Reflective supervision and Kadushin's three functions organize this supervision plan for a new community health worker, keeping case review and development in separate meetings with separate records. Searches like "pubh 6600 week 9 assignment example", "pubh6600 week 9 sample" and "pubh 6600 week 9 example" land here.
What a finished PUBH 6600 Week 9 supervision plan looks like
Four pages, opening on the supervisee described in role terms: a community health worker recently hired, experienced in outreach, new to lead cases and to families caught in housing disputes. The worker and her supervisor are composites drawn for the sample. A functions table follows, using Alfred Kadushin's administrative, educational and supportive functions of supervision, with what each looks like in this role and when it happens. The core section describes biweekly reflective supervision sessions, following the model developed in infant and family home visiting practice: regular, collaborative, and centered on the worker's experience of visits rather than on compliance. A separate monthly file review handles administrative checks. Three developmental goals appear with the evidence that would show each is met. Last, a boundaries paragraph states when a concern leaves reflection and becomes performance management.
How a PUBH 6600 Week 9 example is structured
Separation is the plan's organizing decision. Reflective sessions and file reviews sit on different days with different records, because a worker who expects her notes to be audited in the same hour will not describe the visit that went badly. Kadushin's functions come early to show that the supervisor owes all three and to explain why the administrative one needs its own container. The reflective model is described through its practices rather than its philosophy: regularity, collaboration, attention to the worker's reactions, and parallel process, the idea that how a supervisor treats a worker shapes how the worker treats families. Goals are developmental, framed as judgments the worker will be able to make, with evidence drawn from her own accounts. The boundaries paragraph protects both parties, since reflection that quietly becomes evaluation breaks the trust it depends on.
Two meetings, two records
Reflective sessions every other week, file review monthly, on different days. The worker can describe a visit that went wrong without that account appearing in an audit of her documentation.
Three functions, allocated
Kadushin names administrative, educational and supportive supervision. The table assigns each to a setting and a frequency, so none is assumed to happen on its own.
The reflective model in practice
Regular, collaborative sessions center on the worker's experience of visits, including her reactions to families in conflict with landlords. The supervisor asks and listens more than she instructs.
Parallel process
How the manager treats the worker in supervision is expected to shape how the worker treats families. The plan names this so the supervisor's own conduct in sessions becomes part of what is planned.
Goals stated as judgments
Deciding when a family needs a same-week referral, recognizing when a landlord dispute exceeds her role, and leading a family meeting alone. Each goal pairs with evidence from her own accounts.
Where marks go in PUBH 6600 Week 9
Development over inspection is the distinction the assignment turns on, and plans are graded on whether they make it structural. A plan scheduling weekly check-ins without saying what happens in them reads as output review under a gentler name. Kadushin's functions draw credit when the plan shows how each is served, and naming them without allocation leaves a visible gap. Reflective supervision must be described accurately, as a named practice with features, rather than as supervision that happens to involve reflection. Each goal is checked for growth in judgment; counts of visits completed measure productivity instead. Evidence of progress drawn from the worker's own accounts earns particular credit. The boundaries paragraph separates careful plans from hopeful ones, and omitting it tends to cost more than drafts expect.
Get a PUBH 6600 Week 9 example written to your instructions
Describe the person to be supervised and the role they hold, then send the Week 9 prompt and rubric; a supervision plan separating development from review arrives in 24 to 48 hours, the first one free. A course model other than reflective supervision, such as a coaching framework, can anchor the plan instead.
PUBH 6600 Week 9 questions, answered
What is reflective supervision?
A model of supervision developed largely in infant mental health and home visiting programs, where workers carry emotionally demanding relationships with families. Sessions are regular, collaborative and focused on the worker's experience, reactions and reasoning rather than on compliance. Your plan should describe its features concretely, since readers check whether the model is actually being used or only named.
Can reflective and administrative supervision be done by the same person?
Often they must be, especially in small programs. The sample keeps them in separate meetings with separate records to protect the reflective space. If your setting cannot separate the people, separating the times and documents is the next best safeguard. Your plan should say how you will handle the tension rather than assume it away.
How do I show development rather than productivity?
Choose goals that describe decisions the person will make well, not tasks they will complete. Evidence can come from their own accounts in sessions, from observed visits, or from how they handle a situation that previously required your help. Visit counts and documentation rates belong to administrative review, which your plan can include separately.