What to include in a supervision agreement
A clear supervision agreement saves misunderstandings later. Here are the ten things to agree at the start, with a simple checklist you can use with your supervisor or supervisee.
The myCPD team · 8 October 2026
A supervision agreement (sometimes called a supervision contract) is a short written record of how supervision will work between a supervisor and a supervisee. Agreeing it at the start makes sessions more focused, and it protects both of you if questions come up later.
Your employer may already have a supervision policy and template. If so, use that first. In the Irish public health service, for example, the HSE has issued Supervision Guidelines for Health and Social Care Professionals (Circular 02/2015). The list below covers what most good agreements include.
1. Who is involved
- Names, roles and contact details of the supervisor and supervisee
- The organisation or department, if relevant
- Who to contact if either person is unavailable for a long period
2. Purpose and type of supervision
Say what kind of supervision this is, because the focus changes:
- Professional or clinical supervision: reflecting on practice, cases and professional development
- Line management supervision: workload, performance and organisational issues
- Peer supervision: between colleagues at a similar level
Some agreements cover more than one type. If so, say how time is split.
3. Frequency, length and format
- How often (for example, monthly) and for how long (for example, 60 minutes)
- In person, online or by phone
- Where sessions take place, and that the space is private
4. Preparation and agenda
- Who sets the agenda, and how far in advance (for example, three days before)
- What the supervisee brings: cases to discuss, reflections, learning goals
5. Confidentiality and its limits
- What is discussed stays between you, except where there is a risk to a service user, a colleague or the public, or a serious concern about practice
- What happens in that case, and who would be told
6. Records
- Who writes the record of each session, and who gets a copy
- Where records are stored and for how long
- Keep records factual and avoid details that identify service users where possible
- Records should be handled in line with GDPR and your organisation's policy
7. Cancelling and rescheduling
- How much notice to give (for example, 48 hours)
- How quickly a missed session will be rearranged
8. Roles and expectations
- Supervisor: provide a safe space, give honest feedback, support learning
- Supervisee: come prepared, be open about difficulties, follow up on agreed actions
- Any fee, if supervision is private
9. If things are not working
- How either person can raise concerns about the supervision itself
- Who to go to if you cannot resolve it between you
10. Review and signatures
- When the agreement will be reviewed (for example, after six months, then every year)
- Signatures and dates from both people
Quick checklist
- Names, roles and contact details
- Type and purpose of supervision
- Frequency, length, format and location
- Agenda and preparation
- Confidentiality and its limits
- Record keeping
- Cancellation and rescheduling
- Roles and expectations, and any fee
- What to do if supervision is not working
- Review date and signatures
Does supervision count as CPD?
It can, when it leads to new or enhanced learning that you reflect on. A session spent only on caseload admin usually will not count. Note what you learned and how it changes your practice, as you would for a course, and check your own regulator's guidance.
Sources
This article is general guidance, not regulatory or legal advice. Always check the current requirements of your own regulator. myCPD.ie is independent and not affiliated with or endorsed by any regulator.