1.D.13. Staff supervision
NARR Standard 3.0: 1.D.13. Provide Social Model-Oriented Supervision of Staff
Beyond licensure requirements for supervision that apply to some recovery residences, the role of supervision and the techniques used are different within the social model. Recovery residence managers, for example, may have an individual development plan for their job as well as an individual recovery plan. While recovery support is an important priority, supervision of residence staff is rooted in the social model, rather than a clinical approach. Supervision is strengths-based (staff role; authority base), addresses administrative and performance supports, and addresses recovery only as it supports performance. Recovery residence supervision ties directly to supporting the community of recovery. Operators may consider using the SMPS as a foundation for supervision and incorporate other established resources (see Appendix B). — NARR Standard 3.0 Compendium
The standard is upheld by the following rules:
- 1.D.13.a. Policies and procedures for ongoing performance development of staff appropriate to staff roles and residence
- 1.D.13.b. Evidence that management and supervisory staff acknowledge staff achievements and professional development.
- 1.D.13.c. Evidence that supervisors (including top management) create a positive, productive work environment for staff.
Table of Contents
|1.D.13.a. Performance development
|1.D.13.c. Work environment