Supervision Matters Program Overview

Throughout the state of Maryland’s child welfare system, supervisors play a critical role in ensuring that the Department of Human Resource’s (DHR) mission and goals are achieved.  New supervisors who are transitioning into this new role require training and support in order to provide the best possible service.  The Child Welfare Academy is uniquely poised to assist in these efforts and is proud to partner with DHR to provide the Supervision Matters program to new supervisors.  The goal of the program is to improve the outcomes for Maryland’s children by offering high quality leadership and management training to new supervisors and their administrators. 

Over a 6 month period, elements of the Supervision Matters program include

  • 11 days of classroom training,
  • transfer of learning activities,
  • individual coaching sessions, and
  • administrator involvement.

Transfer of learning has been shown to be greatly enhanced through the use of support like coaching.   Maryland, along with many other child welfare systems across the country is using a coaching model to support practice change.  Along with the support provided by each coach, peer support is also emphasized.  This type of intensive, long term training with a cohort of new supervisors is a unique professional development opportunity in Maryland and provides a forum for the exchange of ideas and experiences. 

Routine meetings between the supervisors and their administrators are an important component of the course in order to allow a time and place for constructive feedback and to check the supervisor’s progress toward mastering and using their new skills.  Administrators have an opportunity to meet monthly for a companion series of training sessions so that they can best help their supervisors integrate newly acquired knowledge and skills into present services.

The content of the Supervision Matters course reflects the roles, standards and expectations of the supervisor as set forth by DHR. 

Areas Include:

  • Supervisor as leader manager
  • Building the foundation for caseworker and unit performance
  • Promoting the growth, development and performance of caseworkers
  • Clinical supervision, coaching and change management