Abstract
M.A. (Social Work)
The study aimed at determining the nature of social work supervision in welfare
agencies in the Sedibeng Region, Gauteng. The research was of an exploratorydescriptive
nature. A questionnaire was used as a data collection tool and was
self administered by the respondents. A total population of 57 social work
supervisors are employed by non-governmental organisations (NGO),
community-based organisations (CSO) and government departments in the
Sedibeng region and were included in the study. Fifty one completed
questionnaires were returned.
The research revealed that the majority of the respondents held a management
position within the organisation and it is therefore concluded that supervision of
social workers formed part of their management function. In addition, the
supervisors rendering social work supervision were in possession of a Social
Work Degree, which indicated that supervisors met the basic educational
requirement to supervise social workers. Fifty eight percent of supervisors had
six or more supervisees under their span of control. This is above the current
norm set by government of one supervisor to five social workers.
Respondents felt they had the knowledge, experience, infrastructure and
resources to supervise staff including relevant policies and procedures to guide
supervision. Key supervisory roles and qualities that are relevant to supervision
were identified by the respondents. Four key roles were identified by supervisors
namely, motivating and inspiring staff (88%), facilitating skills development and
increasing the knowledge of supervisees (84%), facilitating professional
development of supervisees (76%) and developing the social worker to use
him/herself more efficiently and effectively (76%). The most important qualities of
a supervisor that were identified are: first, openness, Willingness to help and
learn from others (76%), second, a supervisor should be calm, focused and goal-orientated (74%). Finally supervisors should be able to deal with conflict (70%).
These three qualities were highly rated among the respondents.
Barriers to supervision included: increasing work pressures and demands (74%),
high staff turnover (54%) and the emphasis on quantity instead of quality social
work services (56%). Recommendations included policies that set minimum
norms and standards for supervision. The need to prioritise supervision as part of
a management function in social welfare settings within Governmental and Non
Governmental Organisations, forums to promote dialogue, capacity building and
monitoring and evaluation tools are needed to assess the efficiency and
effectiveness of supervision provided and its impact.