Inclusive Clinical Supervision: Theories, Skills, and Practices* NASW approved.
Purpose
This book was written to provide readers with accurate and descriptive general information related to clinical supervision, the employer/employee relationship and various employment laws, practices and policies. This book is intended to provide an introduction to the important aspects of clinical supervision and practice management for new supervisors. It is not intended to be a comprehensive study of the various theories, available research, or other advanced topics on clinical supervision. Such material is already available in other publications. It is acknowledged that federal, state and municipal laws are complex and intricate, and they frequently change in each legislative session held. This book provides general information on numerous relevant, major federal laws and landmark cases related to supervisory practices.
Learning Objectives
- Define clinical supervision
- List essential clinical supervision skills.
- Describe communication model and its four basic components.
- Discuss the concept of dimensions of diversity and identify primary and secondary dimensions
- Discuss the diversity spheres model
- Complete an exercise to explore how filters influence your intentions when you send and receive messages.
- Identify inclusion inhibitors and important inclusion enhancers.
- Describe how stereotyping can damage communication and relationships
- Describe two kinds of organizational cultural inhibitors
- Identify five essential elements of the policy and complaint procedure that addresses discrimination and harassment in workplaces.
- Describe three types of clinical supervision models.
- Discuss three stages of counselor development and list traits at each level.
- Discuss general guidelines for standards of practicing clinical supervision.
- Identify six essential topics that should be discussed with the supervisee prior to the start of the clinical supervision relationship.
- Discuss the legal and ethical issues that may arise during the course of a supervisory relationship.
- Discuss six primary supervision points.
- Determine which questions would be legal and illegal while interviewing a candidate for the job of a therapist or counselor
- Formulate acceptable questions for the employment process.
- Implement the core competencies and supporting standards model into your clinical practice.
- Describe the Intelegate Developmental Model for counselor supervisees
- Complete Supervisee Self-Assessment and Supervisee Competency Appraisal Assessment forms
- Devise supervisor and supervisee guidelines for competency coaching.
- Implement competence coaching in your clinical supervision practice
- Describe the Competency Appraisal Process Model
- Define conflict and present its inherent characteristics
- Describe the conflict response/reaction model.
- List ten conflict resolution skills.
- Discuss seven major federal laws that govern employer and employee relationships.
- Discuss how various federal and state laws affect the day-to-day responsibilities of a clinical supervisor.
- Identify the four types of illegal discrimination.
- Distinguish between unlawful discrimination and harassment
- Describe how discrimination and harassment behaviors affect the workplace
- Define illegal discrimination and discuss various forms of prohibited actions.
- Define sexual harassment and describe ?quid pro quo? and ?hostile environment? forms of sexual harassment.
- List examples of sexual harassment
- Discuss some leading Supreme Court decisions on sexual harassment.
- Describe two strategies in confronting and eliminating discrimination and harassment
- Discuss various cases involving harassment and discrimination and actions a clinical supervisor should take.
- Make a checklist of things to do in response to complaints of discrimination or harassment.
- Formulate questions to ask of a complainant, harasser, and witnesses while investigating allegations of discrimination or harassment.
- List six tools that supervisors can use to take responsibility when they have offended someone.