The following principles underpin effective supervision practice:
- Supervision should be an active process which both the supervisor and the supervisee agree to and should be underpinned by an evidence-based model (O’Donaghue et al 2018, Key et al 2019).
- All staff members, irrespective of their role, band and level of experience have the right to receive effective, quality supervision (Dawson 2013).
- Protected time should be allocated. It is anticipated that managers/leads will commit to ensuring protected time is available to allow staff to plan for and engage meaningfully in their supervision sessions, and that all staff will take responsibility for ensuring that time is set aside for supervision (Rothwell et al 2019).
- Supervision should be seen as a priority, which the supervisor and supervisee have committed to. Any postponed or cancelled sessions should be reconvened at the earliest opportunity (Rothwell et al 2019).
- The supervisory relationship is crucial, and both the supervisee and supervisor should have a supervision agreement in place (Ellis, 2017). This should be reviewed annually or as required between annual reviews. Section 8.3 covers this in more detail.
- All staff have a responsibility to promote and engage in effective supervision that is consistent with this national position statement, and to ensure learning and development opportunities are available for both supervisors and supervisees (Hall, 2018, Rothwell et al, 2019, Pager et al, 2018, Robert et al, 2017).
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