How to Choose a Clinical Supervisor: A Guide for Oregon Counselor Associates

If you’re reading this, I’m going to assume that you’re looking for a supervisor. I’m also going to assume that you’re unsure how to go about this. You might feel anxious about this process, particularly if you and your internship supervisor proved to be less than an ideal match. Without validating your worries (if you have them), I will affirm that the process of selecting a supervisor is important. You’ll work closely with this person for two or more years, sometimes receiving feedback on growth areas—also known as mistakes. You want a supervisory relationship in which you feel that it’s safe to be honest and vulnerable—even if it’s uncomfortable. That requires intentionality from the outset and being aware of what to look for.

Let’s start with something fun: You finally get to be the decider. Seriously, you had to suck up a lot of non-negotiables to get this far in your journey to become a counselor. Well done. Let’s move on to the basics. Have you asked around? Checked the list of supervisors on the OBLPCT website? Googled “Supervision for Oregon Counselor Associates” or checked Portland Therapy Center’s directory? Are you looking for individual as well as group supervision? (A combination of both is often preferred.) Online supervision, hybrid, or in-person? Something else to keep in mind is your job. You may be offered supervision as part of your employment. This is potentially great because it’s 1) free and 2) happens during work hours, so you also get paid for it. A possible drawback is feeling as if you can’t be totally honest if being honest means complaining about working conditions, policies, or procedures. Some workplaces offer a stipend toward external supervision.  A stipend often covers the majority of monthly supervision fees. Some people have two supervisors—one at work and one for their part-time private practice, which Oregon permits. You have options is the point.

Associates are more likely to feel safe and confident if they understand the parameters around the supervisory process. So, let’s review: Supervision is not peer consultation; it is not therapy. Its purpose is to ensure safe, ethical, and competent clinical work. This means there may be times when guidance is directive, feedback is corrective, or decisions are shaped by licensure requirements rather than personal preference. It includes support, reflection, and guidance, as well as clear expectations and accountability. Having said that, you and your supervisor are allowed to like each other (and I hope you do).

Ideally, supervision decreases anxiety. With the increased autonomy that comes with provisional licensure, some uncertainty is inevitable. It’s a place to unpack ethical concerns, scope of practice issues, case conceptualization, and practice development as well as other topics. A good supervisor appreciates supervisee transparency. We can’t assist with what we don’t know about. We also can’t ethically protect clients or associates without full information. At the same time, rapport and trust takes time—just like with clients. Being your authentic self is the goal. A supervisor who is also authentic helps set the tone.

Part of screening for a good match is asking questions when you meet for a consultation. I provide both a contract and a supervisor professional disclosure statement that details what supervisees can expect. But you may want to know or share more.

Questions you may consider asking:

· How do you approach ethical and risk-related concerns in supervision?

· How directive are you when guidance is needed?

· How do you balance support with accountability?

· What expectations do you have for supervisees between sessions?

· What kind of practice development direction do you provide?

Beyond logistics and structure, it can also be helpful to ask more relational questions. Examples: What are red flags for you as a supervisor? Which supervisees tend to click with you? For instance, a red flag for some supervisors is a supervisee who isn’t honest because that indicates that they haven’t developed the trust required to support growth. Regarding fit, because I was a nontraditional student myself, people pursuing a second career often feel at home with me (although alignment is possible at any age). Ask yourself: Was it easy to talk with this person? Trust your gut.

Let’s talk about the supervisory relationship itself. It’s important to remember that you are permitted to see clients only because a licensed therapist has agreed to allow you to do so under their licensure. Your supervisor is taking a measured risk in doing this, which means some things are not negotiable: risk assessment and management, abuse reporting, ethics, compliance, etc. This doesn’t mean that you can’t also express your opinions and explore clinical ideas in a warm, supportive container. Being an associate and engaging in significant on-the-job learning go hand in hand. You want someone to have your back. To remind you about confidentiality when you forget. To give you a definitive answer (if possible) when things get murky. A supervisor who appears nonchalant or reluctant to advise you directly isn’t doing you any favors. This is what ethical supervision looks like: training wheels while you develop the skill to do it on your own.

Finding the right supervisor matters. If this approach to supervision resonates with you, you’re welcome to reach out for a consultation.

Consultation is intended to clarify fit, expectations, and supervision structure so that associates can make an informed decision about next steps.

Last updated February 2026