Human service supervision standards and practices

Abstract

The purpose of this study was to identify commonalities and consistencies of supervisory standards, practice and training requirements as well as to address the differences in the literature as opposed to actual practice and lastly, to determine if any correlation exists that directly affect the delivery of service, and whether supervisory standards and practice impact the quality of supervision they provide to the supervisee. The survey identified the supervisor’s, knowledge, training and experience in the area they are supervising. The literature addressed the functions of supervisory staff and how support and the manner in which it is provided can directly impact the effectiveness of services provided to clients. A total of 64 supervisors from 29 Wisconsin County Departments of Human Service Agencies participated in the study. A survey was used to identity the supervisors current practice standards, experience, knowledge and training as well as the functional roles he/she functions in weekly and his/her preference to functional role/roles in his/her daily supervisory duties. The results of the study indicated that the majority of the supervisor’s time each week was spent in an administrative role whereas most supervisors felt most comfortable and preferred the supportive role. The research identified the supportive role for front-line supervisors as the primary functional role recommended in providing effective and quality supervision. Statistically significant results were identified in the study in the area pertaining to providing the supervisee an opportunity to evaluate supervisor performance. A significant majority of supervisors responded in support of providing the supervisee with this opportunity. Although the literature recommends and encourages the front-line supervisor’s functional role to be primarily supportive the results indicated a majority of supervisors time spent in the administrative role. The results may be beneficial to directors, supervisors and administrators to assess how this impacts staff in his/her agency. An opportunity to evaluate the performance of supervisors on a regular basis may be one way to gain additional insight for administrators, supervisors, and the supervisees regarding changes, if any, that may benefit the agency and the clients serviced.