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Supervision is a component of RTLB practice. There are two types of supervision: Performance and practitioner.

Performance Supervision   Practitioner Supervision

To provide support and oversee performance, reflect on performance with a view to consolidating and continuing competency, identifying areas for further professional learning through feedback.

  •  Agenda jointly set.
  • Facilitated by the cluster manager or practice leader.
  • Central to performance. 
  • Management processes.
  • Linked to professional development.
  • Good written records need to be kept.
  • Can be linked to pay, attestation.
  • Can include formal and informal recommendations.
  • Part of business as usual.

To provide opportunity to discuss cases in more detail, provide support and challenge practice that contributes to personal development. It also provides a professional forum for: reflection, shared problem solving and support in cases involving physical, emotional, cultural and psychological safety.

  •  Agenda set by RTLB in consideration of practice-related issues.
  • Can be peer to peer.
  • Confidential.
  • Not directly linked to performance management.
  • Free from notes.
  • Not pay related.
  • Can provide firm recommendations.


There should be differentiation between performance supervision and practitioner supervision. Performance supervision is undertaken by the cluster manager and/or practice leaders.

Cluster policies should include how a suitable, qualified practitioner supervisor is identified and whether RTLB can identify their own supervisor.  It is important that the practitioner supervision process is safe and supportive and is underpinned by mutual respect between those in the supervisory relationship.

Practitioner supervision should be accessible within the RTLB service where it is established through a collaborative and mutually agreed process and a supervision contract is drawn up. Practitioner supervision is a confidential process unless there are concerns about repeated unsafe RTLB practice.