社工督導職能培力需求與訓練養成模式之初探：以新北市政府社會局為例

A Preliminary Study on Social Work Supervisors' Needs, Capacity, and Training Model: an Example of Social Welfare Department of New Taipei City Government

社工督導在社工人員實務訓練及核心價值的傳承上扮演關鍵角色，身為督導者如何能具有系統性及完整性的督導職能，更是值得關心的課題，本文循此脈絡，期望對於督導職能培力需求與訓練養成模式進行初步探索研究，透過集合新北市政府社會局的社會福利服務督導人員，共計12人，進行焦點團體的方式，討論社工督導於不同階段面臨的挑戰及立即性需求、不同階段性社工督導對於專業職能的目標及願景等問題。研究結果區分出四個不同階段的督導狀態：督導年資未滿1年：摸索與發展、督導年資1年以上至未滿3年：蓄勢待發、督導年資3年以上至未滿5年：風格初展、社工督導年資滿5年以上：成熟的督導人，並提出對應上述社工督導階段性不同的訓練模式，與應具備之訓練課程內容重點，作為未來實務上督導養成訓練的參考架構。

Social work supervision plays a key role in the practical training of social workers and the inheritance of core values. As a supervisor, how to have systematical and comprehensive competencies is a topic of concern. This article follows this thread hoping to explore what kinds of trainings are needed and what kinds of model are appropriate. Focus group approach was used to collect data. Twelve social workers of Social Affaires Bureau of the New Taipei City Government were involved. Challenges and immediate needs of social work supervisors at different stages and goals and professional function at different stages were discussed in the group. The results distinguished the state of supervision into four stages: exploration and development stage for supervisors who have supervision experience less than one year, ready to go stage for supervisors who have supervision experience more than one year and less than three years, style established stage for supervisors who have supervision more than three years and less than five years, maturity stage for supervisors who have supervision experience more than five years. Training models and contents in different stage were also presented for future reference.