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Weekly supervision with a senior (5+ years experience) for first 12 months

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I was given weekly supervision in public mental health for my first year

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Weekly clinical supervision for 1 hour, separate from operational supervision

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Monthly peer supervision with all junior OT's, and fortnightly hourly supervision with supervisor.

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Don’t have any grads but plan to implement a supervision schedule, grad support group and possible external MH supervision.

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My supervisor was supportive

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Fortnightly supervision, focused on case load only

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Fortnightly supervision, focused on case load only

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I am going to do this from a few roles

OTA - we have been putting the foundation modules for new graduates, and relaunching a revised supervision framework as well.

I valued a structured supervision time when I first started and see this as a real benefit.

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Grad program where we had monthly trainings with other new grads

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Weekly supervision and extra support when needed. My supervisor was also focused on our mental health as well

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MHPN: Mental Health Professionals’ Network

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MHPN: Mental Health Professionals’ Network

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Clinical supervision weekly once by senior OTs, management supervision from team leader fortnightly

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OTA mental health modules, Mental Health SIG, MHPN, industry specific training also 

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OTA mental health modules, Mental Health SIG, MHPN, industry specific training also 

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I have found meeting with a few local OTs working in MH health talking about specific topics/clinical factors very helpful over my career.

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Confidence to attend and contribute to discussions - feeling "ready" to do this

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Clinicians voice too overwhelmed to attend extra learning

Social media information can become overwhelming and at times negative regarding the reality of healthcare

If clinicians work with diverse caseload, take time to find their 'tribe' in regards to peer support

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NDIS MH OT Community of Practice

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OTA; MHPN; FB, and some peer networks but this is limited.

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Access to:

MH Pod

OTA MH capability framework

Verve OT

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PDP creation and reviews are an org wide expectation with clear timeframes and expectations of this

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Monthly MDT Psychosocial education group

Monthly Community of Practice for Seniors/Leaders

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Self-directed learning time is a part of a the KPIs and team members are expected to evidence how/what SDL they have engaged in

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Limits to study leave and/or budget - what a company will/won't fund

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Not for profit organisations offer great mental health CPD opportunities for free

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Limited time - most is self-directed outside of hours work.

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You're only there for a chapter in their lives

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You're only there for a chapter in their lives

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Meetings include "good/positive/learning outcome" opportunity to share

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You are not personally/professionally responsible for problems in the system

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You are not personally/professionally responsible for problems in the system

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Challenge was knowing when to say no to clients and taking on to many clients  

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Challenge was knowing when to say no to clients and taking on to many clients  

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Self advocacy is a very important skill to learn and practise, however it makes all the difference

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this was done really poorly for me at a previous employer. It’s something I hope to make a real change on for my future employees. Still working out all my strategies but an important focus for me!

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What you do outside of work is just as important as what you're doing in work

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What you do outside of work is just as important as what you're doing in work

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Michelle Bihary's resources for psychological safety and self-leadership

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Thank the heavens for Michelle Bihary

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Self-management is a skill needing to be developed just as learning how to deliver an assessment but workplaces don't always prioritise and/or support this learning

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Supporting/encouraging "third space" approach to switch off from work

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Being focused on the progress and little steps! Trying not to take the mental load home with you

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Being able to access supports outside of the organisation - advocating for and/or prioritising foundational learning skills such as MHFA

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My work asked about my preferred style of being supervised, tried to support personal preference.

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Workplace meets employer considerations from an objective perspective which can put expectations on the clinician to engage in the supports and therefore not utilising

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KPI ramp up moving too quickly, the endless 'what is a realistic KPI' discussion or lack of discussion

Varied caseload doesnt meet the need for repetition to develop skills

Lack of skill in leaders related to providing supervision

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Operationally ticking the box but not always with the best intention

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MH work can be heavy. A lot of OT work can be heavy. Helping new grads to reframe situations to support their resilience is important but challenging.

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Grouping all OTs together and not considering the additional vulnerabilities of MH OTs

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Supportive colleagues who aren’t supervisors very helpful

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I work primarily in NDIS and my company is a mobile provider. I don’t even know if bringing on new grads is even a safe space or a sustainable option. I would love to hear success stories!

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I would like mental health to be considered across all settings and not viewed as an isolated area. I work in different settings however apply a mental health lens across all settings. Other OT’s don’t do this.

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Grads are hired because they are cheap but small companies might not have the capacity to provide the level of support needed so need to see the difference in their wages the cost to provide their learning