daily service, the social work center, as a group, is mainly responsible for the project leader of the center. There is a definite supervision relationship (individual supervision mode) between project leaders and social workers, but there is also an uncertain supervision relationship between social workers, that is, peer relationship. This relationship will exist because of the difference in professional level, first-line service years and individual service years in centers and institutions.
As the saying goes, "Everyone is United, and Mount Tai is the best". If the center wants to operate well, it must not rely solely on the individual strength of the center, create a good relationship between the center staff, let them learn from each other, cooperate with each other, make progress together, and give full play to their personal abilities in their posts, so as to make the center go further. In order to improve the professional level and strengthen the service of the center, the city and district levels will carry out evaluation every year. If the center wants to stand out from so many centers, it needs the efforts of the center team in system management construction, professional service level, personalized community service and distinctive brand.
It is not enough to have the supervision of the person in charge of the center project, that is, to guide the center personnel. It is also necessary to strengthen the group supervision of the center, that is, to promote exchanges and learning between the center personnel and make common progress. Among them, the regular meetings of the center and collective supervision of the annual, quarterly and monthly operation monitoring of the main control center, while peer learning groups and seminars are the guarantee of the professional service quality of the center. To form such a good team atmosphere depends on the formulation of central policies and the promotion and consolidation of team culture, which also tests the maintenance ability of the center project leader, as the core figure of the team, in resolutely fulfilling the supervision and administration functions, leading the education functions and supporting functions.
From the perspective of social workers, no matter what level an individual develops in his major or post, we always struggle with others and serve them. Hand in hand, we can go further.