Supervisor’s checklist for organisational wellness

Supervisor’s checklist for organisational wellness

by Lisa HarrisNo Comments
Supervision checklist for organisational wellness This Supervisor’s Organisational Wellness Checklist is designed to help those working as a leader, audit the systemic supports that are available to your team. It moves beyond "individual self-care" and ensures the employer or agency is providing a trauma informed foundation. You may find this helpful to use this quarterly to assess and advocate for team-level health.   1. Physical & Psychological Safety  Safe Environment: Is the workspace (lighting, layout, exits) physically secure and welcoming for all staff and clients?  Zero Tolerance: Are anti-bullying, anti-harassment, and non retaliation policies clearly posted and enforced?  Privacy Spaces: Are there quiet rooms or private spaces available for staff to de-escalate or "reset" after difficult sessions?   2. Workload & Operational Support  Caseload Balance: Is there a mechanism to review and adjust workloads based on case complexity and staff experience levels?  Flexibility: Does the agency offer flexible scheduling or remote options to support staff wellbeing and work-life boundaries?  Task Clarity: Are job roles and expectations communicated in employee-friendly language to reduce...
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Supervision Case Template – Feedback loop

Supervision Case Template – Feedback loop

by Lisa HarrisNo Comments
This Supervision Feedback Loop is designed to be the "sister document" to the Case Presentation Template discussed in my previous blog. It allows you to provide structured, objective feedback that directly correlates to the Proficiency Levels also discussed in earlier supervision blog posts.  1. Proficiency Level Assessment  Based on today’s presentations and session reviews, where are we on the "Ladder of Independence"?  Level 5 (Very Good): Demonstrates independent, creative mastery.  Level 4 (Good): Strong initiative; ideas approved with minor refinement.  Level 3 (Satisfactory): Follows direction well; beginning to problem-solve.  Level 2 (Less than Sat.): Requires supervisor-initiated direction on technical skills.  Level 1 (Poor): Intensive guidance needed; awareness of need to change is present.  2. The "Mirror" - Observational Feedback Strengths Observed: (e.g., "Your use of grounding during the client’s trigger was perfectly timed.")  Growth Edges: e.g., "I noticed therapist talking time was high today; let's work on 'The Power of the Pause'."  3. Theory & Technique Check-in  Clinical Rationale: Does the clinician understand the why behind their intervention? [ Yes / No / Developing ]  Trauma-Informed Lens: Are they effectively addressing the specific trauma type and cognitive level? [ Yes / No / Developing...
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