Nontraditional employment opportunities for applied psychologists.

Comments that the American Psychological Association Committee on Employment and Human Resources report on "The Changing Face of American Psychology" by A. Howard et al (see record 1987-11619-001) has performed a valuable service, and describes additional nonacademic employment settings for psychologists. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Money and the future employment of clinical psychologists.

Comments on the work of K. Humphreys (see record 83-28417) on clinical psychologists as psychotherapists. S. R. Hamburg agrees with Humphreys that clinical psychologists are being squeezed out of the psychotherapy business, but claims that Humphreys's analysis of why this happened is narrow and incomplete, and that his recommendations on alternative employment for clinical psychologists are unrealistic. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Community leadership opportunities for psychologists.

Changes in the health care marketplace call for skills that practitioners typically have not been taught in graduate school. One such skill is community outreach and leadership. This skill was a theme featured at an American Psychological Association (APA) Practice Directorate State Leadership Conference on "Psychology and Community: Creating Connections for Health." First-person accounts from that conference are provided to illustrate community leadership opportunities that some professional leaders have pursued. These leadership opportunities include involvement with community boards and participation in community leadership training programs sponsored by the National Association of Community Leadership. The authors' community involvement can serve as a role model for other psychologists. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Public policy leadership opportunities for psychologists.

Despite the massive changes in the health care system affecting their practices, few psychologists become involved in public policy activities that can regulate this health care system. In addition to elected office, there are many opportunities for psychologists to work behind the scenes in public policy leadership positions. First-person accounts illustrating such opportunities are provided by a gubernatorial appointee, an American Psychological Association (APA) Congressional Science Fellow, and a United States Senate staff person. The opportunity to serve in such capacities is an important means by which psychology can contribute to society and fulfill its societal obligations. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Graduate training and employment experiences of community psychologists.

We surveyed the graduate training and employment experiences of 177 current students and 152 recent graduates from 39 psychology programs. Of interest were differences among applied social, community and community-clinical programs. Results suggested that these training programs represented a continuum of research, community, and clinical interests. Applied social and community programs had a stronger community and research emphasis, whereas community-clinical programs had a stronger orientation toward clinical skills. Similarly, the job skills used by recent graduates suggested that persons from applied social programs went into administrative and organizational consulting jobs, graduates of community-clinical programs were employed in areas demanding more human services skills, and community graduates found jobs requiring the use of research skills. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Guidelines for conditions of employment of psychologists.

Presents the American Psychological Association guidelines for the employment of psychologists in institutional settings and appropriate expectations of the employer and employee. Topics include: (a) career development and standards for entry into the profession; (b) conditions of employment, e.g., contractual agreements; (c) interprofessional relations; (d) social responsibility of psychologists; and (e) professional accountability. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Guidelines for conditions of employment of psychologists.

Presents a revision of the guidelines as adopted by the Council of Representatives of the American Psychological Association in August 1986. The following topics are addressed: entry into the profession; recruitment; the interview; job offers and employment agreements; evaluation, renewal, promotion, tenure, and salary increases; and rights and responsibilities of employees and employers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Endless opportunities for psychologists in public service: The army, the peace corps, and beyond.

The authors have written this paper at the encouragement of a senior public sector psychologist, who thought that many junior psychologists are unaware of the variety of opportunities and roles that are available for psychologists. While the opportunities in the future are likely to vary from those that the authors have enjoyed, the authors are confident that some similar, and some new, opportunities will arise in the future. One only had to keep an open mind and seize the moment. The authors have written this paper at the encouragement of a senior public sector psychologist, who thought that many junior psychologists are unaware of the variety of opportunities and roles that are available for psychologists. While the opportunities in the future are likely to vary from those that the authors have enjoyed, the authors are confident that some similar, and some new, opportunities will arise in the future. One only had to keep an open mind and seize the moment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Counseling and public employment.

This is the statement of the author before a house Select Subcommittee on Labor. "With respect to counseling, the public employment service requires well-trained staff. This means, 1st that its salary scales for counselors must be competitive… . 2nd, the shortages of trained counselors are such that adequate training stipends must be made available to qualified individuals who will undertake full-time programs of professional preparation. 3rd, research grants should be made available to qualified investigators who will undertake the kinds of occupational research that will help to answer the many questions about vocational effectiveness and career development which are still unresolved. The wise use of its human resources is a basic test of the effective functioning of a democratic nation. Vocational counseling under the auspices of a public employment service can contribute materially to the achievement of this goal." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Canadian psychologists for social responsibility.

The report in Canadian Psychology from "Canadian Psychologists for Social Responsibility" (P. R. Johnson, October 1984, pp. 336-337; see record 2007-03848-001) requires comment. First, we are amazed at the arrogance of the assumption that one political position is socially responsible, and all others presumably are irresponsible. Aside from that, the annual report of the section in effect says that evidence is unnecessary as long as in our heart we know we're right. Furthermore, the position attacked in the report is a straw man. Who has denied "that people are afraid of a nuclear holocaust"? Rather than attacking a claim that CPSR's critics have not made, its spokesman could try to deal seriously with the response made to another article emanating from this new section (O. Johnson, 1983). If the denigration of the need for objective evidence, and the ignoring of basic distinctions, are characteristic of CPSR's approach, there seems to be no difference between them and any other political group. In that case, the question naturally arises: Why should this political group constitute a section of CPA? (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Professional and technical opportunities for psychologists in mental retardation.

Comments on N. A. Robinson's (1987) discussion of mental retardation (MR) services and issues as they relate to the field of psychology. It is suggested that the involvement of psychologists in MR can take many forms. Of particular importance to current students of clinical psychology is the trend toward the replacement of the medical hegemony still evident in mental health service systems with interdisciplinary models in MR service settings. It is further suggested that the field of MR offers mainstream professional psychology the opportunity to apply alternative conceptions of personal functioning to conventional models of psychopathology, while mainstream developments in social, personality, and cognitive psychology offer promise for services for people with MR. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Telehealth and neuropsychological assessment: New opportunities for psychologists.

The advent of telehealth technology gives psychologists new opportunities to expand their practices in a cost-effective manner, but little is known about telehealth efficacy and costs. This study of 49 neuropsychology clients interviewed using videoconferencing and 49 matched in-person controls yielded no group differences in client ratings of interpersonal factors. Telehealth clients were more likely to want to repeat their experience, but psychologist satisfaction was lower for telehealth sessions. Telehealth costs were significantly lower than in-person costs. Concerns about ethical issues, billing, and licensure must be addressed to help practitioners capitalize on new telehealth opportunities. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A public policy conference for psychologists.

Psychologists have skills, concepts, and value positions to contribute as individuals to public policy. They can contribute these through their scientific, professional, administrative, or political roles. The American Psychological Association (APA) as an organization can facilitate uniting governmental officials and psychologists with relevant expertise. It is also suggested that APA (1) bring together task forces of psychologists to stimulate thought and work on a particular problem of public interest, (2) commission position papers, and (3) help in identifying problems likely to become public issues. In determining what activities to undertake APA should be guided by the importance of the issue to society, the importance to psychology, the amount psychologists have to contribute, the amount we can realistically expect to influence policy, and the costs in time and dollars. Psychology should begin developing its own post-Viet Nam priority list. In doing so it should collaborate with other behavioral sciences with expertise relevant to major problems of our society. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Subacute rehabilitation: New opportunities and challenges for rehabilitation psychologists.

Changes in the health care delivery system have obliged rehabilitation service providers to consider alternatives to the traditional model of comprehensive acute inpatient rehabilitation. An option of growing popularity among third-party payers is subacute rehabilitation. This type of rehabilitation is usually provided within a skilled nursing home, provides fewer hours of therapeutic intervention, and uses less professional staff, but may achieve similar outcomes. As subacute rehabilitation has grown, rehabilitation psychologists have been used in these settings, but uncertainties exist as to appropriate roles and reimbursement opportunities. This article provides a framework for understanding the current status of subacute rehabilitation as a part of the rehabilitation continuum of care and how rehabilitation psychologists can maximize their effectiveness in this environment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The expressed social attitudes of leading psychologists.

The hypothesis "that psychologists can be divided into two broad groups according to their theoretical and practical interests, and that these groups can also be distinguished along a continuum of toughmindedness and tendermindedness" is examined. A modification of a Public Opinion Inventory developed by Eysenck "… was mailed to each of 52 well-known psychologists" previously dichotomized on the basis of their professional contributions. After factor analysis of returned inventories, instead "… of finding our leading psychologists falling into two groups, we find that they range themselves nicely along a single factor… ." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A realistic appraisal of existing and future job opportunities for psychologists.

Explores the question of whether there is now an oversupply of doctoral level psychologists. Recent surveys about the supply of PhD psychologists, job openings in major employment settings, and the current employment status of recent doctoral graduates in all professions are discussed. For the field of psychology, only 1.1% were unemployed in 1969 and those were almost entirely noncitizens or psychologists not seeking employment. New psychologists, however, indicated a choice of only 2-4 positions in contrast to 5-8 offers a few yr. ago. While some reduction has occurred in the job market, virtually all psychologists are still finding positions in the type of work setting they desire. A shortage exists in the health services, where there are between 750 and 1000 vacancies. In addition, the 1970 Manpower Report of the President indicates a 75-100% increase in employer requirements for psychologists by 1980, the highest projected need of all professional groups except computer technologists. It is concluded that rather than an oversupply, a shortage exists, particularly in clinical and counseling psychology. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Professional mobility for psychologists: Multiple choices, multiple opportunities.

This article details the roots of the mobility movement, including frequent difficulties psychologists encounter when applying for additional licenses and how these obstacles led credentialing organizations to encourage licensing boards to extend a mobility privilege to psychologists who meet certain national standards. The National Register of Health Service Providers in Psychology advocates an inclusive approach to licensure mobility by encouraging psychological organizations and licensing boards to support and adopt multiple mobility mechanisms. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Children and public policy: A role for psychologists.

Discusses the 1970 Joint Commission on Mental Health of Children report. The issues raised by the report are considered, and recommendations are presented for the response of the American Psychological Association (APA). The limitations of the APA in the area of its official position on public policy or programs, the establishment of priority statements after analyses of program costs, and the utilization of lobbyists are discussed. It is suggested that psychologists establish rank order priorities for the problems of prevention of psychopathologies in children. The advantages of the child advocacy system and of universally available preschool programs, especially for the disadvantaged, are discussed. Research is proposed which would cover 3 areas: nationwide epidemiological studies, assessment and evaluation of action-oriented social programs, and multidisciplinary research into causative factors. A general model for delivering services to children and families is outlined which would utilize the local schools as the 1st level for assessment and treatment. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Providing public testimony: A guide for psychologists.

Psychologists are increasingly asked for their opinions about public policy issues. Effective testimony can influence policies for the benefit of the profession and society. Few resources, however, describe how psychologists can acquire the skills to maximize the impact of this venue for public presentation. This article offers guidelines for the preparation, delivery, and dissemination of testimony to a range of legislative groups (e.g., advisory committees, school boards, congressional committees). Providing formal education and training about public policy will help the next generation of psychologists advise legislators more effectively. (PsycINFO Database Record (c) 2010 APA, all rights reserved)