The conduct of an accredited supervisor will be examined at accreditation and again at five yearly reviews. Each General Member and Accredited Member accepts that it is at all times imperative to conduct oneself in a manner which is a credit to their profession and in accordance with the following general principles.
Any accredited member is required to:
- only accept supervisees who are aware of the role and relationship provided by supervision, making that clear through a contracting-in process either in writing, or by verbal agreement, or ideally both.
- contract the terms of confidentiality and maintain clear professional boundaries.
- explain and agree the role of supervision in fostering and developing a supervisee’s professional development and monitoring their fitness to practice; and the action the supervisor will take when fitness to practice has been compromised.
- act immediately, and in accordance with the law, if a supervisee discloses information relating to risk of harm to self or others.
- act with due respect for integrity and difference, including sexual orientation, ethnicity, religion, disability, or gender.
- in matters relating to the wellbeing of a supervisee, act solely in the interests of the supervisee.
- use their professional judgment to encourage supervisees who require further support to seek that support for themselves, whether through spiritual guidance, counselling, medical attention, or some other source of support.
- maintain regular and sufficient supervision for the supervisor or educator’s own practice and workload.
- be appropriately insured for any supervision work undertaken.
- engage in regular professional development activities.
Where another party, whether colleague, fellow supervisor, or supervisee, has experienced the supervisor as contravening this Code of Conduct, the following steps will be taken:
- Informal approach: an informal approach is to be made by the complainant to the supervisor outlining, in person and in private, what the issues are and seeking to find a mutual solution to those difficulties. If a solution can be found and maintained, this is the best option.
- Formal approach: following an unsuccessful informal approach the complainant must put in writing their grievance to the supervisor and ask for a formal resolution of the problem. The supervisor or the complainant may choose to involve a third party or mediator at this stage. If a solution can be found and maintained (including termination of the supervisor-supervisee relationship) this should be implemented. The complainant must receive a written notification of the agreed solution.
- Second Formal Approach: If the formal approach does not produce a satisfactory solution or if breaches of the Code of Conduct are perceived to persist, the complainant may make an approach in writing to the Secretary of APSE, outlining the Informal and Formal stages which they have taken and providing any relevant written material. This will then be dealt with under the APSE Complaints Procedure.
A complaint is defined as a grievance presented in writing involving an alleged violation of ethical, and/or professional conduct as defined by the APSE Code of Conduct. Complaints should be resolved as close to the event as possible, in a spirit of face-to-face mutual respect and consideration (see Resolving Differences above).
Where this process has not led to a satisfactory resolution, either party to the complaint may lodge a written appeal with the Secretary. The Secretary will arrange an appeal panel of at least three Members who have not previously been involved in the case.
The appeal panel will investigate the case and decide upon one of the following outcomes:
- the complaint is not upheld.
- the complaint is found to have some grounds and remedial action may be recommended.
- the complaint is upheld and remedial action may be recommended, or the supervisor may have their Accredited Status removed.
The decision of the appeal panel shall be final. All parties will be informed in writing of the outcome.