The first session with your supervisee is as important as the first session with a counseling client. Lay a solid foundation.
The first session with your supervisee sets the stage for a professional mentoring relationship that will last 2-3 years. Use this first meeting to define boundaries, establish rapport, and create a roadmap for the journey ahead.
1. Build rapport and define the clinical supervision space
If your intro call was with the supervisee’s employer, your first session with your new supervisee will need to take more time. If you’ve already met with the supervisee, you’ve already discussed some of this:
- Welcome and introduce yourself.
- Invite the supervisee to introduce themselves and share their background, experience, and goals.
- Establish an open and non-judgmental atmosphere.
- Discuss the importance of confidentiality and ethical considerations within the supervision relationship.
2. Review the clinical supervision agreement
- Provide the supervisee with a copy of the supervision agreement.
- Go through the agreement point-by-point, addressing any questions or concerns.
- Make sure both parties are clear about the expectations, boundaries, and responsibilities outlined in the agreement.
3. Establish the plan for supervision
- Discuss the format (individual/group), the Motivo platform, and preferred communication channels (email, phone), along with the plan for attending to mental health emergencies.
- Determine the frequency of supervision sessions and schedule the next few sessions in advance.
- Identify any specific areas of focus or developmental needs.
- Define how frequently you’ll meet and how long each clinical supervision session will be.
- Discuss any relevant state regulations on clinical supervision and create a plan for completing all necessary supporting documents (i.e. supervision oversight agreements, supervision plans, etc.).
4. Identify the clinical goals
- Have the supervisee share their personal and professional clinical goals.
- Discuss your supervisee’s short-term and long-term personal and professional clinical goals — including any areas of specialization or populations of interest.
- Explore areas where the supervisee wants to develop their clinical skills and competencies.
- Align clinical goals with the supervisee's career aspirations.
5. Establish clinical licensure goals
- Discuss any questions about licensure that the supervisee might have, along with resources to provide guidance throughout the journey.
- Clarify the supervisee's current licensure status and requirements for licensure in your jurisdiction.
- Map out the steps and timelines for achieving clinical licensure.
- Identify any specific tasks or assignments that need to be completed for licensure.
- Develop a plan for tracking progress toward licensure and meeting necessary requirements.
- Establish how often and in what format clinical experience and supervision logs need to be signed and delivered. Employers also may have specific requirements for ensuring compliance.
6. Discuss the supervisee’s current caseload
- Have the supervisee provide an overview of their current clients, including demographics, presenting issues, and treatment modalities.
- Review any challenging or complex cases and discuss potential strategies for addressing them.
- Address any ethical or legal concerns related to client care.
- Encourage the supervisee to reflect on their clinical work and any areas where they may need guidance or support.
7. Wrap up the session and pave the way for the next
- Summarize key points discussed during the session.
- Confirm any action steps and assignments for both the supervisor and supervisee for the next session.
- Schedule the next supervision session and make sure you both have the materials and information you’ll need.
- Express appreciation for the supervisee's commitment to professional growth.
As the process moves forward…
- Provide ongoing support, guidance, and feedback as needed.
- Revisit the supervision agreement and adjust it as necessary.
- Assess supervision goals regularly.
- Maintain open lines of communication and ensure a safe and supportive supervisory relationship.