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Purpose of Supervision

Supervision provides a reflective, supportive, and professionally accountable space for social service practitioners. It strengthens practice, wellbeing, ethical decision‑making, and professional development.

Supervision with Wayne is grounded in:

• Person‑Centred practice

• Strengths‑Based approaches

• Acceptance and Commitment Therapy

• Te Whare Tapa Whā

• Solutions‑Focused practice

Scope of Supervision

Supervision may include:

• Reflective practice

• Case discussion

• Ethical considerations

• Professional development

• Wellbeing and resilience

• Role clarity and boundaries

• Cultural considerations

Supervision does not replace clinical oversight, crisis support, or therapy.

Confidentiality

Supervision is confidential except where:

• There is risk of harm

• Unsafe, unethical, or illegal practice is identified

• Disclosure is required by law

• Employer‑contract obligations require limited information

• The supervisee consents

Session Format

• Monthly sessions

• 60 minutes

• Online nationwide or in‑person (Dunedin)

Cancellation

• 24 hours’ notice required

• Late cancellations may be charged

• Supervisees must contact Wayne directly

• Uninformed cancellations may result in employer contact for wellbeing and invoicing clarification

Complaints

Concerns should be raised with Wayne first. If unresolved, supervisees may contact:

• SWRB

• Employer (if applicable)

• Another relevant professional body

Review Schedule

• First review at 3 months

• Annual reviews thereafter

Overview

Wayne Winder Supervision Services is committed to providing culturally safe, respectful, and responsive supervision. Cultural safety is essential to ethical practice and is a core expectation of social work in Aotearoa New Zealand.

This policy outlines how cultural safety is upheld within supervision and affirms a clear commitment to Te Tiriti o Waitangi.

Commitment to Cultural Safety

Cultural safety in supervision means:

• Respecting each supervisee’s cultural identity, values, and worldview

• Supporting reflective practice around culture, power, and privilege

• Creating a space where supervisees feel safe to explore cultural considerations in their work

• Acknowledging the impact of colonisation, racism, and systemic inequities

• Encouraging culturally grounded practice frameworks

• Ensuring supervision is responsive to diverse cultural needs

Supervision is a place where cultural strengths, challenges, and questions can be explored openly and respectfully.

Te Tiriti o Waitangi

Wayne Winder Supervision Services is committed to honouring Te Tiriti o Waitangi through:

Partnership

• Building respectful, collaborative relationships with Māori supervisees and organisations

• Supporting supervisees to work in partnership with Māori individuals, whānau, hapū, iwi, and communities

Protection

• Upholding Māori rights, cultural practices, and values

• Supporting supervisees to protect Māori wellbeing and ensure culturally safe practice

Participation

• Encouraging Māori participation in supervision

• Supporting supervisees to promote Māori participation in services and decision‑making

Te Tiriti principles are woven into reflective practice, ethical discussions, and professional development within supervision.

Working with Māori Models of Practice

Supervision may incorporate Māori practice frameworks such as:

• Te Whare Tapa Whā

• Whānau Ora approaches

• Manaakitanga, whanaungatanga, and wairuatanga principles

These models support holistic, culturally grounded reflection and practice.

Cultural Humility

Cultural safety is not a checklist — it is an ongoing practice of:

• Self‑reflection

• Willingness to learn

• Awareness of personal biases

• Respect for cultural differences

• Openness to feedback

Supervision encourages supervisees to reflect on how culture shapes their practice, relationships, and decision‑making.

Responsiveness to Diverse Cultures

Wayne Winder Supervision Services is committed to culturally safe practice for all supervisees, including those who identify with:

• Māori

• Pasifika

• Tauiwi

• Migrant and refugee communities

• LGBTQIA+ communities

• Disabled communities

• Neurodivergent communities

• Any other cultural, spiritual, or identity‑based group

Supervision adapts to meet the cultural needs of each supervisee.

Raising Cultural Concerns

Supervisees are encouraged to raise cultural concerns or needs at any time. If cultural safety issues arise within supervision, they will be addressed respectfully and collaboratively.

Overview

This policy explains how information shared during supervision is protected, stored, and disclosed.

Confidentiality

Supervision is confidential and supports reflective practice, professional development, and psychological safety.

Limits of Confidentiality

Information may be disclosed only when:

• There is risk of harm

• Unsafe, unethical, or illegal practice is identified

• Disclosure is required by law

• Employer‑contract obligations require limited information

• The supervisee consents

Uninformed Cancellations

If a supervisee does not attend and has not made contact:

• Wayne may contact the employer to ensure wellbeing

• Wayne may clarify invoicing under the employer contract

Record Keeping

• Brief notes may be kept

• Secure digital storage

• Access available on request

• Retained only as required

Privacy & Data Protection

Information is stored securely and not shared except as outlined above.

Complaints

Concerns should be raised with Wayne first; unresolved issues may be taken to SWRB or another professional body.

Purpose

This policy explains how supervision records are created, stored, accessed, and protected. It ensures supervisees understand how their information is handled and supports safe, ethical, and accountable practice.

What Records Are Kept

Wayne keeps brief supervision notes to support:

• Continuity of supervision

• Reflective practice

• Professional accountability

• Ethical decision‑making

Notes are intentionally minimal and focus on themes, actions, and professional considerations rather than detailed case information.

Storage and Security

Supervision records are stored securely using encrypted digital storage. Access is restricted to Wayne only.

Records are:

• Protected by secure login

• Stored in a private, controlled digital environment

• Not shared with third parties except as outlined in the Confidentiality & Privacy Policy

Access to Records

Supervisees may request access to their supervision notes at any time. Requests will be responded to promptly and respectfully.

Retention and Disposal

Records are retained only for as long as required for:

• Professional accountability

• Ethical obligations

• Contractual requirements

When no longer required, records are securely deleted.

No Client Identifiers

Supervision notes do not contain identifying details about clients. Case discussions focus on themes, practice considerations, and professional judgement.

Overview

This policy clarifies what supervision with Wayne covers — and what it does not. It helps supervisees and employers understand the boundaries of the supervision relationship.

Scope of Supervision

Supervision supports:

• Reflective practice

• Ethical decision‑making

• Professional development

• Wellbeing and resilience

• Cultural considerations

• Role clarity and boundaries

• Practice frameworks

• Case reflection (non‑clinical)

Supervision aims to strengthen safe, ethical, and effective practice.

What Supervision Does Not Provide

Supervision does not replace:

• Clinical oversight required by employers

• Line management or performance appraisal

• Emergency or crisis support

• Therapy or counselling for the supervisee

• Formal investigation or disciplinary processes

Employer Responsibilities

Employers remain responsible for:

• Ensuring safe staffing and workloads

• Providing clinical oversight where required

• Managing performance concerns

• Supporting staff wellbeing within organisational systems

Supervisee Responsibilities

Supervisees are responsible for:

• Bringing topics or reflections to supervision

• Engaging openly and honestly

• Acting on agreed follow‑up steps

• Raising concerns early if supervision needs change

Supervisor Responsibilities

Wayne is responsible for:

• Providing safe, ethical, reflective supervision

• Maintaining confidentiality within agreed limits

• Offering guidance grounded in professional frameworks

• Supporting supervisee wellbeing and professional growth

• Identifying concerns about unsafe or unethical practice

Review of Scope

The scope of supervision is reviewed:

• At the 3‑month review

• Annually thereafter

• Whenever roles or needs change

Raising Concerns

Supervisees are encouraged to raise any concerns directly with Wayne.

If Concerns Cannot Be Resolved

Supervisees may contact:

• SWRB

• Their employer (if applicable)

• Another relevant professional body

This ensures a fair and transparent process.