1 / 19

Ethical Issues in Supervision

Foci of Clinical Supervision. MonitoringTeachingEthical knowledge and behaviorClinical competencePersonal functioningAttention to client welfare. Research Supervision. Ethical knowledge and behaviorResearch competencePersonal functioningAttention to participant welfareAttention to institutional review boards and federal regulationsData integrity.

clio
Download Presentation

Ethical Issues in Supervision

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

    1. Ethical Issues in Supervision Gerald P. Koocher, Ph.D., ABPP

    2. Foci of Clinical Supervision Monitoring Teaching Ethical knowledge and behavior Clinical competence Personal functioning Attention to client welfare

    3. Research Supervision Ethical knowledge and behavior Research competence Personal functioning Attention to participant welfare Attention to institutional review boards and federal regulations Data integrity

    4. Supervisory Roles Teacher Mentor Evaluator Facilitator of self-awareness and personal exploration

    5. Positive Supervisory Traits Competence Fairness Diligence Caution Recognition and respect for power differential

    6. Supervisor as Professional Parent Socialization Professional etiquette Wisdom Experience

    7. Third Parties in Supervision Clients Research participants The agency The graduate program The payer The licensing board The subsequent employer

    8. Significant Conflicts of Interest Self-paying for “supervision” Supervising relatives Sexual intimacies Other multiple-role conflicts

    9. Hazards of Supervision Vicarious liability Supervision and personal psychotherapy Oversight and teaching versus voyeuristic gratification Vulnerabilities of trainees Devalued, criticized, humiliated, ignored, exploited (sexual and otherwise)

    10. Supervisory Feedback Timeliness Thoughtful presentation Adequacy Strengths and weaknesses Documentation Oral/written Acknowledgement of receipt by trainee

    11. Points to Remember The person being evaluated is under considerable personal stress Treat all with fairness and dignity Allow due process and discussion Clarify in advance Outcome goals Evaluation criteria Time lines Penalties/adverse consequences

    12. What Do Trainees Want? Expertise Trustworthiness Assistance with personal growth Teaching technical skills Communication of expectations Timely feedback

    13. What Frustrates Trainees Sexist, authoritarian, or demeaning treatment Ambiguity in responsibilities and roles Lack of feedback

    14. Contracting for Supervision When? Where? How often? Who pays? Who gets reports? What is covered? Back-up?

    15. Issues in Group Supervision Helps with resource drain Reduces individual attention Inhibits some disclosures Privilege alterations and reduced confidentiality

    16. Risky Individuals Who are they? Emotionally unstable or labile Arrogant and narcissistic Have critical/hostile personality style Procrastinate Display impulsivity Best strategy: apply standard rules and procedures; avoid emotional response

    17. EEOC: Sexual Harassment Unwelcome sexual advances Requests for sexual favors or physical conduct of a sexual nature that forces submission as an explicit or implicit condition of employment or academic standing Statements or conduct that create a hostile, intimidating, or offensive learning or work environment

    18. Court Decisions on Abuse Behavior Unwelcome = abusive Quid pro quo (implicit/explicit trading of favors for job benefit or preventing job detriment) = abusive Hostile work environment =abusive

    19. Nature of the Problem 25-90% of women victimized (Koen, 1989) Mostly unreported (Rubin & Borgers, 1990) Management tends to deny or minimize It never happened (denial) She misunderstood (minimized) It wasn’t intentional (minimized) She came on to me (blaming) Complex or difficult grievance process

    20. Letters of Reference Never assume confidentiality. Be honest and direct. Focus on behavioral indicators and objective evidence, not opinion or innuendo. When in doubt regarding the value of the letter, discuss it with the candidate. Just say “no.”

More Related