Facilitative Supervision
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Transcript Facilitative Supervision
Facilitative* Supervision
“ a process implemented by many parties…”
Together!
What is supervision?
The process of
“directing and supporting staff
so that they may effectively
perform their duties.”1
What is Facilitative / Supportive
Supervision?
A process that promotes quality at all
health system levels by strengthening
relationships, focusing on identification
and resolution of problems, and helping
optimize the allocation of resources.2
Supervision: essential functions
Management, education, and support
Set objectives / expectations
Monitor performance / provide feedback
Ensure supplies
Address training and development needs
Solve problems jointly
Motivate and support providers to improve
performance
Why supportive supervision?
MAQ/ program review for RH in developing
countries:
Evidence from the past two decades: need to change not
only the frequency, duration and structure of supervisory
encounters, but also the nature and objective of supervision
to make it more supportive and facilitative.2
US / UK literature review on post-graduate medical
education and clinical practice:
Single most important factor associated with better
supervisory or performance outcomes was the quality of the
supervisory relationship.3
Supervision process
1
Revise
Plan
Review
Do
What is Supportive Supervision?
Involves multiple parties
Leadership team
External supervisors
Facility quality improvement (SS/CQI) teams
Peers
Community committees
Focuses on the results of processes and
program outcomes (data-driven)
Fosters relationships and teamwork
What is Supportive Supervision?
Facilitates a culture of communication and
problem solving
Monitors individual performance against
expectations
Lessons learned for using
supportive supervision
Top management must be committed
Requires motivation on the part of
supervisors and staff alike
Takes time and investment to establish
Should be integrated into the existing HRM
system, not as a parallel system
Lessons learned
Requires simple, short, locally appropriate
and tested tools
Some decision-making authority must be
decentralized
References
1. Marquez, Lani and Linda Kean, “ Making Supervision Supportive and Sustainable: New
Approaches Problems”, MAQ Paper no. 4, 2002; USAID.
2. Kilminster S.M. and Jolly, B.C. (2000). Effective supervision in clinical practice settings: a
literature review. Medical Education, 34, 827-840.
3. Rowe K Alexander, Don de Savigny, Claudio F. Lantana, Cesar G Victora, “How can we
achieve and maintain high-quality performance of health worker sin low-resource settings?”
the Lancet August 9, 2005
4. D.K. McNesse-Smith, “The Influence of Manager Behavior o Nurses’ Job Satisfaction,
Productivity, and Commitment,” Journal of Nursing Administration vol. 27, no. 9 (1997):
47-55.
5. Barkauskas, Violet, H. “Perspectives about and Models for Supervision in the Health
Professions”, University of Michigan, nd.
6. Coles, Tom, “Evidence-based Supportive Supervision for Health Workers: a practical system
for improving family planning services”, unpublished internal document, John Snow, Inc,
October 2005.
7. Walsh, K. et al (2003) Development of a group0 model of clinical supervision to meet the
needs of a community mental health nursing team. International Journal of Nursing
Practice, 9, 33-39.
8. Loveinsohn, B.P., ET Guerrero, S.P. Gregorio, “Improving Primary Health Care through
Systematic Supervision: A Controlled Field Trial,” Health Policy and Planning vol. 15, no. 3
(1984): 112-120.
CONGRATULATIONS!