Research supervision

Your supervisory team provides essential academic guidance throughout your research degree. The University's framework for this relationship is set out in the  Code of Good Practice: Supervision of Postgraduate Research Students.

The supervision relationship

Supervision is built on mutual trust and respect. You can expect:

• Regular, high-quality advice and support
• Guidance in your pursuit of academic excellence

In return, your supervisors will expect:

• Commitment to your research
• Positive engagement with their advice
• Developing independence in your work

How supervision changes over time

The supervisory relationship evolves as your research progresses:

• Initially, your supervisors will provide more direct guidance
• As you become the expert in your specific area, the relationship becomes more collaborative
• Supervisors help you understand doctoral-level standards and provide critical feedback

Composition of your team

You will have at least two supervisors:

• Lead supervisor: Your main contact who has subject expertise in your field and primary responsibility for your progress and records.
• Co-supervisor(s): Additional supervisors who provide complementary support and expertise.

The role of co-supervisors

Co-supervisors play a vital and flexible role in your supervisory team. Their specific contribution will be agreed upon with you and your lead supervisor, and may include:

• Providing complementary expertise in a related methodology or discipline
• Sharing supervisory responsibilities with the lead supervisor
• Offering an additional perspective on your research direction
• Providing continuity of support when the lead supervisor is absent
• Acting as an additional point of contact for advice and guidance

The balance of responsibility between supervisors can vary considerably – from a 50-50 split to a more minor role (e.g., 80-20), depending on the needs of the project and the expertise required.

External supervisors

• May be appointed if your project has industrial, commercial or government links
• Bring valuable different perspectives and sector-specific expertise that can strengthen your research
• Are employees of a partner organisation

Developing through supervision

Your regular supervisory meetings provide the main foundation for your personal development:

• Discuss your academic progress and skills development openly with your supervisors
• Use these meetings as a supportive space to be honest about your achievements and challenges
• Your supervisors can recommend additional support and development opportunities based on these discussions

Further details about the appointment and eligibility of supervisors are available in section 9 of the Code of Good Practice Chapter 2 - Admission of students to a Postgraduate Research degree programme under off-campus arrangements.

Your pastoral tutor is a dedicated member of academic staff who provides an additional layer of personal and pastoral support, completely separate from your supervisory team.

Role and purpose

• Acts as a confidential point of contact for any personal or academic difficulties
• Provides advice and support if any issues arise between you and your supervisor(s)
• Does not need expertise in your research topic – their focus is entirely on your wellbeing and progress
• Offers a neutral, independent perspective
• Helps you access professional support services for issues affecting your studies (such as accommodation, finances, or health and wellbeing)
• Guides you through university procedures like interruptions, extensions, or appeals
• Identifies and recommends relevant training, events, and support resources
• Works with other university staff when needed to ensure you receive appropriate support

How it works

• Your pastoral tutor will contact you once per term  to check on your wellbeing and offer support
• You can request a meeting at any time if you need guidance or advice
• They can help you navigate university procedures and connect you with specialist services
• All discussions are treated with confidentiality

When to contact your pastoral tutor

• If you're experiencing personal difficulties affecting your studies
• If you have concerns about your supervision arrangement
• If you need guidance on university procedures and support services
• For advice on interruptions, extensions, or academic procedures
• For help accessing specialist support services

For full details of the role, please see the Arrangement for the Supervision of Research Degree Students: Code of Good Practice.

Your first meeting with your full supervisory team is a key step in starting your research degree successfully. You should aim to meet within three weeks of starting your programme.

Purpose of the meeting

This initial meeting will focus on two important documents that will help establish your research foundation:

• Training Needs Analysis (TNA)
• Supervisory Agreement

1. Training Needs Analysis (TNA)

The TNA is a crucial tool to identify the skills and training you need to complete your research successfully. Your discussion should cover both essential and desirable training to support your research and career development.

What to discuss with your supervisors:

• Research methodology training  specific to your discipline
• Technical skills  required (e.g. lab techniques, software, statistical analysis)
• Academic skills  development (e.g., academic writing, literature reviews)
• Language support needs if English is not your first language, or if you require other languages for your research
• Professional development opportunities that enhance your future employability
• Research ethics and integrity  training relevant to your field

Training provision includes:

• Faculty-level training specific to your discipline
• University-wide Researcher Development Programme  offering transferable skills training
• The Researcher Development team provide stage-specific guidance, but your plan should be tailored to your individual project needs
• Language Centre programmes  for academic English and other language support

After your meeting:

• Complete the online Training Needs Analysis form
• Upload it to MyPGR within your first 6 weeks of study
• If specialised training needs are identified that cannot be met through existing provision, you must notify your PGR Support Team
• You will need to review and update your Training Needs Analysis annually

2. The Supervisory Agreement

The Supervisory Agreement establishes the framework for your working relationship with your supervisory team. This formal document ensures clarity and mutual understanding of expectations, responsibilities, and working arrangements from the outset of your research degree.

Purpose and importance

This agreement is fundamental to your success as a research student. It:

• Formalises the working relationship between you and your supervisors
• Establishes clear expectations for all parties
• Provides a reference point for maintaining productive working practices
• Helps prevent misunderstandings by documenting agreed arrangements

Key elements to address in the agreement

Your agreement should explicitly cover:

Communication framework:

• Frequency and format of supervision meetings (e.g. monthly formal meetings)
• Preferred methods of communication between meetings
• Expected response times for communications
• Arrangements for contacting supervisors during leave periods

Academic expectations:

• Schedule for submitting written work
• Nature and timing of feedback on submitted work
• Expectations for preparation before meetings
• Progress monitoring and review procedures

Research development:

• Plans for skills development and training
• Arrangements for conference attendance and presentation opportunities
• Publication strategy and authorship agreements
• Intellectual property considerations

Pastoral support:

• You may choose to document your engagement with your Pastoral Tutor
• Understanding of the distinct roles of supervisors and pastoral tutors
• Procedures for seeking additional support when needed

Practical arrangements

Timeline:

• Discuss and complete the agreement at your first full supervisory meeting
• Upload the signed agreement to MyPGR within six weeks of registration
• Review and update the agreement annually, or when circumstances change

Review triggers:

The agreement should be revisited if there are:

• Changes to your supervisory team
• Variations in your mode of attendance
• Periods of interruption to your studies
• Significant changes to your research direction

Responsibilities:

• You are responsible for ensuring the agreement is completed and uploaded
• All parties should retain a copy of the signed agreement
• Any concerns about the implementation of the agreement should be raised promptly

The Supervisory Agreement should be completed collaboratively with your supervisory team.

We want you to enjoy your experience as a postgraduate researcher and to develop into a confident, independent, critical thinker. To support this, we have established clear expectations to ensure your supervision is both constructive and rewarding.

Your responsibilities as a research student

We expect you to:

• Take ownership  of your research project and its direction
• Understand academic conventions  for thesis writing and know where to find support
• Maintain academic integrity and avoid plagiarism in all your work
• Review your Supervisory Agreement  and Training Needs Analysis Form annually with your supervisory team
• Consider all feedback carefully - you don't have to agree with everything, but should note any disagreements in MyPGR
• Keep your MyPGR record updated with:
  • Summaries of supervisory meetings and agreed actions
  • Details of conference attendance and publications
  • Notifications of any planned absences
• Monitor your university email  regularly as this is our primary communication method
• Participate fully  in the Annual Monitoring Review process
• Understand  that your supervisors have other commitments outside arranged appointments

What you can expect from your supervisors

Your supervisory team will:

• Understand and follow  University supervision  and  examination standards as set out in the TQA Manual
• Establish clear supervisory roles  and contact patterns through the Supervisory Agreement
• Meet with you regularly - at least 10 times per year (6 for part-time students)
• Provide timely, critical and constructive feedback  on your written work
• Review your progress through the Annual Monitoring process
• Initiate support procedures  if your progress is unsatisfactory or if health issues affect your studies
• Initiate  the Health, Wellbeing and Support for Study procedure if ill health, a disability, or chronic health condition affects your ability to engage with or progress in your studies.
• Engage in ongoing development  to enhance their supervisory practice

What you can expect from your pastoral tutor

Your pastoral tutor will:

• Contact you each term  to introduce themselves and explain their role
• Offer advice and support  for interruptions, extensions, or university procedures (e.g. the Health, Wellbeing and Support for Study, etc.) 
• Refer you to specialist services  if you have concerns about your academic programme
• Provide guidance  if difficulties arise with your supervisors
• Respond to your queries  within three working days, or refer you to appropriate support

What you can expect from the University

The University will provide:

• Quality research supervision  from experienced academics
• Pastoral support  through your designated pastoral tutor
• Opportunities to engage  with our research community
• Additional support services  including:
  • Researcher Development Programme
  • AccessAbility services
  • Language support through INTO Exeter
  • Student representation through the Students' Guild/FXU

MyPGR is the University's online system for managing your registration and monitoring your progress as a postgraduate researcher. It provides a consistent approach to support your research journey and enhance your student experience.

Access and key features

• You will get access to MyPGR when you register
• Log in using your standard SRS login details
• The system allows you to:
  • Upload important documents
  • View your personal information from student records
  • Manage key processes like:
    • Interruption requests
    • Upgrade applications
    • Programme changes
    • Continuation status requests
• Your supervisors will use the system to nominate your Board of Examiners

Contact events: recording your meetings

MyPGR helps you record your meetings with supervisors and pastoral tutors:

• You are responsible for arranging meetings and recording them in the system
• Multiple supervisors can be included and can approve meeting records
• The system specifies a minimum number of required meetings each year
• Meeting records should be completed by the end of each month

Progress review meetings

You will have three progress review meetings each year (one per term). These formal meetings with your supervisory team help ensure you're on track with your research.

Purpose of progress reviews:

• Assess your progress against agreed objectives
• Plan for upcoming milestones (e.g., upgrade, ethical approval, fieldwork)
• Set internal targets for draft chapter submissions
• Review your supervision agreement and training needs
• Identify any problems and develop solutions
• Discuss your writing progress and any challenges

Discussion topics typically include:

• Clarifying your project's background and research questions
• Developing your research methods
• Ensuring you're accessing relevant training
• Measuring progress against agreed targets
• Planning for continuation status when appropriate

Support and guidance

• For system guidance, visit the MyPGR training pages with helpful screenshots
• For any issues with your record, contact your PGR Support Team
• Remember to check MyPGR regularly for updates and requirements

MyPGR is your central hub for managing your research degree - please use it regularly to keep your record current and track your progress.

Key benefits:

• Provides a clear record of your supervision meetings
• Helps structure your progress through formal reviews
• Simplifies administrative processes
• Ensures consistent monitoring of your development
• Supports timely completion of your research degree

Your personal and professional development is an essential part of your research degree. The University provides structured support to help you reflect on your progress and plan your development throughout your programme.

ePDP: Your development recording tool

You will use our electronic Personal Development Plan (ePDP) system to record and plan your development:

Key features of ePDP:

• Accessed via your MyExeter portal
• Provides a structured framework for:
  • Self-assessment of your skills and progress
  • Creating action plans for your development
• Allows you to share your development records with your supervisors online

Recording your development:

• You  must  record all training events you attend using ePDP
• Use the 'Add an Academic Experience' function to record:
  • Research training sessions
  • Conferences attended or presented at
  • Seminars and workshops
  • Any other relevant academic activities
• Keep your record updated throughout your programme

Making the most of your development:

• Use ePDP regularly to track your skills development
• Discuss your ePDP records with your supervisors during progress reviews
• Update your action plans as your research develops and new needs emerge
• Use the system to identify gaps in your skills and plan how to address them

Your ePDP is available through your MyExeter portal and provides a valuable way to structure your personal and professional development throughout your research degree.

Why this matters:

• Helps you take ownership of your development
• Provides a clear record of your training and skills development
• Supports conversations with your supervisors about your progress
• Helps identify development opportunities that will enhance your research
• Contributes to your future career planning

You can ask to change your supervisor if your working relationship has broken down and you feel you cannot continue.

Before making a formal request, you should try to resolve the issue informally first. This means discussing your concerns with your supervisor and then, if needed, with your Department's Director of Postgraduate Research. You should only request a change of supervisor as a last resort.

Please be aware that in some departments, it can be difficult to change supervisors. This might be because the research is very specialised, due to intellectual property agreements, or because of the project's funding terms.

While your wellbeing is our main priority, a full change of supervisor is not always possible. In some cases, other support might be more appropriate, such as bringing in an academic mediator to help improve communication.

The university cannot guarantee a change will be made. If the Director of Postgraduate Research does not believe a change is justified, or if there is no other suitable supervisor with the right expertise available, the department is not obliged to change your supervisory arrangements.

What we mean by a 'broken down' relationship

This means you and your supervisor are unable to communicate or work together effectively on your project, even after trying to get help to resolve the issues.

Important note: If your situation involves any alleged bullying or harassment, you must report it to the university's Dignity and Respect Advisors straight away, as well as following this process.

For more information

Please see Chapter 2 of the PGR Handbook: Admission of students to a Postgraduate Research degree programme under off-campus arrangements

If a supervisor plans to take study leave, they must decide whether they will continue supervising their students. According to the University's PGR Handbook Chapter 3 - Arrangements for the supervision of research degree students - Code of good practice, supervisors are normally expected to continue their duties during study leave. 

The key factor in this decision is the student's best interests. This depends on: 

• How far the student has progressed. 
• The supervisor's location during their leave. 
• Whether a replacement supervisor is available. 
• Whether the student agrees with the proposed supervision arrangements. 

The Department Director of Postgraduate Research will make the final decision. The student must be informed of the outcome promptly. If a new supervisor is needed, please follow the process outlined in the section above. 

Gifts

Please do not give gifts to any university staff, whether they are academic or professional services staff.

We understand that in some cultures, giving a small gift is a normal and polite custom. However, to avoid causing any potential awkwardness for our staff, we ask all students to follow this rule.

Personal Relationships between Student and Supervisor

If a personal relationship develops between a supervisor and a student, the supervisor must report it to the Department Director of Postgraduate Research (DDPGR), in line with the university's Code of Professional Conduct: Relations between Staff and Students  and  between Staff.

In almost every case, the most appropriate step will be to appoint a new supervisor for the student.

If you feel uncomfortable

If you feel your supervisor is making unwanted advances towards you, this is a serious matter.

• Please refer to the university's  Harassment and Bullying policy, specifically the section on harassment.
• You can also contact one of the university’s  Dignity and Respect Advisors  for confidential support and advice.