安??護是高?專業、高?接觸的醫?服務，醫?團隊的情緒負荷高，?未處?得當，容?造成情緒的耗竭，因此安?病房的教育訓?與人?維護制??顯得重要與急迫。督導制?是組織中的在職教育與人?發展上的重要機制，透過機構內部或外聘督導者以個別督導或是集體督導的方式?協助受督導者確保服務的品質。對安?病房而言，督導的短期目標可以促進工作者擁有高效?的工作能?，協助醫?團隊在專業的成長和發展，提供一個能提昇工作效?的環境，支持和鼓舞醫?團隊執?任務的動機。關於督導制?如何實際應用在安?醫?團隊，本文將以中部某醫院安?病房的經驗??，?明外聘督導制?實施時須考慮之事項與細節，包括評估需求、尋找適當督導者、設定適合的督導框架、督導技術的實施與反?。一個團隊的成長需要有一些元素的配合與滋養，包括院方願意投資於人?資源的維護、團隊?導者的??與堅持、外?資源的妥善選擇與運用、醫?人員謙卑受教的心。任何醫院?是希望推動督導制?，也可以在這些條件中預作準備，按著各家醫院的獨特體質，發展人?資源維護的制?。
Palliative care is the medial care that's not only highly specialized but also loaded with patient-and-caregiver contacts and as a result it consumes a great deal of caregivers' emotional energy. If emotional burdens weren't managed properly, it is easy to turn emotional consumption into emotional exhaustion. Therefore, it is a matter of importance and urgency to have educational training and human resource system in place. In additional, supervisory system ensures quality job training and talents development whether it is conducted through inner staffs or contractors in a one-by-one or group setting. Specifically for palliative care, short-term supervised job training program can boost caregivers' performance, facilitate team growth, and provide a work environment that supports and motivates caregivers. The question then remains: <||>How to practically apply supervisory system in palliative care?<||> This article will use the example from a palliative care hospital in Taichung to answer this question with details, including assessing the caregivers' needs, finding the right supervisor, and establishing proper supervisory boundaries, and evaluating on the execution of the system. There are also several factors contributing to the team growth-hospital's investment in maintaining palliative care human resource, team leader's vision, resource management, and caregiver's willingness to learn. This report hopes to better prepare any palliative care hospital that wants to implement supervisory system tailored to its unique environment and infrastructure.
