Supervisor Training Research Articles

UNDERSTANDING OF CULINARY MICRO, SMALL AND MEDIUM ENTERPRISES ACTORS ON HALAL FOOD PRODUCTS IN SAMBAS REGENCY

This research is motivated by a lack of understanding of halal products and foods, therefore researchers feel interested in researching the challenge of understanding the halalness of food so that culinary micro, small and medium enterprises actors are not careless in serving food to consumers. This study aims to obtain clear information about: 1) Knowing the understanding of culinary micro, small and medium enterprises actors on halal food products in Sambas Regency, 2) Knowing the application of culinary micro, small and medium enterprises actors to halal food products in Sambas Regency, 3) Knowing the benefits of understanding halal food products for culinary micro, small and medium enterprises actors in Sambas County. The subjects in the study were culinary micro, small and medium enterprises actors who had attended halal supervisor training in Sambas district. To obtain data related to the focus of the study, researchers conduct interviews, observations and documentation. The data validity check techniques used are: 1) Triangulation Technique, 2) Member Check Technique. The results of the study can be concluded: 1) Understanding of culinary micro, small and medium enterprises actors on halal food products in Sambas Regency, namely the understanding that micro, small and medium enterprises actors have met halal standards in Islam by referring to Halal Product Assurance Organizing Agency and the Indonesian Ulema Council and evidenced by the issuance of halal certificates on existing culinary micro, small and medium enterprises products Kabulaten Sambas. 2) The application of culinary micro, small and medium enterprises actors (businesses, micro and medium) to halal food products in Sambas Regency is carried out by paying attention to cleanliness in food, paying attention to packaging and how to serve food, always preparing hand washing before entering the food place. 3) The benefits for culinary micro, small and medium enterprises actors (businesses, micro and medium) in halal food products in Sambas Regency are that the body becomes healthy both physically and spiritually, the food that will eat is always maintained for comfort, security, and safety in consuming goods and/or services.

The Application of the “Leadership Grid" Model: Case Study of Human Resources Sector in the Ministry of Internal Affairs of Serbia

The effective leadership is very important for the public sector functioning. The effectiveness of the leadership process is influenced by many factors. One of them relates to the behaviour of leaders and managers. The leadership grid is a practical model for training managers, supervisors, and leaders. This model has a particular importance from the aspect of increasing productivity and commitment to the work of employees. To apply the model, it is necessary to identify the behavioural orientation of the leader or manager. Empirical research was conducted in July 2021, within the organizational units of the Human Resources Sector of the Ministry of Internal Affairs in the Republic of Serbia using an anonymous survey questionnaire on a sample of 50 respondents. Descriptive statistical indicators were applied in hypothesis testing. The research findings indicate that employees believe that direct managers are more focused on the implementation of tasks. Based on the "leadership grid" model, the leadership style- Compromise Management is represented. Furthermore, the results of this research can contribute to the development of professional capacities to make the processes more effective and improve the work of the public sector.

Abusive supervision and employee well-being of nursing staff: Mediating role of occupational stress.

The study examined whether occupational stress mediated the relationship between abusive supervision and well-being of nursing staff. A cross-sectional questionnaire survey was administered. Data were collected at three-time points between July 2020 and January 2021. A total of 313 valid responses were obtained from nurses working in a general hospital in Taiwan. The data were analysed using descriptive statistics, Pearson's correlation analysis and the bootstrap method. Abusive supervision was positively associated with occupational stress (β=0.288, SE=0.069, 95% CI [0.152, 0.423]) and negatively associated with employee well-being, including psychological (β=-0.350, SE=0.084, 95% CI [-0.515, -0.186]), physical (β=-0.301, SE=0.080, 95% CI [-0.459, -0.143]) and social well-being (β=-0.422, SE=0.121, 95% CI [-0.661, -0.183]). Occupational stress was negatively related to employee well-being. A mediation analysis with bootstrapping revealed that occupational stress mediated the relationship between abusive supervision and employee well-being, which included psychological (95% bootstrap CI [-0.183, -0.046]), physical (95% bootstrap CI [-0.212, -0.062]) and social well-being (95% bootstrap CI [-0.178, -0.040]). Abusive supervision influences employee well-being. Occupational stress mediates the relationship between abusive supervision and employee well-being. To improve employee well-being, hospital administrators should develop policies for effectively managing nursing supervisors' abusive behaviour and subordinates' stress management. Abusive supervision increased the occupational stress of employees and influenced their well-being. Thus, educational courses should be implemented to train supervisors to practice positive leadership and treat employees fairly. Promoting stress management among nursing staff may lead to the prompt reporting of abusive events and improved employee well-being. This study investigated the relationship between the abusive supervision and employee well-being of nursing employees. No patient or public contribution is involved in this study.

Assessing the competencies of construction supervisors in providing work-based training components for construction labour – Sri Lankan perspective

PurposeStudies highlight that poor labour supervision and inadequate labour training facilities are the primary factors that result in labour skill shortages and productivity-related challenges among construction firms. This study aims to assess the construction supervisors’ abilities in providing work-based training elements and evaluating labour skills in construction.Design/methodology/approachA construction supervisory training programme was newly designed with a set of labour training exercises using comprehensive approaches. A total of 64 construction supervisors were trained to deliver the labour training components for more than 250 labourers working on 23 construction projects in Sri Lanka. The supervisors’ competencies were assessed using a detailed marking guide developed through expert discussions and literature reviews.FindingsThe results show the detailed cross-section of a wide range of competencies of the construction supervisors in providing labour training elements with the levels of standards/descriptions. The generalisability of the study applications and the reliability of the results were ensured using statistical tests and expert reviews. The findings further describe the impacts of the well-improved competencies of construction supervisors on labour working patterns and work outputs.Research limitations/implicationsThough the study findings were limited to the Sri Lankan construction sector, the study applications can have a considerable impact on the current/future practices of the construction sector in developing countries as well as other developing industries.Social implicationsThe study outcomes may contribute to a rapid increase in the number of construction supervisors becoming certified assessors of National Vocational Qualifications up to certain levels. This paper describes the further extensive implications and future scopes of the study elaborately.Originality/valueThe study adds new characteristics and values to construction supervision practices that can be remarkable in achieving higher levels of performance and productivity in labour operations. Importantly, the study contributes to adorning the job role of construction supervisors with the title of “labour training expert”.

Implementation of a high-fidelity simulation programme for year 3 internal medicine trainees (IMT3)

Year 3 Internal Medicine Trainee (IMT3) is a new (in 2021) grade of medical trainee intended to bridge the chasm between the supported environment of being a senior house officer and the more independent role of a medical registrar. We identified an unmet need for simulation experience to develop skills in emergency management, team leadership, and medicolegal/ethical judgement needed by the medical registrar [1]. Medical simulation and human factors training are essential for the development of IMT3s [2]. We created a novel high-fidelity simulation programme to address this training requirement and support this new grade of junior registrars. We designed five scenarios according to current curriculum guidance and Trust human factors framework. These scenarios were: (i) managing a Jehovah’s witness with an upper gastrointestinal tract bleed but lacking capacity, (ii) tricyclic antidepressant overdose, (iii) cardiac arrest in pregnancy, (iv) duty of candour after a fatal medical error, and (v) a hypoxic COVID-19 patient refusing treatment. The scenarios were piloted to a focus group with iterative improvements made. Participants responded to a Likert-type scale on both pre- and post-course questionnaires regarding their perceived confidence in managing difficult clinical and ethical conundrums, and their ability to share decision-making and communicate effectively during these situations. 23 out of 30 (77%) of the Trust’s IMT3s attended the programme which ran from January to May 2022, 22 (96%) of whom have completed both pre- and post-course questionnaires across the six sessions held. Mean course satisfaction and subjective knowledge gained ratings amongst participants following attendance at the course was 4.9/5. There was a 34.9% increase in mean confidence rating towards the management of challenging ethico-legal dilemmas (pre- versus post-course: 6.6/10 versus 8.9/10). Similarly, the average confidence towards the delivery of effective resuscitation in acutely deteriorating patients rose from 7.3 to 8.8/10 (20.5%), while average confidence in sharing decision-making and effective communication increased from 7 to 9/10 (28.6%) amongst the participants. Unclear audio system and lack of handouts were reported as limitations. Pauses in study leave access due to COVID-19 surges posed a challenge to the delivery of sessions and additional sessions were instituted to limit this impact. This is a novel programme for a new grade of doctors. The pilot data suggested that the implementation of a high-fidelity simulation programme appeared to be an effective modality to support the progression of this junior medical registrar cohort. 1. Joint Royal Colleges of Physicians Training Board (JRCPTB). Internal Medicine Training (IMT) Stage 1 ARCP Decision Aid. 2019 (last updated 2022). [Accessed on 4/06/2022]. 2. Joint Royal Colleges of Physicians Training Board (JRCPTB). Rough Guide to Internal Medicine Training: Guidance for training programme directors, supervisors and trainees. 2019 (last updated June 2019) guide to IMT June 2019.docx %282%29.pdf [Accessed on 17/05/2022].

Developing resilience interventions for emergency service responders—a view from the field

IMPACT Emergency responders face stressful and traumatic challenges which can cause significant mental health problems, including anxiety, depression and post-traumatic stress. These conditions can reduce the capacity of emergency services to serve and protect their communities. The UK’s National Police Wellbeing Service adopted an evidence-based approach to building the resilience of its officers and staff to deal with major traumatic events as well as everyday stressors. The stress and trauma-informed care programme are being rolled out nationally. The programme includes education for officers and staff, supervisor training and a stepped trauma intervention model designed to reduce distress and trauma.

Community health extension workers' training and supervision in Ethiopia: Exploring impact and implementation challenges for non-communicable disease service delivery.

Training and supervision of health workers are critical components of any health system;thus, we assessed how they impact health extension workers' (HEWs) role in non-communicable disease (NCD) service delivery in Ethiopia's health extension program (HEP), using an in-depth qualitative study conducted in 2019.The study covered two regions-the Tigray and the South Nations, Nationalities and Peoples Region (SNNPR)-and involved the Federal Ministry of Health. We conducted twenty-seven key informant interviews with federal and regional policymakers, district health officials, health centre representatives and HEWs.Participants highlighted substantial implementation challenges with training and supervision practices delivered via the HEP. Training for NCDs lacked breadth and depth. IT was described as inconsistently delivered with variable availability within and between regions;and when available, the quality was low with scant content specific to NCDs. HEP supervision was inconsistent and, rather than being supportive, mainly focused on finding faults in HEW work practices. Supervisors themselves had skill gaps in critical areas overall, and specifically concerning NCDs. HEWs' performance appraisal encompassed too many indicators, leading to excessive complexity, which was burdensome to HEWs. This, negatively impacted HEW motivation and compromised service delivery. HEW involvement in non-HEP activities (such as promoting other government programs) often competed with their core mandates, thus affecting HEP service delivery.Efforts to address training and supervision constraints in Ethiopia's HEP should focus on improving the quality of NCD training for HEWs and supervisors, shifting from authoritative to supportive supervision, simplifying performance appraisal and reducing competing attention from other programs.

Improving the quality of HIV rapid testing in Ghana using the dried tube specimen-based proficiency testing program.

BackgroundThe introduction of human immunodeficiency virus (HIV) antibody rapid testing (RT) in resource-limited settings has proven to be a successful intervention to increase access to prevention measures and improve timely linkage to care. However, the quality of testing has not always kept pace with the scale-up of this testing strategy. To monitor the accuracy of HIV RT test results, a national proficiency testing (PT) program was rolled out at selected testing sites in Ghana using the dried tube specimen (DTS) approach.MethodsBetween 2015 and 2018, 635 HIV testing sites, located in five regions and supported by the U.S. President’s Emergency Plan for AIDS Relief (PEPFAR), were enrolled in the HIV PT program of the Ghana Health Service National AIDS/STI Control Programme. These sites offered various services: HIV Testing and Counselling (HTC), prevention of mother-to-child transmission (PMTCT) and Antiretroviral Treatment (ART). The PT panels, composed of six DTS, were prepared by two regional laboratories, using fully characterized plasma obtained from the regional blood banks and distributed to the testing sites. The results were scored by the PT providers according to the predefined acceptable performance criteria which was set at ≥ 95%.ResultsSeven rounds of PT panels were completed successfully over three years. The number of sites enrolled increased from 205 in round 1 (June 2015) to 635 in round 7 (December 2018), with a noticeable increase in Greater Accra and Eastern regions. The average participation rates of enrolled sites ranged from 88.0% to 98.0% across the PT rounds. By round 7, HTC (257/635 (40.5%)) and PMTCT (237/635 (37.3%)) had a larger number of sites that participated in the PT program than laboratory (106/635 (16.7%)) and ART (12/635 (1.9%)) sites. The average testing performance rate improved significantly from 27% in round 1 to 80% in round 7 (p < 0.001). The highest performance rate was observed for ART (100%), HTC (92%), ANC/PMTCT (90%) and Laboratory (89%) in round 5.ConclusionThe DTS PT program showed a significant increase in the participation and performance rates during this period. Sub-optimal performances observed was attributed to non-compliance to the national testing algorithm and testing technique. However, the implementation of review meetings, peer-initiated corrective action, supportive supervisory training, and mentorship proved impactful. The decentralized approach to preparing the PT panels ensured ownership by the region and districts.

Cross-disciplinary collaboration for supervisor training: reaping the benefits of a relationship-based approach

ABSTRACT The authors describe a successful collaboration between three individuals with complementary but varied professional and personal identities as they developed and implemented a training on culturally engaged supervision for a group of genetic counseling fieldwork supervisors. The authors discuss the origins of their collaboration, explain how the principles of a relationship-based approach guided planning and implementation of the workshop, situate their process in the interprofessional collaboration literature, and distill conclusions intended to help others move from a shared project to a shared vision that forms the foundation for ongoing efforts.

Assessing the performance and productivity of labour in building construction projects through the application of work-based training practices

PurposeSources highlight that lack of systematic labour training components results in low performance and productivity of labour, which leads the construction industry of many countries to face various challenges. This study aims to quantify the variations in the performance and productivity levels of labour in building construction projects through the applications of effective work-based training components.Design/methodology/approachA comprehensive literature review and a series of experts’ discussions with action-oriented communication approaches were conducted to develop a set of practices related to labour training, performance assessment and productivity measurements within a framework. The developed practices were applied to around 100 labourers working on nine building construction projects through a construction supervisory training programme.FindingsThe study presents the detailed patterns of the significant changes in labour performance and productivity levels. The majority of trained labourers have grown to perform the work process with some relevant theoretical and operational knowledge and skills. The overall results spotlight the significant behavioural changes that can be observed in workforce operations by improving labour performance, which resulted in implementing effective labour-rewarding practices within a framework.Research limitations/implicationsAlthough the study findings were limited to the Sri Lankan context, the proposed practices can be applied to the industry practices of the construction sector of other developing countries and the other developing industries in similar ways/scenarios.Practical implicationsThe study outcomes contribute to uplifting the work qualities of labourers with life-long learning opportunities and unlocking the potential barriers for expanding the local labour supply while controlling the excessive inclination of the local firms towards foreign labour. This paper describes further implications and future scopes of the study elaborately.Originality/valueThe study provides generalised mechanisms and practices that transform the labour characteristics and add new attributes for strengthening the values of construction supervision practices to obtain well-improved work outputs. The study outcomes reinforce the chain relationships among the training elements, labour performance and productivity levels, leading to upgrading current planning and operational management practices, especially adding constructive mechanisms in resource levelling and productivity benchmarking practices.

Special Needs Elementary Schools' Clinical Supervision In Indonesia

The relevance and challenges of clinical supervision for effective teaching and learning in Elementary schools with special needs exploring through descriptive survey research. We collected data using twenty questionnaire items from 429 respondents consisting of principals and teachers and analyzed them using t-test statistics. The research findings reveal several relevancies of clinical supervision in teaching and learning: improving teacher classroom behavior and supporting students' clinical learning. Clinical management has challenges, including disagreements on collaboration between teachers and principals, lack of trained supervisors, inadequate supervisors in various areas of specialization, and time constraints. Based on these findings, this study recommends that the Management Board of elementary schools with special needs requires clinical supervision at least once a month.

External Quality Assessment (EQA) of Laboratory Tuberculosis Diagnosis in Lagos State, Nigeria: A Three-Year Review

The low detection of tuberculosis cases is a big problem in Nigeria. The rate of accurate diagnosis while ensuring the quality of TB treatment monitoring tool – AFB, with a 90% Pass grade system among the testing laboratories requires to be monitored. Therefore, this study evaluated the external quality assessment (EQA) of TB diagnosis to satisfy laboratory quality requirements in Lagos, Nigeria. This study was conducted using data from 132 laboratories in Lagos, examining 3years retrospective EQA reports from 2019 to 2021. A structured data abstraction chart was employed to extract EQA data from the STBLCP database, while a trained supervisor checked for completeness, clarity, and consistency of data. IBM-SPSS version 28.0 was used for data analysis. The external assessment report showed an improved TB Laboratory diagnostic performance in the 2nd quarter of 2019 and 2020, but a decline was noticed in the 3rd and the 4th quarters. There was an increase in the overall laboratory performance from 94.4% in 2019 to 96.1% in 2020. A significant proportion (79.2%) of the slides assessed in 2019 passed external assessment tests (had a concordant score of 90 and above). However, the performance was significantly better in 2020 (84.2%) and 2021 (88.2%). Laboratories should be upgraded to a world-standard level, and staff should be well-trained, with periodic competency assessments to make reliable diagnoses, while ensuring all testing laboratories are enrolled in EQA program for the measure of quality laboratory services and consistency in service delivery. Keywords: Assessment, Diagnosis, External, Laboratory, Tuberculosis, Quality.

Å velge bort læring i skolen til fordel for læring i praksis: En casestudie om veien frem til fagbrev via praksisbrev

This article focuses on the training practice scheme, a two-year apprenticeship scheme that was implemented as a measure to reduce dropouts from vocational education and training (VET). After completing a two-year apprenticeship, apprentices may continue their training to obtain a full trade certificate. In this article, we examine how the scheme contributes to inclusion in regular VET. Based on interviews with ten apprentices who continued their education and training in a regular apprenticeship after a two-year apprenticeship, and interviews with their supervisors in apprenticeship training, this article presents two case studies. The apprentices’ narratives about school reveal negative educational experiences, feelings of disengagement, failure and exclusion, leading both of them to withdraw from school and construct an identity as practically-oriented learners. During the first year of upper secondary education, both were offered a two-year apprenticeship in sales. The two case studies show how practice-oriented learning provided opportunities to experience success and mastery, a sense of belonging, and the feeling of being members of communities of practice. The article argues that these experiences contributed to a shift in the apprentices’ self-view and thereby created opportunities for learning and motivation to continue education and training.

Blended Learning Model in Technical Competence Training for Supervisors in the City of Bandung

This research aims to describe the blended learning model in technical competency training for supervisory functional positions in the city of Bandung. In this research apply analytical descriptive method and quantitative approach by using documentary study. The data collection instrument used was a questionnaire with 60 surveyors in Bandung as respondents. Data analysis techniques were data collection, presentation and conclusion. In the application of this model, training in the professional ability of the supervisory function of the city of Bandung was carried out which is expected to increase the level of quality of the inspector in practice. Things that need to be prepared before carrying out training with the Blended Learning method include preparing facilitators who understand information and communication technology, providing learning management systems (LMS), providing internet devices, digital libraries, and facilitating understanding by changing delivery materials. In organizing the training, the organizers must pay attention to matters relating to communication, logistics, operators, participants, infrastructure, evaluation and monitoring of other training materials. It is important to evaluate and monitor the training process to uncover various gaps, weaknesses and strengths, both in its implementation and in the process. The results of this training assessment indicated that there was an increase in differences in knowledge aspects between before and after the Blended Learning model training in technical skills training for supervisory functional positions in the city of Bandung.

“I noticed that when I have a good supervisor, it can make a Lot of difference.” A Qualitative Study on Guidance of Employees with a Work Disability to Improve Sustainable Employability

PurposeFor employees with a work disability adequate daily guidance from supervisors is key for sustainable employability. Supervisors often lack expertise to guide this group of employees. Mentorwijs (literal translation: Mentorwise) is a training for supervisors to improve the guidance of employees with a work disability. The aim of this study was to investigate the experiences of employees with a work disability regarding: (1) the guidance from their supervisors (who followed the Mentorwijs training), (2) which differences they notice in the guidance due to the Mentorwijs training, and (3) what kind of aspects they consider important in their guidance to achieve sustainable employability.MethodsA qualitative study was performed with semi-structured (group) interviews among twenty-one employees with a work disability. Thematic analysis was performed to analyze the data.ResultsThemes that followed from the interviews were: (1) work tasks and conditions can facilitate or hinder sustainable employability: (2) relationships among employees and with supervisors can affect sustainable employability; (3) a desire for new opportunities and challenges; and (4) a need for supervisor skills to facilitate sustainable employability, i.e. appreciation, availability of help, dealing with problems, listening, attitude and communication. According to employees, changes were mainly noticed in supervisor skills.ConclusionsEmployees with a work disability were very satisfied with the guidance of supervisors who followed the Mentorwijs training. To improve sustainable employability, training of supervisors should focus more on adequate work conditions, providing employees opportunities to learn new work tasks and improving supervisors’ skills regarding appreciation, attitude and communication.

Current Status and Challenges of Support Environments for New Graduate Occupational Therapists in Japanese Hospitals: A Mixed Method Study.

Introduction The number of occupational therapists in Japan continues to increase, which has led to an urgent need to improve the educational environment for new graduate occupational therapists. This study attempted to identify the current state and challenges of the educational environment for new graduate occupational therapists in Japan. Methods We employed a mixed method using quantitative and qualitative data from a questionnaire survey of 1055 chief occupational therapists in Japanese hospitals. The questionnaire consisted of (1) basic information about the respondent and their hospital, (2) educational environment for new graduate occupational therapists at the respondent's hospital, (3) time spent on in-hospital lectures and on-the-job training, and (4) challenges in the clinical education of new graduate occupational therapists. Text data was analysed qualitatively using text mining to create cooccurrence networks. Results A total of 385 responses were obtained with a response rate of 36.5%. All hospitals had recruited new graduate occupational therapists in the last five years, but more than half of them did not have a philosophy and policy on education and had not prepared guidelines for the completion of occupational therapy education. The cooccurring network of issues in the educational environment for new graduate occupational therapists indicates the need to create standard guidelines, train supervisors, and develop a hospital education system. Conclusion In the future, the needs of the educational environment for newly graduated occupational therapists should be investigated, and standardised educational guidelines should be developed.

Challenges and Ethical Issues in Counseling Supervision from Faculty Supervisors’ Perspective

Supervision is an essential aspect of counselor development. Supervisors should have the necessary qualifications to provide effective supervision. The difficulties encountered and ethical problems can make the supervision they provide ineffective or harmful. As emphasized in the supervision literature, supervisors may unwittingly offer ineffective supervision. Therefore, it is thought that there is a need to examine the experiences of the supervisors. This study aimed to present empirical evidence on the challenges and ethical problems faced by supervisors in counseling supervision and ways of coping. For this purpose, the explanatory sequential mixed methods research design was used. The most common challenging factors, ethical issues, and coping methods were obtained from faculty supervisors via a web-based questionnaire. Also, online interviews were conducted with nine volunteer faculty supervisors to delve into their experiences. The most challenging factors were about conducting supervision, supervision methods, and techniques, evaluation, and focus of supervision. The supervisor encounters ethical problems such as confidentiality and privacy, emergency, evaluation process, unprofessional behavior of the supervisee, and multiple relationships. Consultation, getting literature support and having a strong supervision relationship with the supervisee are the most frequently used coping methods. The results of this study provide a framework for supervisors' needs to provide effective supervision. Based on these findings, it is thought that supervisor training will provide a critical contribution to supervisors as to gaining the knowledge and skills they need to cope with these challenges.

Group supervision is a distinct supervisor competency: empirical evidence and a brief scale for supervisory practice

ABSTRACT Objectives There is strong endorsement of competency-based frameworks for practitioner training and widespread use of group supervision in practitioner training. However, there has been little effort made to understand the components and anatomy of group supervision, or efforts made to evaluate its efficacy. The current study investigates the nature and extent to which abilities and skills within individual and group supervision are similar or distinct from each other. Method A total of 98 supervisees, across 21 groups, evaluated individual and group supervisor competence of their supervisors (N = 11) using the Supervision Evaluation and Supervisor Competence Scale. Results Hierarchical cluster analysis revealed that group supervision emerged as a distinct and independent cluster to individual supervision competencies. Additionally, supervisors were rated higher on individual than group supervision competencies. Conclusion Group supervision should be considered a distinct competency requiring specific skills and therefore would likely benefit from specialised training to deliver competent group supervision. These preliminary results have implications for supervisor training, as well as clinical training programs in Australia and abroad who use group supervision as a form of clinical training.

Career-long clinical supervision among counselors in Turkey: Current experiences, needs, and preferred practices

Career-long clinical supervision is still not common and is a relatively new study area in the counseling profession. Thus, this study aims to describe the current supervision experiences, needs, and preferred practices among counselors in Turkey, as well as the factors affecting their supervision experiences. For this purpose, cross-sectional survey design study was used and a total of 402 counselors participated in the study by using convenience sampling. The Supervision Experiences and Needs Online Survey Form developed by researchers was also used for data collection. The descriptive statistics and chi-square analyses conducted to analyze data. The results indicated that current supervision experiences are varied though very limited. Twenty-three percent (n=92) of the participants reported to receive supervision. They received mostly psychotherapy/counseling training supervision, and then work setting supervision and volunteer supervision respectively. The most common reasons for receiving supervision were developing interviewing/counseling skills (n=83); developing intervention skills for client’s needs and problems (n=83); and learning a therapy/counseling approach (n=81). Besides, age, educational degree, work setting, work experience, and the professional organization membership was found to be the factors of receiving supervision. The supervision needs, methods, techniques, and supervisor characteristics were varied with respect to current and preferred practices. Most participants (n=381) want to receive regular, monthly, and face-to-face supervision from supervisors as professionally trained and experienced counselors with supervisor training. Overall, this study highlights the necessity of developing accessible, affordable supervision opportunities as well as the development of a pool of trained supervisors.

Roles of clinical supervisors in the clinical training of radiography students in Zambia: a qualitative study

Clinical supervisors are responsible for the facilitation of practice-based learning for radiography students. However, literature is scarce on the roles of clinical supervisors in the clinical training of students in Zambia. This study was aimed at identifying and exploring the roles of clinical supervisors in the clinical training of radiography students in Zambia. A qualitative design with unstructured interviews was used in this study. Ten individual interviews were conducted in July 2018 with clinical supervisors of radiography students working at the main clinical training and placement sites of the Lusaka and Copperbelt provinces of Zambia, respectively. All digital interview recordings were transcribed verbatim and analysed thematically. Three main roles of a clinical supervisor emerged: managerial, educational, and supportive. The managerial role deals with organising and managing clinical training resources. The educational role involves imparting knowledge and skills to students. The supportive role involves supporting students with social and learning problems. Findings show the inter-relationship of these roles to each other. Clinical supervisors need to understand their roles in order to develop and maintain their competences in the facilitation of practice-based learning. This could also help stakeholders to provide appropriate support to clinical supervisors.