CAJ | 학술논문

社会工作督导是提高社会工作者的工作效率和生产率的关键因素,是社工人才队伍中不可缺少的中、高级人才。在政府购买社工服务、督导人才缺稀的背景下,珠江三角洲深、穗、莞三地初步呈现两种培养方式,即徒弟跟班式的深圳模式和学院式的广州模式,已产出本土督导约300余人,在推进本地社工人才队伍建设过程中逐渐向高级人才方向发展。这两种实践模式各有所长,成效显著,但都亟待建立督导身份与高级人才薪酬挂钩的激励机制。
사회공작독도시제고사회공작자적공작효솔화생산솔적관건인소,시사공인재대오중불가결소적중、고급인재。재정부구매사공복무、독도인재결희적배경하,주강삼각주심、수、완삼지초보정현량충배양방식,즉도제근반식적심수모식화학원식적엄주모식,이산출본토독도약300여인,재추진본지사공인재대오건설과정중축점향고급인재방향발전。저량충실천모식각유소장,성효현저,단도극대건립독도신빈여고급인재신수괘구적격려궤제。
Supervision on social work in China plays a key role in enhancing social workers＂ efficiency and productivity, and supervisors are indispensable medium and senior talents among the team of social workers. Under the circumstance of government purchasing the service of social workers and scarcity of supervision talents, two training modes emerge in Pearl River Delta Area： Disciple type in Shenzhen and College type in Guangzhou. The two modes have produced about 300 local supervisors, who probably develop into top talents in the course of establishing a team of local social workers. The two practical models have their own merits, but need develop an incentive system of salary link between the status of supervisor and upper-level position.