Supervision Policy for Lay Employees

Purpose

1. This policy sets out how the Circuit will provide supervision and line‑management support to its lay employees.
2. The aim is to enable staff to flourish in their roles, ensure accountability, promote wellbeing and safe ministry, and align with the ethos of the The Methodist Church (MC) supervision principles. 
3. It supports best practice in oversight of lay employees with pastoral or mission‑facing responsibilities. 

Scope 

1. This policy applies to all paid lay( employees of the Circuit (including those employed by the circuit, or by local churches within the circuit, where oversight is via the Circuit) who carry responsibilities beyond purely administrative tasks.
2. For purely administrative or facility roles (e.g., caretaker, cleaner) this policy may not require full reflective supervision but should still ensure regular line‑management.
3. Roles that include significant pastoral contact, leadership, mission development, children/families work or community engagement (or equivalent) will normally fall under the full supervision framework. Supervision is a requirement for all lay employees in a pastoral role post of more than 20 hours per week.

Definitions

1. Supervision: an accompanied, reflective process (distinct from line management) through which the supervisee explores their role, practice, wellbeing, mission‑focus, boundaries and accountabilities.  
2. Line-management: the management relationship where the line‑manager supports, reviews, monitors performance and development, sets objectives and provides feedback.
3. Reflective line‑management: when line‑management conversations include space for reflection on practice, wellbeing, mission context and not only task‑performance.

Download full policy here