What does RSVP offer?
Through partnerships with RSVP, research organisations have become key contributors in developing and piloting professional development for those supporting and engaged with research supervision.
Working with a number of HE institutions (RSVP Practitioner Partners), we are developing, co-creating, piloting and evaluating a phased programme of Initial and Continuing Professional Development (CPD) interventions for doctoral research supervisors. Throughout the project, supervisors and those supporting supervisor development, have the opportunity to engage in dynamic communities of practice discussions. Once we’ve reviewed and refined these CPD interventions, they will be widely shared with the sector.
Phase 1: 2025
Throughout 2024 we created, curated and commissioned a series of professional development interventions. These were formally launched through our practitioner hub in October 2025.
As part of the first phase of testing & refining, we have provided:
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Adaptable workshop materials: To enhance the skills of both new and experienced supervisors in a sustainable way, our workshop materials have been developed to adapt to institutional needs and local contexts.
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Peer mentoring circles: To encourage sharing of experiences, strategies, and insights among supervisors from various disciplines and experience levels, we’ve designed a peer mentoring approach which helps supervisors to build confidence, networks and local support systems.
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Recognition of supervision practice: To support individuals and organisations looking to support recognition and reward for supervision practice, we’ve consolidated a process to support applications to the UK Council for Graduate Education’s Research Supervision Recognition Scheme (RSRP). We have also recruited three universities to act as pilot sites for the institutional-led RSRP programme.
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Training for the sector: To date we have held three, 2-day workshop training sessions for researcher developers, led by the internationally recognised experts, Professor Gitte Wichmann-Hansen and Dr Mirjam Godskesen, to equip them with skills and pedagogy training in support of delivering CPD for research supervision.
Our full list of Phase 1 interventions are listed below. We are currently piloting some of these in various institutional contexts through our Practitioner Partner network. Bespoke support includes crafting and situating interventions to local contexts, and support materials to accompany each intervention.
Overview of Phase 1 interventions
Designing an impactful induction for doctoral supervisors
GETTING SUPERVISORS STARTED
BEING A RESEARCH SUPERVISOR
Supervisory roles and approaches: Who are you as a supervisor?
Exploring supervisor approaches: Becoming a flexible supervisor
Exploring supervisor approaches: Becoming a flexible supervisor
WRITING AND FEEDBACK
Giving feedback on PGR writing
Supporting PGRs with writing
WORKING WITH CANDIDATES
Supporting international doctoral candidates: Facilitating peer conversations
Supporting doctoral candidates: How to enhance self-efficacy
Supporting PGR development beyond the project
Establishing boundaries and building rapport with PGRs
Meta-communication in research supervision
Let’s talk about preparing candidates for doctoral examination
Enabling conversations: Coaching and mentoring approaches to supervision
WORKING IN TEAM SUPERVISION
Supervising together: Clarifying the co-supervisor role
Enhancing collaboration and aligning expectations in team supervision
Giving consistent feedback in supervisor teams
REFLECTING ON SUPERVISORY PRACTICE
Supervisor Peer Mentoring Circle Programme
Supporting Reflective Practice and Recognition of Research Supervision
Phase 2: 2026
Alongside the 18 interventions listed above, we are also internally piloting two longer programmes in 2026:
Peer observation of supervision This pilot provides a safe and collegial environment in which research supervisors at all stages can be observed ‘in action’ and get feedback on their supervisory practice from another supervisor. This feedback, coupled with insights from peer observation, enables research supervisors to reflect on their approaches and expand their skill repertoire to support diversity and inclusion in doctoral education.
Starting Strong: A Programme for New Research Supervisors This programme supports early-stage supervisors to develop the foundational skills and knowledge to supervise effectively and confidently. Central to the programme is structured reflection and discussion of supervisory practices. ‘Starting Strong: A Programme for New Research Supervisors’ builds on the transition from initial induction to ongoing continuing professional development, and therefore assumes an understanding of institution-specific policies, regulations, or administrative processes.
In addition to these programmes, our offer to Practitioner Partners for this second phase includes adaptable materials to facilitate discussions around neuroinclusion and cultural competency, and help establish local networks of support through a supervisor seminar series.
The UK Research Supervision Survey (UKRSS)
In addition to the RSVP Collection, we have partnered with the UK Council for Graduate Education for the UK Research Supervision Survey (UKRSS). The survey gathers comprehensive data on the supervisor experience across the UK, providing unique insights into what it’s like to be a research supervisor, and a better understanding of the time, energy and commitment made as part of this vital activity.
Following on from the first and second iterations in 2021 and 2024 respectively, the next survey is scheduled to take place in 2027 in partnership with RSVP. Together we will provide insights on the UK landscape, and opportunities for participating institutions to gain insight into how to use the data to support change and develop their supervision support.
New RSVP Collection
Consisting of self-published reports and position papers detailing our major findings on the UK’s research supervision landscape, the RSVP Collection provides insights into our data-informed and pedagogically grounded approach to developing relevant professional development opportunities, championing policy changes, and driving culture change across the sector.