Online Supervision,
or in person in Upper Hutt. Supervision cost: $105 (1 hour)
Interns or those in unpaid ministry: by negotiation |
Supervision
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Email, phone or fill in this Contact Form to book your free conversation
to explore whether Silvia is the right person to be your supervisor!
to explore whether Silvia is the right person to be your supervisor!
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I bring to the role of supervisor ...
- Faith, awareness of God in Christ and spiritual dimension
- Intelligence, asking probing questions
- Active listening
- Mind-body-spirit connection, a particular interest in immediacy, experience across physical emotional mental and spiritual aspects of a person … touch and sensing of tension etc.
- Many years of experience in pastoral ministry and leadership, in a range of contexts
- Understanding of ethical principles and able to articule dilemmas with clarity
- Caring, concern for people’s wellbeing
- Able to see bigger picture and see things from others’ points of view – not only focused on person in front of me but able to understand how others may see them.
- Able to relate to a wide range of theologies and cultures
- Humour, wanting to see through to the heart
Pre-supervision form:open HERE
Background information to assist in getting started with supervision together. |
Practicalities
Online: Supervision can be in person or via Zoom. Reminder: Silvia will text the day before with a reminder. Cancelation: No charge for sessions cancelled up to 24 hours prior to the booking. A 'no show' will be charged at agreed rate. |
Supervision is ...
a) professional – focused on safety and competence in a work role
b) ‘clinical’ in that it is a particular skill-set and role, and clear roles for supervisor & supervisee … enabling insightful questions
c) objective – useful but not essential to have some understanding of the role (e.g. ordained ministry) but important to minimise & manage competing roles (e.g. friendship)
d) pastoral, as in care and concern for the supervisee. A space where supervisee can feel emotionally upheld
e) ethical – supervisor has important role to uphold professional ethics, and to challenge where ethics may be being breached. Supervisee responsibility to be open about ethical dilemmas
f) training – appropriate teaching of skills, questions, and sharing of experience.
Supervision is a professional development conversation for the benefit of the supervisee, especially in their areas of work.
It is a contracted service, typically paid for by the supervisee’s employing body.
It is a partnership in which the supervisee is mostly responsible for the content and the supervisor is mostly responsible for the process.
It involves ongoing contracting and awareness of the supervision process and content.
Definitions:
Professional supervision is “a collaborative interpersonal process. It involves observation, evaluation, feedback, facilitation of supervisee self‐assessment, and acquisition of knowledge and skills by instruction, modeling, and mutual problem‐solving. Building on the recognition of the strengths and talents of the supervisee, supervision encourages self‐efficacy. It is conducted in a competent manner in which ethical standards, legal prescriptions, and professional practices are used to promote and protect the welfare of the client, the profession, and society at large.” (Carol A. Falender and Edward P. Shafranske, “Clinical Supervision: The State of the Art.” Journal of Clinical Psychology, Volume 70, Issue 11, November 2014.)
As a Presbyterian minister, supervision is required, and seen as a vital part of my professional development, safety and self-care. The normal expectation is to have one hour of supervision per month, paid for by the employing church. This involves the minister bringing for discussion with the supervisor issues that are causing some difficulty in the ministry context, such as relational conflicts, decision making processes, and any ethical dilemmas. The conversation within the supervision hour is intended to promote the “self-efficacy” (from definition above) of the minister, to encourage clarity and wisdom about choices to be made. Supervision for ministry may well include a spiritual dimension, such as prayer or theological reflection, with a focus on the professional role. Other personal or emotional factors may be discussed, but a supervisor would be expected to refer the minister to a counsellor if emotional issues become over dominant. Supervisors are expected to be trained and professional, operating within a contract, and holding the minister accountable for ethical practice.
b) ‘clinical’ in that it is a particular skill-set and role, and clear roles for supervisor & supervisee … enabling insightful questions
c) objective – useful but not essential to have some understanding of the role (e.g. ordained ministry) but important to minimise & manage competing roles (e.g. friendship)
d) pastoral, as in care and concern for the supervisee. A space where supervisee can feel emotionally upheld
e) ethical – supervisor has important role to uphold professional ethics, and to challenge where ethics may be being breached. Supervisee responsibility to be open about ethical dilemmas
f) training – appropriate teaching of skills, questions, and sharing of experience.
Supervision is a professional development conversation for the benefit of the supervisee, especially in their areas of work.
It is a contracted service, typically paid for by the supervisee’s employing body.
It is a partnership in which the supervisee is mostly responsible for the content and the supervisor is mostly responsible for the process.
It involves ongoing contracting and awareness of the supervision process and content.
Definitions:
- ‘ A term used to describe 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 the safety of care in complex clinical situations’ (NHS Management Executive 1993).
- ‘Reflecting on practice in order to learn from experience and improve competence’ (Kohner 1994).
- ‘ A designated interaction between two or more practitioners, within a safe/supportive environment, which enables a continuum of reflective, critical analysis of care, to ensure quality patient services’ (Bishop 1998).
- ‘An exchange between practising professionals to enable the development of professional skills’ (Butterworth 1992).
- ‘A practice focused professional relationship involving a practitioner reflecting on practice guided by a skilled supervisor’ (UKCC 1996).
- “Clinical supervision is the place where clinical reasoning, ethical decision making, the application of knowledge and skills, and the development of the values of our profession are modeled, developed, reinforced, and enhanced.” (Jeffrey E. Barnett, “Introduction: The (Hopefully) Essential Primer on Clinical Supervision,” Journal of Clinical Psychology, vol. 70, issue 11, November 2014)
Professional supervision is “a collaborative interpersonal process. It involves observation, evaluation, feedback, facilitation of supervisee self‐assessment, and acquisition of knowledge and skills by instruction, modeling, and mutual problem‐solving. Building on the recognition of the strengths and talents of the supervisee, supervision encourages self‐efficacy. It is conducted in a competent manner in which ethical standards, legal prescriptions, and professional practices are used to promote and protect the welfare of the client, the profession, and society at large.” (Carol A. Falender and Edward P. Shafranske, “Clinical Supervision: The State of the Art.” Journal of Clinical Psychology, Volume 70, Issue 11, November 2014.)
As a Presbyterian minister, supervision is required, and seen as a vital part of my professional development, safety and self-care. The normal expectation is to have one hour of supervision per month, paid for by the employing church. This involves the minister bringing for discussion with the supervisor issues that are causing some difficulty in the ministry context, such as relational conflicts, decision making processes, and any ethical dilemmas. The conversation within the supervision hour is intended to promote the “self-efficacy” (from definition above) of the minister, to encourage clarity and wisdom about choices to be made. Supervision for ministry may well include a spiritual dimension, such as prayer or theological reflection, with a focus on the professional role. Other personal or emotional factors may be discussed, but a supervisor would be expected to refer the minister to a counsellor if emotional issues become over dominant. Supervisors are expected to be trained and professional, operating within a contract, and holding the minister accountable for ethical practice.
Complaints Process
I am a Provisional Member of the New Zealand Christian Counsellors Association.
I am an ordained minister of the Presbyterian Church of Aotearoa New Zealand. I come under the Code of Ethics and the Disciplinary Processes of the PCANZ.
If we are working together I would hope that any issues that might arise in our working relationship can be addressed openly and constructively.
However, if you consider that I have acted in ways that are ‘unbecoming’ of a minister you have the right to lodge a complaint. You will be put in touch with a complaints Contact Person who will assist you in this process. More information is available here
I am a Provisional Member of the New Zealand Christian Counsellors Association.
I am an ordained minister of the Presbyterian Church of Aotearoa New Zealand. I come under the Code of Ethics and the Disciplinary Processes of the PCANZ.
If we are working together I would hope that any issues that might arise in our working relationship can be addressed openly and constructively.
However, if you consider that I have acted in ways that are ‘unbecoming’ of a minister you have the right to lodge a complaint. You will be put in touch with a complaints Contact Person who will assist you in this process. More information is available here