Speech and Language Therapy

Transcription

1 This is an official Northern Trust policy and should not be edited in any way Speech and Language Therapy Professional Support and Supervision Reference Number: NHSCT/12/473 Target audience: Applies to all Speech and Language Therapists employed within the NHSCT Sources of advice in relation to this document: Mildred Bell, Head of Speech & Language Therapy Services Brenda McConville, Assistant Director Replaces (if appropriate): NHSCT Speech and Language Therapy Professional Support and Supervision (Ref: NHSCT/09/159) Type of Document: Directorate Specific Approved by: Policy, Standards and Guidelines Committee Date Approved: 9 November 2011 Date Issued by Policy Unit: 19 January 2012 NHSCT Mission Statement To provide for all the quality of services we would expect for our families and ourselves 1

2 Speech and Language Therapy Professional Support and Supervision November

3 This document should be read in conjunction with the Royal College of Speech and Language Therapy publications. Communicating Quality Clinical Guidelines by Consensus for Speech and Language Therapists 1998 HPC Standards of Conduct, Performance and Ethics 2008 NHSCT/10/243 Disciplinary Procedure 2010 NHSCT/09/142 Capability Procedure 2009 Draft NHSCT AHP Child Protection Guidance 2011 Draft NHSCT AHP Supervision Guidance 2011 NHSCT Policy for Records Management 3

4 Index 1. Definition 2. Purposes 3. Principles 4. Aims 5. Roles and Responsibilities 6. Methods 1.1 Induction 1.2 PSS and/or Group Supervision 1.3 First Year in Post/Gateway Progression 1.4 Personal Review and Development 7. Speech and Language Systems for Professional Support and Supervision 8. Appendices 1. Clinical Support & Supervision Contract 2. SLT Staff Supervision Plan/Agenda 3. Professional Support & Supervision Record Sheet 4

5 Speech & Language Therapy Professional Support and Supervision Introduction Professional Support and Supervision (PSS) is provided in the context of Clinical and Social Care Governance within the framework of the HPSS and is a partnership between the therapist, management and the Trust. Definition Clinical Supervision is a formal process of professional support and learning which enables individual practitioners to develop knowledge and competence, assume responsibility for their own practice and enhance consumer protection and safety of care in complex clinical situations. (D.O.H A vision for the future report of the Chief Nursing Officer) Target Audience Applies to all Speech and Language Therapists employed within the NHSCT. Purposes and Principles Purposes To ensure the staff member is clear about roles and responsibilities by - Clarifying job content, roles and responsibilities, both initially and ongoing Clarifying roles and tasks of the team and department. To ensure the staff member meets Trust and Service objectives by Clarifying objectives and monitoring progress of these Assisting with workload management Agreeing on work priorities Ensuring that legal, policy, procedural and administrative requirements are met. Providing professional guidance to staff. To ensure good practice and the delivery of a high quality service to clients and their carers by Ensuring that service delivery meets quality standards Identifying unmet needs of clients and informing senior staff of same To ensure a suitable environment for sound professional practice to develop by Involving the staff member in decision making. Promoting effective communication Providing appropriate support for the staff member 5

6 To provide the opportunity to develop the knowledge and skills necessary for professional development by Facilitating the staff member s evaluation of own practice and progress Promoting opportunities to share and reflect on experiences Producing an individual training needs analysis annually through Personal Review and Development (PRD) Facilitating opportunities for training To acknowledge the contribution of staff to the Service and the Trust. Principles The needs of the client are paramount. PSS is a shared responsibility. PSS is a regular and ongoing process. PSS involves management, development, mediation and support. PSS promotes competent, accountable and empowered practice. PSS should be uninterrupted PSS promotes equality and anti-discriminatory practice All Speech and Language Therapy staff require and are entitled to PSS PSS should encompass and uphold the values and principles of contemporary SLT Practice as outlined by professional guidelines. Aims of PSS There are 4 principal aims of PSS Managerial Educational Supportive Mediation Managerial Aims To ensure: The overall quality of the staff member s performance The staff member understands his/her role and responsibilities Trust/Service Polices are understood and followed The staff member recognises the boundaries of own clinical competence The purpose of PSS is understood Work is reviewed regularly in accordance with organisational requirements Objectives and action plans are formulated and carried out The rationale for decisions is clear to the staff member and recorded Records are maintained according to Trust/Service Policies 6

7 The staff members knows when line management needs to be informed and/or consulted Appropriate time management by staff member The staff member contributes positively to the team and service The staff member receives regular Personal Review and Development (PRD) A relationship in which the staff member can provide constructive feedback to improve services Educational Aims To develop: The professional competence of the staff member as appropriate to their post An understanding of the staff member s skills, knowledge and individual contribution to the organisation The staff member s awareness and understanding of equality issues and legislation which may impact on his/her role An understanding of the staff member s training and development needs and how they can be facilitated within existing resources The staff member s capacity to set goals to enable them to carry out the responsibilities and duties of their post The staff member s ability to reflect on his/her work and interaction with clients/colleagues and other agencies Regular and constructive feedback to the staff member on all aspects of his/her performance The staff member s ability to generalise learning and to increase his/her knowledge about how he/she learns The staff member s capacity for self-appraisal and the ability to learn constructively from mistakes Supportive Aims To create an environment for the staff member to look at, and reflect on, his/her practice and its impact To help the staff member identify and address emotive issues which impact on their work To support the staff member who is subject to any form of harassment, either from clients or colleagues whether it be physical, psychological or discriminatory To help the staff member reflect on difficulties in colleague relationship in order to assist the resolution of conflict. To clarify when the staff member should be advised to seek external counselling * To allow staff to identify and address stressful situations within their work. *NHSCT provides a confidential counselling service and occupational health service which staff can access in relation to health, professional and personal issues. 7

8 Mediation Aims To negotiate and clarify the teams/individual roles and responsibilities To provide and advocate between staff member or team and other parts of the service/organisation or with outside agencies. To represent or accompany staff in work with other agencies. To assist and support staff where appropriate in dealing with contentious issues. To represent staff views to higher management. Shared Roles & Responsibilities of Professional Support and Supervision It should be recognised that PSS is a shared responsibility between staff and supervisor. In order for PSS to be effective it should be carried out in a sensitive manner be held regularly and timely have an agenda and involve participation of both parties be open and include the sharing of information aim to meet organisational, legal, ethical and professional standards be carried out in an equitable manner establish agreed action plans inform the supervisor of any contingencies regarding completion of action plans promote the best interests of the client be constructive identify unmet training needs and developmental needs create an open environment where learning from mistakes can be achieved *Supervision will be recorded and shared between supervisor, line manager and staff member within the team* Storage Supervision records will be stored in line with NHSCT Records Management Policy. Monitoring and Evaluation Professional Support and Supervision will be monitored and evaluated and appropriate changes made where necessary. 8

9 Methods 1. Induction All staff members in a new post should receive appropriate induction. This may include both Trust Induction and/or SLT Departmental Induction. 2. Professional Support & Supervision and/or Group Supervision All speech and language therapy staff should receive professional support and supervision, as per RCSLT Standards, every 12 weeks. This can take the form of:- One to one supervision Group supervision Reflective practice group sessions Team meetings Sub-Group meetings Advice clinics/second opinion clinics Clinical Audit Monitoring/reviewing reports Unscheduled support Direct clinical supervision It is acknowledged that a range of other PSS activities will take place. These are encouraged as complementary but not alternative practices. 3. First Year in Post / Gateway Progression To coincide with the end of the first year in their new post a Personal Development meeting will be held to agree a Personal Development Plan and undertake KSF Gateway discussion. 4. Personal Review and Development This review will consider the staff member s development in three areas:- KSF development needs Personal development needs Development needs from Department objectives 9

10 Speech & Language Systems for Professional Support and Supervision What Method Initiated by Frequency 1. Induction of new staff Formal Trust training Departmental Induction SLT Service Lead Determined by needs of staff and service Ongoing meetings with Clinical Supervisor 2. Supervision Meeting with Clinical Supervisor SLT Service Lead As per RCSLT Guidelines 3. Review of work pending end of first year post graduation Meeting with Clinical Supervisor Review of KSF Outline caseload/practice & RCSLT competencies 4. Service meetings Information/dissemination/discussion/policy development/seminars/workshops/course reports/peer review etc 5. Service Lead meetings Information/dissemination/discussion re service problems/developments 6. Unscheduled support To discuss and problem solve clinical/ professional issues 7. Advice clinics/second opinion clinic Verbal discussion of and advice re case management or on-site second opinion session with client Drafts to Clinical Supervisor, as appropriate SLT Service Lead/ Clinical Lead SLT Service Lead Head of Service Any member of staff with Clinical Supervisor / Service Lead Staff member and Senior Clinician One off 3-4 times per year 6 weekly As required As required 8. Monitoring of Statement Staff member and As required Reports Clinical Supervisor 9. Performance Review Formal recorded meeting SLT Service Lead Annually 10. Case Management Audit Audit of selected number of case files SLT Service Lead Every 2 years 10

11 Equality, Human Rights and DDA This policy has been drawn up and reviewed in the light of Section 75 of the Northern Ireland Act (1998) which requires the Trust to have due regard to the need to promote equality of opportunity. It has been screened to identify any adverse impact on the 9 equality categories and no significant differential impacts were identified, therefore, an Equality Impact Assessment is not required. Alternative Formats This document can be made available on request on disc, larger font, Braille, audiocassette and in other minority languages to meet the needs of those who are non fluent in English. Sources of Advice in relation to this document The Policy Author, responsible Assistant Director or Director as detailed on the policy title page should be contacted with regard to any queries on the content of this policy. 11

12 Speech & Language Therapy Clinical Support & Supervision Contract Appendix 1 As supervisee and clinical supervisor, we agree to the following: 1. To work together to facilitate reflection on issues affecting practice, in order to both personally and professionally develop a high level of practice expertise. 2. To protect the time and space for clinical supervision, by keeping to agreed appointments and time boundaries. Privacy will be respected and interruptions avoided. 3. To keep a record of our supervision, showing the time and date of the meeting. This record may include practice objectives and plans for future sessions. As a supervisee, I agree to: 1. Complete and return the supervision agenda to the supervisor. 2. Prepare for the sessions, for example by having an agenda and bringing pertinent practice issues to supervision. 3. Take responsibility for making effective use of the time. 4. Be willing to learn, to develop practice skills and be open to receiving support and challenge. As a supervisor, I agree to: 1. Keep all information you reveal in the clinical supervision confidential, except in these exceptions:- should you describe any unsafe, unethical or illegal practice that you are unwilling to go through the appropriate procedures to address or you fail repeatedly to attend sessions. In the event of an exception arising I will, where appropriate, discuss the issue with you. If concerns remain I will discuss the issue/s with your professional senior and/or suitable manager. 2. Offer you advice, support and supportive challenge to enable you to reflect in depth on issues affecting your practice. 3. Be committed to continually developing myself as a practising professional. 4. Use my own clinical supervision to support and develop my skills as a clinical supervisor and practitioner. 12

13 Appendix 1 continued Supervision Contract Supervisee:... Supervisor:... The following is our agreed understanding of the supervision arrangements: Frequency... Length... Scheduling... Recording arrangements... Agenda/Plan... (how & when it is to be set) Preparation tasks... Cancellation arrangements... (only in the event of an emergency, court etc) Interruption arrangements... (only in the event of an emergency) Timescales: for review of supervision contract and supervision experience: Provision for breakdown in supervisory relationship (i.e. both parties to supervisor/line manager)... I have received a copy of NHSCT Speech & Language Therapy Supervision Guidelines I have been advised by the supervisor of my roles and responsibilities. The supervisor has clarified their roles and responsibilities. Signed: Supervisor Supervisee Date:... 13

14 Appendix 2 Speech & Language Therapy Staff Supervision Plan / Agenda Name:... Date:... Items for discussion at Supervision on... at... Please copy, add items and return form to me by:... Supervisor s 1 Items for Discussion Staff Member/ Supervisee s 1 Items for Discussion

15 Appendix 3 Professional Support & Supervision Record Sheet for Speech & Language Therapists Supervisee:... Date:... Supervisor:... Venue:... Items Discussed Action/ Timescale Date of next supervision:... Supervisee s Signature:... Supervisor s Signature:... 15