spa exchange Volume 18, Number 2 Summer 2006

President’s Message: The Glamour of Assessment Psychology Irving B. Weiner, PhD University of South Florida

The President’s Message in this issue of the and professionally rewarding, perhaps even found its way back into my professional life. Exchange customarily consists of the address glamorous. So I have titled my talk “The In the autobiography I wrote for the Journal that he or she gives at the annual midwinter Glamour of Assessment Psychology.” of Personality Assessment (Weiner, 2005), meeting. This year in San I described various events that kept me I want to spread word about this glamour Diego, those in attendance involved in practicing, teaching, and writing of assessment psychology to assessment enjoyed an excellent scientific about assessment. I finally gave in completely colleagues who may not fully appreciate program and the wonderful to these events and began several years ago to how valuable their specialty can be camaraderie that has long identify myself as an assessment psychologist. in meeting the psychological needs characterized our meetings, I am not going to retell this story today. of persons in distress and facilitating but did so under the pall of Instead, I want to talk with you about what is administrative decisions that serve the the recent deaths of two of glamorous about assessment psychology, or, purposes of the community. I want to the major figures in our field, in the words of the late Jackie Gleason, “How spread word of this glamour to other John Exner and Paul Lerner. I sweet it is!” professional colleagues who have preceded my talk during the never experienced or who have lost I need to give you the bad news first. According plenary session with some sight of how interesting, challenging, to many clinical psychologists, and probably comments about the passing and rewarding it can be to function in the eyes of most aspiring clinicians as well, of these two men, who will be effectively as an assessment psychologist. the paths of glory and excitement in our field sorely missed by all who knew them. I added Most of all, I want to spread word of the lie in providing treatment for psychologically that both of them would have liked to see us glamour of assessment psychology to students disturbed and poorly adjusted persons- proceed with our meeting at full throttle, and and young professionals who are in the -helping them to find relief from their both would have liked what I was going to say process of choosing among alternative career symptoms, solutions to their problems in about the glamour of assessment psychology. directions. living, and ways to realize a fuller and more I then gave the following address, just as it rewarding life style. By comparison, it is often appears in this column. Let me begin with a bit of personal history. felt, and sometimes said, that psychological Like many of the people in this room, I went I would like to add my welcome to all of you, assessment is a routine, humdrum, boring, into psychology because of an interest in and my wishes that you will have a socially and uninteresting clerical task. From this people, in listening to what they have to say, enjoyable and intellectually stimulating stay perspective, assessors serve only as persons- and in helping them deal with problems in in San Diego. For the next few days, and in-waiting to psychotherapists, and the their lives—to be a therapist, in other words. beginning yesterday or this morning for really important people in delivering mental Along the way in my graduate training, I was those who attended workshops, we will be health services are the ones who are doing taught assessment. And back then, we were listening to presentations on a broad range treatment. As you will have surmised from really taught assessment—a three-semester of substantive topics. We are going to hear course with intellectual assessment in the first about new research findings, advances in semester, personality assessment in the second ...continued on page 8 conceptual formulations, and guidelines semester, and differential diagnosis in the for clinical practice. If you are like me, you third semester, combined with a second-year will be listening closely, making some notes, practicum placement in assessment. I never collecting handouts, looking at power point In this issue... saw a person for psychotherapy until the slides, and perhaps raising a question or two third year of my graduate program, which in or seeking out a presenter after a session to talk President’s Message...... 1 retrospect was probably not an optimal way further some particular point. In a word, we Special Topics in Assessment...... 2 to educate a clinical psychologist. At any rate, will be working hard during the parts of the Getting Students Interested in I wanted to become a psychotherapist, and program designated as scientific sessions. Psychological Assessment...... 2 I eventually became one. I had a half-time SPA Graduate Students...... 3 With this in mind, I thought that I would not clinic placement with intensive psychotherapy Nuts and Bolts of the Fitness for work us too hard in this presidential address supervision during my last 2 years in graduate Duty Psychological Evaluation...... 4 during our opening session. I am not going school, and then 2 postdoctoral years of Advocacy Corner...... 5 to present any data, I am not going to discuss psychoanalytic supervision. I carried a Utility of Assessment Project...... 5 any theoretical perspectives, and I am not caseload of therapy patients for much of SPA Annual Meeting Information...... 6 going suggest any ways of improving the my professional career, I wrote a book on The Teacher’s Block...... 7 practice of personality assessment. Instead, psychotherapy (Weiner, 1975, 1998), and I am Maintaining the Frame...... 12 I want to talk with you about what it means currently teaching and providing therapy SPA Personals...... 14 to be as assessment psychologist, and I want supervision in the Tampa Bay Institute for Who is the Client?...... 14 to deliver a message. Here’s the message: Psychoanalytic Studies. From the Editor...... Back Cover The teaching, learning, study, and practice of Despite my engagement in psychotherapy, psychological assessment can be personally however, psychological assessment repeatedly spa exchange

Special Topics in Assessment Fitness for Duty Evaluations Alan Schwartz, PsyD Christiana Care Health System, Wilmington, Delaware Section Associate Editor

In the realm of assessment interventions, the population being assessed. This is most Mark Waugh’s article, “Nuts and Bolts of the psychological fitness for duty evaluation is one notable in fitness for duty evaluations Fitness for Duty Psychological Evaluations,” in which many of the familiar benchmarks involving law enforcement personnel (Rostow provides a concise and excellent primer present in clinical assessments are often & Davis, 2004) in which knowledge of sub- on some of the crucial conceptual aspects elusive, demanding us as professionals population norms and understanding the of these assessments, particularly for to throw light into a shadowy corner. culture of law enforcement are crucial to clinicians who are considering forays The nature of successful work. into this area. David York’s contribution confidentiality, presents some cautionary elements around a In some ways, the increased involvement of the clarity of the case presentation in which the importance of psychologists in determining an individual’s referral question, constructing and adhering to the assessment suitability for work harkens back to the the importance frame is highlighted. Together, these articles historical roots of assessment. Throughout of role-definition capture some of the nuances of the fitness several millennia of China’s history, (e.g. who is the for duty evaluation as well as the conceptual government employees were put through client) as well and practical tools required when thinking their paces to establish their fitness (DuBois, a s l e g a l a n d about them. 1966). In more recent history, the growth p r o f e s s i o n a l of assessment techniques in the early 20th boundaries all Century—such as the development of the require careful References group Army Alpha and Army Beta tests— f o r e t h o u g h t Anastasi, A. (1988). Psychological testing. New York: grew out of the need to classify World War when we are Macmillan Publishing. I soldiers as to their differential abilities to asked to determine if the subject before DuBois, P. H. (1966). A test-dominated society: China perform specialized functions within the 1115 B.C. – 1905 A.D. In A. Anastasi (Ed.) Testing prob- us is psychologically able to perform the armed services. lems in perspective (pp. 29-36). Washington, DC: Ameri- functions of their job. Over the last two can Council on Education. decades, fitness for duty evaluations have This issue’s Special Assessment section Rostow, C. D. and Davis, R. D. (2004). A handbook for developed into a specialization requiring psychological fitness for duty evaluations in law enforce- focuses on the specialized nature of the ment. New York: Haworth Press. knowledge beyond mastery of clinical psychological fitness for duty evaluation

psychological assessment, also including with articles by two clinicians engaged in this particular expertise in the vocational demanding and interesting assessment work.

Getting Students Interested in Psychological Assessment: Strategies for Early Intervention John Kurtz, PhD

As a new member of the editorial board, this mental health and professional psychology. that their feelings about research may change is the first of a regular series of columns I These conversations have been so numerous with more exposure to the joys of doing will write for the SPA Exchange. One theme I over the last 10 years that I can share a very autonomous projects. Then, I ask the more would like to adopt here is the presentation of standard version: telling question: “What about testing and our work to students and the public, especially assessment? Do you see yourself doing that “So, you want to get a Ph.D. in psychology,” I communicating to them the value of clinical kind of work with kids?” and personality assessment. My primary say. “What do you see yourself doing then?” employment is as an associate professor of Emboldened perhaps by the previous “Um, counseling, you know, therapy,” is the psychology at a private university with about disclosure, the student answers quickly this typical reply. “I would like to talk to kids about 6,000 undergraduates and 1,500 graduate time: “No, not really. I mostly want to do just their problems. Help adolescent girls, maybe, and professional students. Admission is therapy or counseling.” with eating disorders.” competitive, so the students are bright and I would like to tell these students that achievement striving. Our psychology “Do you like research?” I try to ask this psychologists are the best psychotherapists, department has 16 full time faculty representing question as innocently as possible, trying to and that getting a doctorate in psychology a wide range of subdisciplines in the field. I conceal any expectations of the response. for the sole purpose of being a therapist is am currently the only licensed and practicing The student squirms here, as if caught in an a sound plan. However, I do not know of clinical psychologist in my department; thus, act of disloyalty. “Well…not so much.” any data to support the superior therapeutic I have frequent opportunities to speak with students who have aspirations for careers in “That’s OK,” I assure them honestly, knowing ...continued on page 3  spa exchange

Getting Students...Assessment client. I emphasize that good assessment important to many students, psychological actually requires a close involvement with assessment continues to be haunted by the ...continued from page 2 the client and that the process of giving a specter of political incorrectness. The often test illuminates as much about the client repeated charges that the tests we use are as the scores obtained. The Affect in Play biased and discriminatory can be effectively technique (Russ, 2004) is a good example of addressed by educating students about skills of psychologists. Therapeutic skill is this involvement that appeals to the common developments in multicultural assessment largely natural talent and good fortune in interest in working with children. Similarly, (Dana, 2002). Cultural sensitivity is just one the assignment of training supervisors. I do testing and assessment are viewed as cold of many elements of psychological assessment know that there are many other professionals and uncaring activities that are separate from that render it a complex and challenging who hold licenses to do therapy and that the therapeutic aims. Thus, it is not too early to skill. It is through these lessons that I hope to organizations who hire therapists are usually introduce the principles of therapeutic and present our psychological specialty as both more concerned about reimbursement than collaborative assessment (Finn & Tonsanger, more interesting and more humane than most about which discipline provided formal 1997; Fischer, 1994). Insights gained from students realized before. training. I also know that to suffer years of assessment can be shared directly with the being expected to conduct original research client with measurable therapeutic benefits. and to engage in hours of testing in practicum The naïve view of assessment is that its References: and internship placements to become a sole function is diagnosis; indeed, this is Dana, R.H. (2002). Multicultural assessment: Teaching therapist seems like a hard road unnecessarily the straw man pummeled by many critics. methods and competence evaluations. Journal of Personality Assessment, 79, 195-199. traveled. Such realities bring me back to my I tell students that, more often than not, the original aim: Help aspiring psychologists Finn, S.E., & Tonsager, M.E. (1997). Information-gather- client already has a diagnosis when he or ing and therapeutic models of assessment: Complementary discover the fascinations of psychological she comes to the psychologist. The role of paradigms. Psychological Assessment, 9, 374-385. assessment. psychological assessment is to inform decisions Fischer, C.T. (1994). Individualizing psychological assess- and plan treatment, selecting strategies ment. Hillsdale, NJ: Lawrence Erlbaum. My favorite course to teach at the and setting goals for the individual client. Russ, S.W. (2004). Projective assessment of affect in undergraduate level is called Clinical and These lessons effectively blur the artificial children’s play. In M.J. Hilsenroth & D.L. Segal (Eds.), Counseling Psychology. Fitting this much Comprehensive handbook of psychological assessment, Vol. boundary constructed between assessment content into one semester is like offering a 2: Personality assessment (pp. 628-642). Hoboken, NJ: John and intervention. Finally, and perhaps most Wiley & Sons, Inc. drink from a fire hydrant, but it is fun and rewarding nonetheless. The first half of the course is entirely devoted to assessment, Society for Personality Assessment Graduate Students from interviewing to the Rorschach to case integration and clinical judgment. Starting Joyce Williams with a bit of history of the field, I try to Congratulations and welcome SPAGS members. The formation of the Society for Personality impress upon the students that the demand Assessment Graduate Students (SPAGS) was initiated early this year under the guidance for sound assessment was the foundation on of Dr. Joni Mihura (Chair of the Student Affairs Committee), Dr. Radhika Krishnamurthy which clinical psychology grew so rapidly. (Secretary), Dr. Irving Weiner (President) and the rest of the board of trustees. All SPA student Psychologists have always been trained as members (there are over 350 of us) comprise the SPAGS membership. The SPAGS goals are to: empiricists who supplement their natural • Facilitate the exchange of ideas of graduate students within the Society for Personality observations with objective data. Most of Assessment (SPA), and foster professional interaction with SPA members; • Promote and provide the great tests, many still widely used today, recognition for quality student assessment research efforts; • Encourage membership in SPA were created by psychologists. Speaking to and SPAGS committees and events and the retention of members; • Promote reliable and valid their practical inclinations, I like to point out means of psychological assessment; • Maintain communication between SPAGS and graduate that assessment is the unique contribution training institutions. of psychology to mental health. None of the other competing professions have the Shaping SPAGS began this year with a steering committee of seven volunteer students. The necessary training (and, in most cases, the student volunteers are: Robert Janner, Florida Institute of Technology College of Psychology legal right) to do testing and assessment. And & Liberal Arts • Gudrun Opitz, Suffolk University • Mark Peacock, University of Arkansas • yes, you can receive training in psychotherapy Gale Quinn, Illinois School of Professional Psychology • Carlo Veltri, Kent State • Phil Wickline, and become an excellent therapist, too. University of Virginia • Joyce Williams, Fielding Graduate University So, why are many of the brightest students of After quick introductions the group began with the first agenda item, the Bylaws. These will psychology so uninspired by the enterprise explain the SPAGS leadership positions, voting process and goals. At this time the bylaws are that excites us so much? undergoing their final approval by SPA executive committee. I think there are several reasons for this, The second action item is the student survey. SPAGS needs to know what the student members not the least of which is the dispassionate want. A survey will be emailed to all of the student members for whom we have email addresses. and uninformed treatment given to “mental Student affiliates, who have not provided the SPA with their email addresses, please do so as testing” in most introductory psychology soon as possible (this can be accomplished through the SPA website). We hope that all student textbooks. But, that is a topic for another members will complete the survey. With the survey results an agenda, action items and committee column. More immediately, we can look to memberships for the coming year can be formulated. the novel advances made by members of SPAGS plans to have a link on the SPA website. Student members will be able to read about this organization as means of debunking the various committees, member events and general news. SPAGS members have been invited stereotypes and inspiring our students. to join SPA committees to give a more cohesive student voice to the affairs of the SPA. SPAGS Testing is often seen as an activity that requires members who may be interested in participating in committees are encouraged to make that distance between the psychologist and the known through the survey. ...continued on page 11  spa exchange

Nuts and Bolts of the Fitness for Duty Psychological Evaluation Mark H. Waugh, PhD, ABPP Private Practice and Consultant, DOE Contractors

The psychological fitness for duty evaluation example, the International Association of and personnel policy statements, as needed. (FFD) offers unique risks and rewards. Chiefs of Police has articulated standards for The employee is interviewed about workplace Typically, the FFD arises when an employer police psychological evaluations. The Code and psychological functioning. Psychological, requests or requires such of an employee. of Federal Regulations contains standards medical, pharmacy, or legal records may be The assessor’s task is to evaluate whether relevant to FFD for certain federal agencies. requested. Appropriate psychological testing the employee can safely and reliably perform Furthermore, understanding the “work is administered. Frequently, a wide-band, a specific job. The FFD request arises when culture” of the referring organization may be self-report inventory like the Minnesota an employer believes an employee’s job- critical to provide context for the FFD. The Multiphasic Personality Inventory-II (MMPI- related problems stem from psychological psychologist must be alert to issues of test 2), or Personality Assessment Inventory impairment. The employer is interested bias and moderator variables to avoid the (PAI), is given. Assessment of response style in reducing potential liability relating to appearance of unfair selection as well. is critical. Interview, behavior observations, unsafe actions of its employees and issues of collateral data, and MMPI-2 or PAI validity Because this is a specialized area of forensic negligent hiring or retaining of an aberrant indices are helpful. The Paulhus Deception practice and the FFD has a major impact on employee. Scales (PDS) also offers a short measure of both “clients,” sound evaluator preparation is credibility of responding. Interpretation of There are many forms of FFD evaluation. necessary. This includes education, training, validity indicators must account for the context The focus here is the “for cause” FFD, and experience in psychological and forensic of forensic and employment evaluation. Otto which occurs when the employer mandates assessment, FFD, and employment and (2004) notes validity scale indicators often evaluation because of a specific ostensibly human resource (HR) issues. Consultation are elevated in these settings. “For cause” psychological problem. This is to be with a FFD psychologist, HR professional, evaluations and pre-employment evaluations distinguished from pre-employment selection, and/or attorney can provide help. Stone can pull differently on validity indicators. In workman’s compensation, and return to (2000)’s Fitness for Duty: Principles, Methods, the “for cause” situation, the motivational set work evaluation. Military FFD evaluations and Legal Issues represents an excellent text. to present an unblemished self-report may fall under Department of Defense and Pearson Assessments also offers workshops be partly reduced because of the incident military branch-specific standards. Another on psychological tests in pre-employment “problem.” If relevant, projective techniques type of “for cause” FFD evaluation pertains selection. may be used. The properly administered, to impaired professionals (e.g., physicians, Over-arching concepts guiding the FFD scored, and interpreted Rorschach meets nurses, psychologists, etc.), wherein the evaluation include the (1) explicit linking of forensic standards (Official Statement of referral may come from licensing boards, the evaluation to job task, (2) clear lines of the Board of Trustees of the Society for hospitals, and professional associations. communication for feedback, (3) necessity of Personality Assessment, 2005). Narrow- The “for cause” FFD occurs in a high-stakes collateral data, (4) operative standards and band measures such as the Beck Depression environment. The employer often feels urgency constructs, and (5) report writing. Inventory-II (BDI-II) may be used to assess and about the employee. Employer concerns span document specific psychological dimensions. 1. The FFD evaluation is tied to the specific liability protection, ensuring a safe workplace, Neurocognitive functioning can be assessed job task of the employee. The evaluator must welfare of the employee, and/or employee with wide-band instruments such as the have a general and particular understanding performance problems. The employee brings Wechlser Adult Intelligence Scale-3 (WAIS- of the psychological dimensions of the job. other, most likely competing concerns such 3), and Wechsler Memory Scale-3 (WMS-3), The HR department should provide a formal, as fears of job or career loss. Thus, the FFD and Repeatable Battery for the Assessment written job description. Supervisors also may evaluator’s two “clients,” the employer and of Neuropsychological Status (RBANS), or be consulted about aspects of the job. Stone the employee, differ in motivations. narrow-band portions of the WAIS-3, such (2000) suggests how to formally assess job as the Working Memory Index, or specific Numerous regulatory standards and issues characteristics. neuropsychological measures (e.g., Trail may relate to the FFD evaluation. These 2. The evaluator must ensure employer and Making Test, continuous performance tests). include employment law, Equal Employment employee know who is requesting (usually A fundamental principle, however, is to obtain Opportunity Commission, Americans for requiring) the evaluation, who pays, and who adequate collateral information rather than Disabilities Act, company personnel policies, receives results. This should be done orally and relying solely on employee’s self-reports. collective bargaining agreements, Family in writing. Typically the employer requests, Medical Leave Act, and Occupational Safety 4. The FFD evaluation occurs in a highly pays, and receives. There are occasions when and Health Act. The evaluator should be aware applied, real-world context. Rarely, do clear the employee receives feedback, however. of relevant case law relating to independent predictive research data guide the evaluator in When the evaluation reveals an emergent medical and psychological examinations, and an actuarial fashion. Rather, the psychologist or compelling concern, omission of which know the American Psychological Association synthesizes research and evaluation data, could cause harm, some feedback is given to (APA) Code of Ethics, APA Forensic Standards and follows a construct validity approach to the employee. For example, if suicide risk is of Practice, APA Standards for Educational integrate evaluation data. Relevant assessment discovered, appropriate steps are taken. and Psychological Testing, and State and standards also should be addressed. For Federal laws relating to clinical practice, 3. The FFD evaluation requires subject and example, elevations over 65 T on relevant records, and confidentiality/privileged collateral data. This involves discussion with the MMPI-2 scales provide a benchmark (while communications. Also, regulations specific HR official, obtaining written documentation to the client organization may apply. For of employer concerns, performance reviews, ...continued on page 9  spa exchange

Utility of Assessment Advocacy Corner Project Bruce Smith, PhD Bruce Smith, PhD SPA Advocacy Coordinator

One of the areas where psychological Once again, the new CPT codes have that we can build a data base for personality assessment has been vulnerable concerns the dominated the scene in the world of assessment billing. Include the codes used, existing research literature. As the 1998 report assessment advocacy. As you now know, the the outcome (including number of hours and of APA’s Psychological Assessment Work new CPT codes for assessment were approved reimbursement rate), and contact information Group states: by the “alphabet soup” of Medicare (RUC, for the insurer or fiscal intermediary if there HCFA, CMS, etc.) and went into effect on was a problem. “Almost exclusively, the existing literature January 1, 2006 (for a complete description addresses . . . the psychometric reliability and We are, of course, dealing as always with of the new codes and how to use them, see validity of single scales . . . rather than . . .the attacks on personality assessment within the the SPA Web page: www.personality.org). value of complete psychological assessments profession. It has always been SPA’s position Because various third parties—insurers, conducted . . .to help . . . patients, therapists that vigorous debate about various scientific managed care companies, and Medicare schools and others” (p. 56) issues within the field is healthy and leads fiscal intermediaries—have been slow to to improvement in the services that we can Several years ago, the SPAF Board decided adopt the new codes or to implement them offer to the public. At the same time, there is to address this evidence gap by sponsoring correctly, the APA Practice Directorate has no place for scurrilous attacks that are based one or more preliminary studies on the costs an ongoing task force working on collecting upon personal attack or distortion of the and benefits of psychological assessment in data about psychologists’ experiences with scientific record. These we need to respond clinical settings. As those of you who were billing under the new codes and on dealing to vigorously, and the Board of Trustees has at the annual meeting in San Diego already with insurers and Medicare to ensure proper been doing just that. know, the first grant from SPAF for research reimbursement. Radhika Krishnamurthy and on the utility of psychological assessment I have been representing SPA on this Task Finally, I want to let you know that the has been awarded to Mark Blais, Psy.D., of Force, which also has representatives from work of the Task Force on Standards for Massachusetts General Hospital, for a project Division 40 (Neuropsychology) and NAN. Assessment Practice is continuing its work that will compare psychological assessment The bad news is that there are still some and should produce a document that can be and a non-assessment intervention in resolving recalcitrant entities out there—notably WPS used in dealing with the attempts in various treatment impasses in psychotherapy. There which services the upper Midwest, and the states to allow assessment to be considered were 8 excellent proposals submitted in Rhode Island intermediary—the good news a generic mental health practice without response to the RFP, and most were worth is that these isolated problems that appear documentation of training or experience. funding. The grants committee is confident to be affecting neuropsychology seem to be For your information, the Task Force has that the proposal that was selected will make less a problem for personality assessment. representation from across the country, and an important contribution. Additionally, where the codes have been as chair, I am grateful for the hard work successfully implemented, psychologists have of its members: Barton Evans (Montana), Funding for the first year of the project has seen reimbursement rates go up substantially. Bob Erard (Michigan), Chris Fowler been guaranteed, but we are still soliciting Once again, I call upon all members who (Massachusetts), Len Handler (Tennessee), contributions to fund year two. At present have had occasion to bill under the new CPT Radhika Krishnamurthy (Florida), Jane Sachs we are in need of approximately $17,000 to codes to email the Central Office with your (Maryland), and myself (California). complete the funding for the final year of the experiences-both positive and negative—so project. While this may seem like a sizeable sum, let me put it in perspective. If each member of SPA were to donate $10, we would SPA Foundation Utility of Assessment Research Project meet our goal with plenty of room to spare. I Donor Information (please print) am asking once again for every member of the Society to strongly consider a donation to this Name______project; even if you are unable to make a more Billing address______substantial contribution at this time, whatever you can give will aid us immeasurably in City______State______ZIP Code______reaching our goal. Telephone Home______Business ______Please see the pledge card for your E-Mail______convenience. You may make your donation Pledge Information by check or credit card, and we are willing to accept donations in installments as well. I (we) pledge a total of $______to be paid:  Now Monthly  Quarterly Yearly Thank you for your support of this critical I (we) plan to make this contribution in the form of: Cash  Check  Credit card project. Credit card type Visa Master Card American Express Bruce L. Smith, PhD Credit card number______President, SPAF Expiration date______Authorized signature______Please make checks payable to: Utility of Assessment Research  spa exchange

The SPA Annual Meeting March 22-26, 2006 The Hyatt Regency Islandia San Diego, CA

The Annual Meeting in San Diego, March 22- the process they must follow to get CE credit and the breakdown of service after the 26, 2006, was well-attended and well-received can be frustrating, as the lines are at times long function has concluded. Thus, we have $13 by members and non-members alike. The to sign in or sign out (especially for the Master sandwiches; and to include a drink and chips conference had an attendance of 393, and the Lectures); there is little time to complete the plus gratuity and tax, puts the total $20 or workshops, an enrollment of 418 persons. evaluation; and sometimes in the rushed more. Although we would prefer to provide pace to go to the next session, CE certificates coffee, tea, soda and water continuously Following is information that will give the SPA are not picked up. This process, however throughout the meeting day, the cost is membership a better understanding of some cumbersome, is a necessary part of the APA prohibitive. We normally arrange for at least of the “behind the scenes” considerations guidelines we must follow to maintain our nine coffee breaks (coffee, tea, water and soda associated with the Annual Meeting. status as an approved sponsor by APA. The in the afternoon), starting on Wednesday sign-in sheets and course evaluations are morning, and concluding Sunday afternoon. • Many of us really prefer having the kept on file in the central office, and copies of These nine coffee breaks run about $700-800 conference located in a hotel at a downtown site. them are attached to an annual report to APA per break. Coffee is presently $60 a gallon (and Unfortunately, for many cities, a downtown in August of each year, along with copies of we have been informed that some hotels will hotel normally comes in at a price that is not our marketing pieces for the Annual Meeting soon be charging $85 a gallon); and soda and economically viable for our attendees. We are (the marketing pieces must contain certain water are usually $3.50-$5.00 each. currently striving to keep the room rate below information to meet the APA guidelines). The $170.00 per night. In 2006, the room rate was Annual Report is carefully reviewed, and if $152 (plus tax) single/double; in 2007 at the anything is out of order, SPA can be put on Sheraton National in Arlington, VA, the room probation. rate will be $149 (plus tax) single/double. Our SPA Annual meeting management company, Travelink, • There are three aspects of any meeting Meeting 2007 works very hard to find an attractive hotel in that incur very high costs: taping of sessions; the city of our choice at the lowest room rate audio-visual equipment; and food and possible. beverage. March 7-11, 2007 • When contracting with a hotel, we are Taping: As you may be aware, Gene Nebel Sheraton National Hotel, 900 Orme Street constrained somewhat by the size of our has for years volunteered to tape all of our Arlington, VA 22204 meeting (400-500 persons). In order to bear sessions, reproduce the tapes, and make them 703-521-1900 (tel); 703-271-6626 (fax) as little financial liability as possible, we available at cost. By graciously taking on this normally block around 160-165 sleeping responsibility each year, Gene is saving the www.sheratonnational.com rooms on the peak nights of the conference Society thousands of dollars every year. We (Thursday, Friday, Saturday nights). With this owe him a big thank you! Ideally situated just minutes from Washington size block, we can obtain a certain amount DC, the Sheraton National Hotel provides of meeting space gratis (the future of the Audio-Visual Equipment: If you have ever travelers with easy access to the many industry, however, points to all meeting space been involved with the planning side of attractions in our nation’s capital. With coming at a price in two to three years time) a meeting, you are probably aware of the stunning panoramic views, contemporary —normally a room for the plenary session tremendously high cost of audio-visual accommodations, and first-class service, and four breakout rooms, with foyer space for equipment rented through a hotel. To give this Arlington hotel is an ideal choice for the exhibits, posters, etc. This amount of meeting you an example, an LCD projector costs SPA Annual Meeting. Boasting unmatched space requires us to keep our schedule to no $400-500 per day per meeting room. Realizing convenience, the hotel offers a central more than four sessions per time block on any that we use overhead projectors, CD players, setting: given day. video players, DVD players, microphones, • Located at the gateway of Washington, DC, LCD projectors, screens, etc., in each meeting in Arlington, Virginia • The present schedule of starting with room, the rental of this equipment would cost • Complimentary shuttle service to Pentagon workshops on Wednesday, the conference on upwards of $40,000 per meeting. We have been City Metrorail Station Thursday through Saturday (requiring the lucky enough to sign a multi-year contract • Convenient to Ronald Reagan National use of the majority of our meeting space), and with an outside audio-visual equipment Airport and the Pentagon workshops ending on Sunday, is the type of company that saves us approximately $28,000 • Just minutes to downtown Washington, schedule that brings the best possible room per meeting. DC, the Museums, and Capitol Hill rates. Using the amount of meeting space Accommodations: $149 single/double; $20 for we require for the Annual Meeting with Food and Beverage: Working with the food an additional person; $249 for suites. any schedule other than Thursday-Saturday and beverage department of any hotel would be more costly. requires patience and strong negotiating skills (as displayed by our meeting management • Offering continuing education credit company, Travelink). The price of any meal through workshops, master lectures and during the meeting does not just include symposia continues to be a very important the cost of the food, it also includes the aspect of the Annual Meeting. To participants, preparation of food, the serving of the food,  spa exchange

The Teacher’s Block Incorporating Spirituality as a Dimension of Personality Assessment: Intersecting Pathways Pamela Pressley Abraham, PsyD Immaculata University

When the topic of spiritual/religious important cultural and individual difference assessment surfaces in the classroom, a to be aware of and respected when working (Emmons, 1999), will and joy (Ozaki, 2005), myriad of questions emerge: Is the area with individuals. and sense of meaning (George et al. 2000). of spirituality/religiousness relevant to Hill and Pargament (2003) relate spirituality clinical practice? Is a spiritual/religious Student question: Is the area of spirituality/re- to positive outcomes in physical health and assessment part of personality assessment? ligiousness relevant to clinical practice? Worthington, Kurusu, McCullough and What type of measures does this assessment Sandage, (1996) have found an association with include? How has research from field of Discussion Topic: Relevance of spirituality/re- spirituality and psychological health. Mental personality psychology been integrated ligious assessment to assessment practice and physical health has also been related to in personality assessment? What is the positive religious coping (Paragament, Smith, Student’s practicum placements at mental Koenig, & Perez, 1998). In a recent study, possible impact of religion/spirituality health agencies are often accredited by the on personality functioning? How is the treatment outcome, for those being treated nation’s largest healthcare accrediting body, for substance abuse, was demonstrated using research on spirituality/religiosity from the Joint Commission on Accreditation positive psychology relevant to personality the Spiritual Transcendence Scale (Piedmont, of Healthcare Organizations (JCAHO). A 2004). Furthermore, researchers have also assessment? How might personality JCAHO requirement for agencies providing assessment incorporate human strengths developed means to understand mature mental health services to clients includes spiritual adjustment from views interfering and virtues in helping individuals improve a spiritual assessment; although different their functioning? with healthy adjustment (Lovinger, 1996), treatment settings may determine the type of how religious control is related to dealing with As teachers, we are faced with how to address assessment given the population they serve life’s experiences (Spilka, 1986; Miller, 1992), these important questions and areas when (JCAHO, 2006). Typically, practicum students the identification of religious coping styles teaching doctoral students about spiritual and receive requests for spiritual assessments. (Pargament, et al. 1998) and helping behaviors religious domains and personality assessment. The relevancy question prompts discussion (Bateson et al. 1993). The following topics are not exhaustive of the of a significant study addressing the neglect vast literature available, but, hopefully, will of religious/spiritual functioning in clinical Relevance, from a neuropsychological provide examples to use for enhancing a practice (Hathaway, Scott, & Garver, 2004). perspective, would include a discussion of class discussion regarding spiritual/religious Clinicians surveyed from exemplar clinics McNamara’s (2002) position regarding the assessment. An integration of knowledge from and an APA membership sample indicated relationship between religious practices culture/diversity, ethics, agency standards religiousness/spirituality to be important in which activate the frontal lobes and executive and needs, personality research and positive understanding an individual’s functioning, functions and social intelligence. She psychology are helpful in understanding the however most did not assess spirituality or questioned whether the positive effects of concept of spiritual/religious assessment. utilize the domain in treatment planning religion outweigh the negative and indicated (Hathaway et al., 2004). which executive cognitive functions (ECFs) Initial Discussion Topics: Definitions of cul- were important for prosocial behaviors ture, diversity, and APA’s Ethics Code Miller (2003), and Richards and Bergin (1997, and the enhancement of moral sensitivities. 2000) recommend and support the importance Other articles of interest for students may Culture and diversity play pivotal roles in of spiritual/religious assessment. They include Seybold’s (2005) review of the role teaching personality assessment. We are propose that a positive relationship exists of emotion in cognition and its relevance to only beginning to address and understand between religion/spirituality and mental religious experience, limbic and temporal the varying roles of culture in an effort to health and suggest spiritual/ religious coping lobe involvement regarding religious behavior reduce bias, prejudice, and disparities that skills are important in helping individuals (Joseph, 2001), and brain complexity and interfere with providing treatment responsive deal with stress and illness. Piedmont (1999) spiritual growth (Albright, 2000). to the needs of those we serve. Definitions of found spirituality is not just the result of culture and diversity include religious beliefs needs but is a source of motivation and may Student questions: Is spirituality a compo- and religion as variables existing within be viewed as a resource to use for client’s nent or dimension of personality? How has a social human context with the ability to welfare (Miller, 2003). Much of the research research from field of personality psychology unify shared values (DHHS, 1994; Wikipedia, on spirituality and religiosity indicate their been integrated in personality assessment? 2006). Diversity’s focus on culture and positive effects on mental and physical How do we understand spiritual and religious individual differences also allows spirituality/ functioning (Chamberlain & Hall, 2000; information within a personality assessment religiousness to be included as an important Koenig, McCulloch, & Larson, 2001). For context? Do spiritual/religious attitudes and area of study. Bishop (1992) maintains a example, researchers have associated religiosity behaviors contribute to our understanding of client’s cultural identity includes the area of with higher well-being (George, Larson, the whole person? spirituality and others have suggested the Koenig, & McCullough, 2000), higher well- neglect of spirituality and religious issues being and lower social problems (Donahue constitute cultural insensitivity (Lukoff, Lu, & Benson, 1995), life satisfaction (Peacock Turner, 1995). In addition, the APA’s (2002) & Poloma, 1999), social support (Argyle, Ethic’s Principle E: Respect for People’s 1999; Myers, 2000), personality integration Rights and Dignity includes religion as an ...continued on page 10  spa exchange

President’s Message disorders—how does the therapist know are decided by the court, but personality which manual to use? Clinicians who do characteristics, like being out of touch with ...continued from page 1 manualized therapy have to determine what reality, can often inform the court’s decision kind of disorder a patient has before they can about competency or sanity. Personality select the right manual to use. And how can characteristics that suggest psychic injury or they determine what kind of disorder a patient have implications for parental effectiveness what I have said so far, my message today is has? Only with an adequate assessment, often prove relevant in personal injury and quite different. I am here to say that assigning conducted by a psychologist who is well- contested custody litigations. In organizations, second-class status to assessment psychology versed in assessment, the expert diagnostic personnel decisions related to fitness for duty is a bucket that won’t hold water. consultant. It has long been a well-known and and employee selection and promotion often widely-endorsed principle of providing health hinge on specific personality characteristics. Let me tell you why this is so, and here is care that diagnosis precedes treatment. We as Whenever personality characteristics are the good news. Psychologists who develop assessment psychologists should not forget relevant to decisions facing courts, employers, a reputation for providing sound assessment that diagnosis precedes treatment, nor should or agencies of any kind, we as experts in services, whether privately or in some we let others forget this fact. assessing personality have a valuable and institutional setting, come to realize that sometimes critical contribution to make. they function not as lackies, not as clerks, not As for conducting psychotherapy, whether as lab technicians, but as expert diagnostic with or without a manual, there are relatively Hence the role of the expert diagnostic consultants. The services of assessment large numbers of licensed persons in several consultant is to be extolled, not demeaned. In psychologists are requested in clinical different professions who are capable of most professions, the contribution of expert and health care settings when referring providing this service. However, there are diagnostic consultants is in fact valued and professionals need help to resolve puzzling relatively few mental health professionals who respected. Knowing how to do something often issues of differential diagnosis and treatment are capable, as are the people in this room, of takes a back seat to knowing what needs to be planning. Be assured that I am not speaking functioning effectively as expert diagnostic done. Perhaps everyone in the room is already here of diagnostic consultation as a quest for consultants. Think for a moment about your well aware of this glamorous aspect of being the proper label to pin on a patient’s lapel. own professional community, and ask yourself a consultant to whom others professionals Diagnostic labels do serve useful purposes. about the number of people in your area turn because they need our help in resolving They communicate important information whom you regard as competent therapists, clinical, forensic, or personnel issues. We, all to colleagues who are familiar with the and then ask yourself about the number of us, can do our colleagues and students a implications of a properly formulated DSM you regard as capable psychodiagnosticians, favor by spreading this word that assessment diagnosis, and they facilitate selection of especially when a thorough and sophisticated psychology can be an admired and rewarding appropriate participant groups for research personality assessment is needed. avenue of practice. In the process, we should in psychopathology. also call attention to some conceptual and Along with being relatively difficult to find, practical considerations that enhance the However, following a tradition that reaches expert diagnostic consultants like ourselves can appeal of assessment psychology. back over 60 years to Henry Murray and often serve critical roles in treatment planning, David Rapaport, the essence of psychological by helping to identify whether a troubled Conceptually, we should bring forward a diagnosis extends well beyond determining person requires inpatient care or can be safely message concerning the essence of psychology. whether a person has some particular disorder. and adequately treated on an outpatient Psychology is the science of behavior, which to For personality assessors, psychodiagnostic basis; whether brief supportive treatment my mind means that the essence of psychology consultation consists of evaluating the or longer-term exploratory therapy is more is the nature of people, that is, what people are psychological strengths and weaknesses consistent with the person’s psychological like and how they are likely to think, feel, and of people being examined, their coping needs, preferences, and resources; the nature act. And how do we determine the nature of capacities, their cognitive integrity and of the underlying concerns that should be people and estimate how they are likely to affective stability, their attitudes toward addressed in the person’s therapy; and the think, feel, and act? By assessing them, with themselves and other people, their sources kinds of obstacles to progress in the treatment observations, interviews, historical records, of concern, their defensive style, and their that the therapist should anticipate. And I information from collateral persons, and treatment needs. haven’t even mentioned the considerable psychological test data. Julius Caesar said of value of repeated assessments in monitoring Cassius, “Yon Cassius has a lean and hungry As for who the important people are in change and outcome in psychotherapy. An look; such men are dangerous, for they think delivering mental health services, adequately excellent reference source in these respects is too much.” Spoken like a true assessment trained professionals of many kinds can the 3-volume handbook edited by Maruish psychologist! Virtually all of the concerns conduct psychological treatments that are (2004) and titled The Use of Psychological of psychologists, and all of the applications likely to benefit the person being treated. As Testing for Treatment Planning and Outcomes of psychological knowledge, come down to you know, in fact, some respected authorities Assessment. Nor have I mentioned the ways understanding the nature of people. on psychotherapy go so far as to recommend in which assessment provides a basis for manualized methods for treating specific In psychology, then, assessment has a singular therapeutic collaboration between assessors kinds of disorder, which almost anyone can significance that we should appreciate, and and people who consult with them. learn to use with minimal training. Just do widespread implications that we should what the appropriate manual says to do, In forensic and organizational settings, as well recognize. We should not tire of impressing this according to these authorities, and patients as in clinical settings, assessment psychologists importance of assessment on our colleagues will get over their disorder. But, even if are called on for evaluations that play an and students. A number of years ago, in 1992, the appropriate manual will work—and I important part in making decisions. In forensic I was asked to give an invited address at APA, should note that, as a clinician trained to treat psychology, questions concerning whether a an invitation that interestingly enough came people, not disorders, I am skeptical about the criminal defendant is competent to stand trial effectiveness of manuals for treating specific or was insane at the time of an alleged offense ...continued on page 9  spa exchange

President’s Message As for the practical as well as the conceptual revisions of old tests, updated normative data, appeal of assessment psychology, let me and research findings with which we must ...continued from page 8 mention briefly a few other consideration. be familiar in order to practice competently Compared to the practice of psychotherapy, an and ethically. For clinical psychologists who assessment practice typically allows clinicians thrive on challenge, enjoy learning, and take to see a larger number and greater variety of pleasure in variety, becoming an assessment from Division 5, the division on Evaluation, patients or clients and to delve into more types psychologist has a great deal to offer. Measurement, and Statistics. I titled this talk of individual histories and adjustment issues. As a final reward for psychologists who “The Singular Significance of Personality In its variety, an assessment practice seldom take up assessment, practicing assessment Assessment,” and in the talk I said much of becomes routine or repetitive. Let me give allows considerable flexibility in scheduling, what I have just said to you. Later, I wrote you an example from my own experience. I more so than a psychotherapy practice. the talk up as an article and submitted it to administered my first Rorschach to a patient Assessors ordinarily do not have the fixed the American Psychologist. The manuscript in a VA hospital in 1956. I have no idea how time commitments of psychotherapists, they was rejected with a note that what I had to many Rorschachs I have administered since have more freedom to determine or adjust say was old hat and already well-known to that time. If pressed to say how many, I their schedule, they are less likely to need everybody. I don’t think so. I didn’t think so would just say lots of them, and I would add early morning or evening office hours, they then, and I don’t think so now. If the singular that the most recent one was just a few days have fewer restrictions on when they can take significance of personality assessment were ago, on Monday of this week. Despite all of vacations or time off for personal business. fully recognized and appreciated, we wouldn’t these Rorschachs, I have yet to take a record be facing our current difficulties in preserving in which there was something that I had So there you have it. What are you? I’m an an appropriate place for assessment training in never seen before and that challenged me to assessment psychologist. What do you do? I clinical psychology graduate programs. formulate a new interpretive hypothesis. In provide expert diagnostic consultation. What this most recent record, I got a blend between can you do for me? Whenever and in whatever But education and training in assessment is a reflection and a vista. The response was a context you are facing decisions that involve another story, a story that is closely related landscape scene on Card VIII, with a mountain the nature of people—that is, what they are to the ongoing advocacy efforts of SPA and reflected in a lake and the whole thing seen as like and how they are likely to think, feel, and of the Section on Assessment in the APA off in the distance “because it’s fuzzy looking act—I can provide information that will help Division of Clinical Psychology. You should and not distinct.” you make good choices. And that’s glamorous be aware of some of the fruits of these efforts enough for me. that show how the word about assessment We could indulge ourselves by speculating can be spread and its glamour illustrated in about the interpretive significance of this glossy print. Regular discussions between SPA blended reflection/vista response, but that References Board members and the Practice Directorate would distract us from my point. My point is Clay, R. A. (2006). Assessing assessment. Monitor on Psy- of APA resulted in a feature article in the the freshness, the novelty, the variety, and the chology, 37, 44-46. challenge of what we encounter as assessment January, 2206, issue of the APA Monitor, which Maruish, M. E. (Ed.) (2004). The use of psychological testing is distributed to all members of the American psychologists. We see complex and difficult for treatment planning and outcomes assessment (3rd ed.). Psychological Association. On the cover, the cases. If they were simple and easy cases Mahwah, NJ: Lawrence Erlbaum Associates. list of feature articles includes one on “Trends with respect to understanding personality Weiner, I. B. (1975/1998). Principles of psychotherapy (2nd in Psychological Assessment,” and on page characteristics, determining treatment needs, ed.). New York: Wiley. 44 we have a glamorous picture of our own or deciding on a course of action, our referral Weiner, I. B. (2005). The shifting sands of a professional Steve Finn, followed by an informed article source would not have asked us to evaluate identity. Journal of Personality Assessment, 85, 103-111. titled “Assessing Assessment: Psychological the person. In addition to seeing challenging Assessment Enjoys New Respect, Applications cases, assessment psychologists are challenged and Approaches” (Clay, 2006). to keep up with a constant flow of new tests,

Nuts and Bolts diagnosis or conceptualization. Jargon should fences make good neighbors” applies (“The be avoided, and high inference should defer to Mending Wall,” 1917). A FFD evaluation may ...continued from page 4 conservative and data-evidenced conclusions. be declined, and, of course, the evaluation may Some FFD evaluations offer recommendations find no evidence for job-related psychological for psychological treatment, criteria for dysfunction. considering the inflating effect of K-weighting rehabilitation, and suggestions for managers. References on scale scores, and non-gendered T scores are If made, treatment recommendations should recommended to avoid concerns about gender NIAAA Council approves definition of binge drinking. be generally accepted in the field, and options NIAAA Newsletter, Winter 2004 (3). http://pubs.niaaa.nih. discrimination). Additionally, when alcohol offered, rather than specifying a single type or gov/publications/Newsletter/winter2004/Newsletter_Num- use is germane, Saitz (2005) offers definitions provider of treatment. The FFD evaluator does ber3.htm of unsafe alcohol consumption, the National not provide the treatment, however. Otto, R. (2004, March). Assessment of response style in fo- Institute on Alcohol and Alcohol Abuse rensic contexts. Paper presented at the annual meeting of the defines binge drinking, and the DSM-IV-TR A final caveat is in order. The FFD evaluator Society for Personality Assessment, Miami, FL. establishes formal standards. may discover the referral issue is less a Saitz, R. (2005). Unhealthy alcohol use. New England Journal psychological and more of an employee of Medicine, 352 (6), 596-606 5. Reports vary tremendously. The report “performance problem.” Beware the grey area Stone, A. (2000). Fitness for duty: Principles, methods, and should be appropriate to the audience, between ill-defined personality disorder and legal issues. Boca Raton, Florida: CRC Press. succinct and crisp, and flow logically to “performance problems.” In these situations, The status of the Rorschach in clinical and forensic conclusion. At times, the report can essentially professional boundaries should not be Practice: An official statement by the Board of Trustees of state the subject is “fit for duty.” In some the Society for Personality Assessment (2005). Journal of overstepped. Robert Frost’s message “good Personality Assessment, 85 (2), 219-237. contexts, the report establishes a psychiatric 

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The Teacher’s Block Piedmont (2004), like MacDonald (2000) religion, spirituality, and well-being, and, and Donofrio (2005) further challenge us to in addition, Lopez & Synder (2003) devote a ...continued from page 7 incorporate spirituality into our understanding section of their book, Positive Psychological of personality functioning and to design more Assessment, to religious and philosophical comprehensive models and paradigms of models and measures. In the chapter on assessment. religious constructs, Tsang & McCullough (2003) developed a hierarchical approach to Student questions: How is research from the selection of measures given the many Discussion topic: Utilizing Personality Re- positive psychology on spirituality/religiosity scales and different definitions of spirituality search as a Framework relevant to personality assessment? How might and religion. They support the proposal that personality assessment incorporate human Important areas to review under this section there is an independent personality trait strengths and virtues in helping individuals are the NEO Personality Inventory-Revised (interest in religious pursuits) in addition to improve their functioning? (NEO-PI-R; Costa & McCrae, 1992), The Five the Big Five personality dimensions. They Factor Model (FFM) of personality (Costa Discussion topic: Positive Psychology suggest measures to assess religiousness and & McCrae, 1994; Goldberg, 1993; John & Perspective spirituality at a dispositional level (broad Srivastava, 1999), and the fundamental differences in religious traits) and at an principles for an integrative science of Historically, spiritual and religious topics operational level which measures differences personality (McAdams & Pals, 2006). were viewed as maladaptive and stereotyped in functions or religious experiences (e.g. as negative influences on an individual’s religious orientation, coping, and prayer). This Following a discussion of the NEO, FFM, and functioning (Ellis, 1960; Freud, 1949); however, model, based on personality research, is an the five organizing principles for integrating currently, these areas are being reexamined important contribution to understanding the the FFM into an understanding of the total regarding their positive value as human value of studying spirituality/religiousness person, it may be helpful to explore some strengths (Piedmont, 1999, Lopez, Snyder, & with regard to how individuals cope and of the research related to the assessment Rasmussen, 2003; Seligman, 2002). Likewise, function. of spirituality/religiosity. MacDonald and personality assessment has typically focused colleagues conducted extensive reviews on human weakness and pathology with an Several developments in the field of psychology of measures relevant to transpersonal and imbalance in tools regarding the assessment of highlight the importance of teaching students spiritual assessment research (1995, 1999). He human strengths. From a positive psychology how to begin to think about spiritual/ later concluded, given the variety of assessment perspective, more can be learned and religious concepts as they relate to personality instruments in the areas of spirituality/ integrated as the goal of positive psychology assessment. The areas of diversity, ethics, religion, that the measures exist without is to examine indicators of healthy functioning and agency standards and needs influence an identified theory, represent numerous (Cowen, 1994; Seligman & Csikszentmihalyi, what and how we teach and train students. conceptual ideas from various disciplines, and 2000; Seligman, Steen, Park, & Peterson, Incorporating current research and literature many of the tests independently operationalize 2005). The field of positive psychology in the field of personality and assessment are the constructs studied but the constructs are seeks a balanced view in assessing strengths necessary in preparing students for emergent not relate to published research (MacDonald, and weaknesses of personality (Lopez , views in understanding individual differences 2000). With this in mind, he examined the Synder, & Rasmussen, 2003). This discipline and adaptations. The role and importance association of spirituality with the Five Factor provides opportunities to integrate spiritual of adopting an integrative framework for Model of personality (FFM) and utilized a and religious concepts given their positive understanding personality, utilizing the FFM common factor model to study expressions of influences and association with mental and for conceptualizing personality as well as spirituality. Operationalized factors identified physical health (Tsang & McCullough, 2004). possible personality aspects and dimensions were: Experimental/Phenomenological Seligmen and Csikszentmihalyi (2000) even (spirituality/religiousness) independent of Dimension (EPD), Cognitive-Orientation to describe mental health buffers as: faith, the FFM related to personal strengths into the Spirituality (COS), Paranormal Beliefs (PAR), optimism, and hope. field of assessment, addressing the call for an Religiousness (REL) and Existential Well integrated science of personality (McAdams Being (EWB). Results of his research indicate More recently, the field of positive psychology & Pals, 2006), and utilizing contributions from the presence of five dimensions of spirituality promotes the importance of measuring positive the field of positive psychology contribute to with four of the dimensions being unique (with emotions, and character strengths (Seligman a more integrated understanding of how to the exception of Existential Well-Being) and & Csikszentmihalyi, 2000) and balancing address spirituality /religiosity in personality different from the FFM. His work represents the understanding of human conditions of assessment. an effort to develop a model for understanding suffering and happiness (Seligman et al., spirituality within the personality research 2005). Peterson and Seligman (2004) have framework and providing guidelines for future identified six ubiquitous virtues: wisdom, References research. Others have supported the notion courage, humanity, justice, temperance, and Albright, C. R. (2000). The “God Module” and the com- that spirituality be included in the study of transcendence (which include the concept of plexifying brain. Zygon, 35, 735-744. spirituality). And, in an effort to identify a personality (Cloniger, Svrakic, & Pryzbeck, American Psychological Association (2002). Ethical 1993; Piedmont, 1999; Piedmont, 2004). classification of human strengths, Dahlsgaard, principles of psychologists and code of conduct. American Peterson, and Seligman (2005), found further Psychologist, 57, 1060-1073. In 1998, Piedmont suggested spirituality was support for the six core virtues following Argyle, M. (1999). Causes and correlations of happiness. In an independent dimension of personality or a survey of religious and philosophical D. Kahneman, E. Diener, & N. Schwartz (Eds.), Well-being: a Sixth Factor of Personality (referring to the traditions (e.g. Confucianism, Taoism, The foundation of hedonic psychology. New York: Russell Five Factor Model). Donofrio (2005) also found Buddhism, Hinduism, Athenian, Judaism, Sage Foundation. some aspects of spirituality to be potentially Christianity and Islam) across cultures. independent of the NEO PI-R domains lending support to the important connection Compton (2005) in his recent book on between personality research and spirituality. positive psychology, devotes a chapter to ...continued on page 11 10 spa exchange

Piedmont, R. L. (2004). Spiritual transcendence as a predictor The Teacher’s Block References John, O. P., & Srivastava, S. (1999). The Big Five trait tax- of psychosocial outcome from an outpatient substance abuse ...continued from page 10 onomy: History, measurement, and theoretical perspectives. program. Psychology of Addictive Behaviors, 18, 213-222. In L. Pervin & O. P. John (Eds.), Handbook of personality: Theory and research (2nd ed., pp. 102-138). New York: Richards, P. S., & Bergin, A. E. (1997). A spiritual strategy Guilford Press. for counseling and psychotherapy. Washington, DC: American Psychological Association. Joint Commission on Accreditation for Hospital Organiza- tions (2006). Retrieved April 18, 2006, at www.jcaho.org Richards, P. S., & Bergin, A. E. (Eds.). (2000). Handbook Batson, C. D., Schoenrade, P. A., & Ventis, W. L. (1993). of psychotherapy and religious diversity. Washington, DC: Religion and the individual. New York/Oxford: Oxford Joseph, R. (2001). 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NEO-PI-R pro- Washington, DC: American Psychological Association. 24, 122-129. fessional manual. Odessa, FL: Psychological Assessment Resources. Lovinger, R. J. (1996). Considering the religious dimension Spilka, B. (1986) Spiritual issues: Do they belong in psy- in assessment and treatment. In E. P. Shafranske (Ed.), Re- chological practice? Yes-But! Psychotherapy in Private Costa, P.T., Jr., & McCrae, R. R. (1994). Set like plaster? ligion and the clinical practice of psychology (pp. 327-364). Practice, 4, 93-100. Evidence for the stability of adult personality. In T. F. Heath- Washington, DC: American Psychological Association. erton & J. L. Weinberger (Eds.), Can personality change? Tsang, J., McCullough, M. E. (2003). Measuring religious (pp. 21-40). Washington, DC: American Psychological Lukoff, D., Lu, F. G., & Turner, R. (1995). 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G. of Runaway and Homeless Youth Programs. Washington, DC: (1999). A survey of measures of spiritual and transpersonal Worthington, E. L., Kurusu, T. A., McCullough, M. E., U.S. Department of Health and Human Services (DHHS). constructs: Part one-research update. Journal of Transper- & Sandage, S. J. (1996). Empirical research on religion and Administration for Children and Families. sonal Psychology, 31, 137-154. therapeutic processes and outcomes: A 10-year review and research prospectus. Psychological Bulletin, 119, 448-487. Donahue, M. J., & Benson, P. L. (1995). Religion and MacDonald, D. A., LeClair, L., & Holland, C. J., Alter, A. the well-being of adolescents. Journal of Social Issues, 51, et al. (1995). A survey of measures of transpersonal constructs. 145-160. Journal of Transpersonal Psychology, 27, 171-235.

Donofrio, A. (2005). The relationship between the five fac- McAdams, D. P., & Pals, J. L. (2006). A new big five. tor model of personality and relationally based measures American Psychologist, 61, 204-217. of Judeo-Christian spirituality: A correlational analysis between NEO PI-R facet scores and subscales of the spiritual McNamara, P. (2002). The motivational origins of religious Graduate Students assessment inventory and faith maturity scale. (Doctoral Dis- practices. Zygon, 37, 143-160. sertation, University of Akron, 2005) Dissertation Abstracts ...continued from page 3 International: Section B: The Sciences and Engineering, Miller, G. (1992). Integrating religion and psychology in 65(7-B). therapy: Issues and recommendations. Counseling and Values, 36, 112-122. Ellis, A. (1960). There is no place for the concept of sin in psy- To move SPAGS forward the steering chotherapy. Journal of Counseling Psychology, 7, 188-192. Miller, G. (2003). Incorporating spirituality in counseling and psychotherapy: Theory and practice. Hoboken, NJ: committee has developed an executive Emmons, R. A. (1999). The psychology of ultimate con- John Wiley. structure and will use present students cerns: Motivation and spirituality in personality. New York: for the positions until the opportunity for Guilford Press. Myers, D. G. (2000). The funds, friends, and faith of happy people. American Psychologist, 55, 56-67. all of SPAGS to vote (which is anticipated Freud, S. (1949). The future of an illusion. New York: Liv- to be a few months prior to the next SPA eright Publishing Corporation. Ozaki, M. (2005). Development of an assessment tool on spirituality explained by three domains, will, joy, and sense: conference). At that time all interested George, L. K., Larson, D. B., Koenig, H. G., & Mc- From a holistic educational approach. Journal of International members are encouraged to run for office Cullough, M. E. (2000). Spirituality and health: What we Life Information Science, 23, 364-369. and to nominate others. We sincerely look know, what we need to know. Journal of Social and Clinical Psychology, 19, 102-116. Pargament, K. I., Smith, B. W., Koenig, H. G., & Perez, forward to this new endeavor and anticipate L. (1998). Patterns of positive and negative religious coping great things from the student affiliates of Goldberg, L. R. (1993). The structure of phenotypic personal- with major life stressors. Journal for the Scientific Study of ity traits. American Psychologist, 48, 26-34. Religion, 37, 710-724. the SPA.

Hathaway, W. L., Scott, S. Y., & Garver, S. A. (2004). As- Peacock, J. R., & Poloma, M. M. (1999). Religiosity and Please note that there will be a separate sessing religious/spiritual functioning: A neglected domain life satisfaction across the life course. Social Indicators meeting of SPAGS at the next SPA conference, in clinical practice? Professional Psychology: Research and Research, 48, 321-345. to be held in Arlington, VA in March, 2007. Practice, 35, 97-104. Peterson, C., & Seligman, M. E. P. (2004). Character All SPAGS members are invited to attend Hill, P., & Pargament, K. L. (2003). Advances in the con- strengths and virtues: A Handbook and classification.Wash - and participate. ceptualization and measurement of religion and spirituality: ington, DC: American Psychological Association. Implications for physical and mental health research. Ameri- can Psychologist, 58, 64-74. Piedmont, R. L. (1999). Does spirituality represent the sixth factor of personality? Spiritual transcendence and the five-fac- tor model. Journal of Personality, 67, 985-1013.

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Maintaining the Frame: Essential in Fitness for Duty Assessments David J. York, PhD Independent Practice, Wilmington, Delaware

Similar to the notion of the therapeutic frame new and different skills. While her extensive phone contact, the therapist claimed that the (Gordon, 2000), the concept of the assessment acute personal traumas were acknowledged, employee had worked for the corporation four frame can describe the psychologist’s attempts her negative responses to specific task requests times as long as she actually had, vociferously to maintain a clear and consistent set of goals were emphasized as were the corporation’s outlined his conviction that the employee was in the face of many, sometimes ambiguous needs. The HR director acknowledged that the target of severe, unjust discrimination and or contradictory agendas from the multiple the supervisor had undergone investigation expressed his outrage over the mistreatment parties involved. Even more than clinical for racial discrimination, but stated that of a dedicated long-time employee whom, he assessments, Fitness for Duty evaluations the accusations not supported and no concluded, he would consider a friend. (FFDE), because of their high-stakes nature, disciplinary action was taken. He also require exceptional attention to the assessment denied an association between the employee’s During the second round of test adminis- frame. The following case illustrates multiple participation in the investigation and the tration, the employee’s self-assured challenges to the assessment frame within a supervisor’s complaints. The supervisor demeanor dissipated, and her attempts to FFDE and provides a context within which to and the HR director agreed to provide me elicit indications of my agreement became discuss key principles for sustaining ethical with the employee’s former and current job increasingly overt and solicitous. The integrity when undertaking such work. descriptions, work samples, and copies of combined results of the Rorschach and the written communications. Thus, these collateral MMPI-2 further indicated an absence of I was contacted by an Employee Assistance sources provided an entirely different, equally experienced distress, but revealed the profile Program staff member (EAPS) of a mid- plausible account of her performance than that of an anxious, constantly on-edge individual sized local financial corporation. The EAPS provided by the employee. who is preoccupied with anticipating eventual described the employee to be evaluated as a negative criticism and whom, as a defense middle- aged, Caucasian female high-level Furthermore, the first set of test results did against feelings of inferiority and guilt, executive, who had suffered many acute, not fit the pattern expected if the employee preemptively judges others critically. While no traumatic events that appeared to adversely were merely suffering from post-traumatic gross disturbances in reasoning were evident, affect her job performance. The EAPS viewed stress disorder (PTSD) or a major depressive she demonstrated flight into passive fantasy this as “a very easy case,” and reported the episode. While her responses to the Beck when faced with unpleasant situations, goal as determination of eligibility for total Depression Inventory and the Trauma vulnerability to misperceive events, inability and permanent disability status and long-term Symptom Inventory (TSI) were consistent to perceive events conventionally (even when disability support. with significant depressive and trauma- limits were tested), unexpectedly (given her related symptomatology, her responses to Despite the EAPS’ claims, the case quickly history of professional success) low levels of the Personality Assessment Inventory (PAI) escalated in complexity. Upon interview, adaptive resource, underdeveloped coping showed only mild elevations on scales the employee presented herself as well skills and an experience of herself as besieged assessing anxiety and depression, and also organized, with an engaging demeanor. by routine daily demands. Most strikingly, yielded equally high scores on subscales While she acknowledged having had multiple she demonstrated a tendency to become assessing paranoid trends and disordered traumas for which she had recently engaged preoccupied and to have difficulty shifting thinking. Review of endorsed subscale items in psychotherapy, she bluntly alleged that out of an established mental set. Additionally, revealed a response pattern that, for the most her supervisor had sought the FFDE as after administration was completed, she part, might be expected of an individual a way of forcing her out of her job. She informed me that she’d decided to provide me who was actually undergoing discrimination described her supervisor as a sociopath with a letter she’d written to the CEO, review or mistreatment, with notable exceptions who had started criticizing her after she had of which revealed a poverty of substantive self including endorsement of an item reflecting participated in hearings regarding his alleged advocacy and a preoccupation with feelings thought broadcasting and the presence of racial discrimination in the workplace. She of being punished. features associated with risk for substance volunteered permission to contact her therapist abuse and dependence. Within the context of clear documentation and encouraged me to contact several of her of the employee’s performance problems, a work peers to obtain an “accurate” description Despite repeated pressure from the EAPS, developmental history of overcompensation of her supervisor’s behavior. In light of recent usually couched as reminders of the for enduring interpersonal problems, the high-profile media reports of executive employee’s protracted leave or that all parties employee’s increasingly manifest paranoid sociopathy (e.g. Enron), and the EAPS’ initial sought prompt resolution, I lacked sufficient tendencies across repeated contact, and omission of relevant contextual information, information to clearly conceptualize the case the integrated set of test results, I was able her account did not seem at all far-fetched. and provide useful recommendations. Thus, to conclude with a reasonable degree of Further, the EAPS subsequently described the I found it necessary to re-interview the HR confidence that the employee possessed supervisor as a “very powerful person” and director for further contextual information significant premorbid vulnerabilities and was claimed insufficient knowledge to determine and requested that the employee complete experiencing an acute stress disorder as well as the veracity of the employee’s claims. further psychological testing. Despite her symptoms of depression which likely involved verbal encouragement, I had not initially I was able to arrange a phone conference with circumscribed delusions of persecution. obtained written consent to contact the the supervisor and the director of human However, given the employee’s desire to employee’s psychotherapist. Thus, I was resources (HR). Both senior executives reported work, her sustained and organized attempts to surprised when, before I could contact him, that the employee had excelled in a previous achieve long-term goals throughout the time her psychotherapist left a strident phone position, but had not performed adequately message decrying my request for further after promoted to a new position requiring testing as “excessive” and “harassing.” Upon ...continued on page 13 12 spa exchange

Maintaining the Frame preferable that performance reports come During this evaluation I repeatedly consulted ...continued from page 12 from multiple collateral sources, and are with several colleagues with assessment and clearly documented (e.g. written reports, FFD expertise. formal interviews). Due to possible omission 6) It is vital to protect the interests of the of important contextual factors, failure of the FFDE, and history of exceptional service employee when providing verbal or written to provide such information represents a at her previous position, she did not meet feedback to referring parties. This can be done significant threat to the assessment frame. criteria for full and permanent disability. Thus, by focusing on attaining a clear understanding I recommended that she: 1) not return to work 3) The absence of a specific, appropriate referral of the problem and providing solutions for under her current supervisor, 2) be considered question and/or documentation supporting both the company and the employee being for short-term incapability status (inability to the alleged performance problems may signal evaluated. Optimal use of language reduces perform her current job as it was defined), 3) attempts to misuse the psychologist’s services. the ability of referring parties or other be considered for transfer to another position In such cases examiner has an ethical duty third parties to misinterpret or misuse the since she represented a significant asset to the to state his/her concerns to the company findings. corporation, 4) be provided with a severance and to refuse to proceed with the evaluation 7) Given the significant consequences of package if no other positions appropriate until adequate supporting documentation is the FFDE, the psychologist is often placed to her skill level were available or she were provided, even if doing negatively impacts under heightened expectations regarding unwilling to transfer. I also explicitly declined the prospect of obtaining further work from time and clear resolution. It is important for to answer the question of whether or not the company (Lowman, 1998). employee possessed the ability to perform the evaluations’ validity and the examiner’s her current job (posed at different times by the 4) When multiple, conflicting accounts of integrity not to succumb to such demands EAPS and executives), since it was outside my an employee’s performance exist within a by jumping to conclusions, failing to obtain domain of clinical expertise and more aptly high-stakes adversarial context, the integrity sufficient supporting data or failing to asked of an I/O psychologist. Furthermore, of the FFDE is best served by a conservative provide helpful, appropriate conclusions and I explicitly noted in the report that the inferential strategy that does not stray too recommendations. Informing the referring validity of the findings was bounded by my far from the data and that does not attempt party of this at the outset and reminding them presumption of the veracity of the supervisor to integrate information if/when too many that a rushed examination may render them and the HR director, and if evidence to the gaps exist. This approach differs dramatically vulnerable in the future is an optimal strategy contrary arose, my interpretations would from more collaborative/ integrative forms of for managing this threat. clinical assessment in which hypotheses are require modification. References offered within a framework of developing A week after I submitted my report, the trust and collaboration. Gordon, R. M. (2000, June). Boundary: Protection, EAPS contacted me and, to my considerable limits and safety. The Pennsylvania Psychologist Update, surprise, wondered why I hadn’t integrated 5) Recognize the limits of your professional 60, 4-5. the results of a local psychiatrist’s interview- expertise and redirect efforts by referring Lowman, R. L. (1998). The ethical practice of psychology parties to have you answer questions that in organizations. Washington, D.C.: American Psychologi- based evaluation of the employee into cal Association. my report! When I noted that the EAPS are within your ability or scope of inquiry. Rostow, C.D. & Davis, R.D. (2004). A handbook for the not informed me that he had solicited a First and foremost, this includes obtaining psychological fitness for duty evaluations in law enforcement. psychiatrist’s involvement or expected me consultation or supervision from professionals New York: The Haworth Press. to coordinate my efforts with her, the EAPS who have expertise in arEAPS you do not. repeatedly professed claimed he had had done so. With now-consolidated awareness of the ubiquity of threats to the assessment frame, I summarized the psychiatrists’ findings and New Dues Policy: re-submitted my report. Several months later the EAPS informed me that the employee had At the March 2006 Board of Trustees Meeting, the Board voted to adopt the following negotiated a severance package and had left dues policy for members who do not pay their dues by December 31 of each year for the the corporation. upcoming year. This case to noteworthy because it vividly A dues invoice will be mailed to each member the first week of October each year; a illustrates a variety of threats to the assessment subsequent dues invoice will be sent as a reminder the first week of December to those that frame as well as the integrity- and validity- have not yet paid their dues. A third dues invoice will be sent to the members that failed enhancing value of effective management of to pay their dues by the end of the year the first week of January. If dues are not paid by threats to the assessment frame, such as: January 31 of each year, the member will be made inactive. An inactive member will not 1) The importance of obtaining a clear referral receive the Journals, the Exchange newsletter, or any mailings (Nominations/Elections, question (or set of questions) when the request Call for Workshops, Call for Papers, etc.). If an inactive member wishes to be reinstated to for a FFDE is made. Requiring the referring the active status, a reactivation fee will be charged (amount to be determined). Any issues party to explicitly state the questions in of the Journal missed while inactive will be available online only. If hard copy issues are writing can serve to protect the examiner and needed, there will be a $30 fee per issue. the assessment from subsequent attempts to Should a member be experiencing financial difficulties, the central office will gladly work reframe the focus of the evaluation (Rostow with them to keep their member status “active.” & Davis, 2004). 2) The necessity for obtaining the employee’s present job description, and clear description of current performance problems. It is 13 spa exchange

Who Is The Client? SPA Personals Linda K. Knauss, PhD, ABPP Widener University

Darwin Dorr, PhD, led his doctoral program in individuals seeking fuller self understanding. Clinical Psychology at Wichita State University The book combines the scholarly, practical, and Dr. Turner has a contract through the APA accreditation process. The experiential realms, and can be previewed in with a near-by nuclear program secured full accreditation for an purchased at a www.gordonhandwerk.com. power plant to evaluate initial period of five years. Mark Waugh, PhD, was elected a Fellow potential new employees. Pekka Koistinen, PhD, has started on of SPA. Dr. Waugh writes:“ My interest in He also evaluates any January 1, 2006 as the president of the Finnish personality assessment was originally ignited employees that are having Rorschach Association for a term of two at the University of North Carolina by George serious problems and need years. Dr. Koistinen is the second president S. Welsh, of the MMPI and Welsh Figure an assessment to continue of the association, which was founded in Preference Test renown. In graduate school working at the plant. These 1995. Past president, Dr. C. E. Mattlar, is at the University of Florida, I studied under evaluations can result in people not getting now the honorary president of the Finnish Mary McCaulley, who taught the Rorschach hired or in losing their jobs. Dr. Turner does not association. and popularized the Myers-Briggs Type give feedback to the individuals he evaluates, Indicator nationally, and Roger Blashfield, he sends the report of the test results directly to Wendy Johnson LaBorde, PhD, LLC, recently who taught personality assessment with the Human Resources Director at the nuclear completed licensure requirements as a Clinical rigor from Wiggins’ (1973) Personality power plant. Recently, an applicant who did Psychologist in Louisiana. She has opened her and Prediction. I was truly influenced by not get hired claimed he was not informed of practice and has begun working under her Jane Loevinger’s conception and sentence the purpose of the evaluation and he wanted own contract at Brentwood Hospital. completion test of ego development, around to see a copy of his test report. Dr. Turner told Robert E. McCarthy, PhD, was recently which my graduate school research was him that because the nuclear power plant was appointed chairperson of the Insurance organized. I also received the Molly Harrower his client, the applicant did not have access to Committee for the International Society for Award for Psychodiagnostic Assessment at the this information. Neuronal Regulation. University of Florida. Later, I was privileged to have a post-doctoral fellowship at the Yale This leads to the question of what are the Janet Meiselman, PsyD and Douglas Rau, Psychiatric Institute with Sid Blatt and others, implications of the nuclear power plant being PhD, SPA members who met at a Rorschach where the rich Menninger-Yale traditions of the client? Should Dr. Turner have someone Workshop, were married on May 6, 2006 assessment were provided. Professionally, I at the plant sign the informed consent and and are residing in New Haven, CT. Cory R. have practiced psychotherapy, psychological HIPAA forms? Do the people being evaluated Bridwell, PsyD, shared this information. assessment, supervision, and consultation automatically lose their rights to feedback in east Tennessee within and to eight mental and access to their records? In most situations, John Poricelli, PhD, ABPP, was elected to health centers, academia, hospitals, schools, even when people are being evaluated at the fellow status by SPA. He’s been a member of office settings, and industry since 1984. request of a third party, it is the person being SPA and a contributor to JPA since his post- Licensed in Tennessee and Nevada, I have evaluated that signs the informed consent and doctoral fellowship at Detroit Psychiatric evolved a specialty practice of providing HIPAA forms. However, they may not be given Institute under Dr. Martin Mayman. He is a assessment consultation in national security feedback or have access to their records. diplomate in clinical psychology, a graduate applications. This includes assessment in of the Michigan Psychoanalytic Institute, The relevant APA ethical standard is 3.07, security clearance evaluation and adjudication, an associate professor and director of the Third Party Requests for Services (APA, 2002). in specialized federal personnel reliability Division of Behavioral Science, Department This standard states: programs, and to the federal protective force of Family Medicine, Wayne State University personnel. I also perform law enforcement When psychologists agree to provide services to School of Medicine, and an adjunct professor selection assessment locally and more a person or entity at the request of a third party, of psychology at University of Detroit Mercy. traditional psychological assessment for psychologists attempt to clarify at the outset of He maintains a private practice in assessment community professionals. A Local Chapter the service the nature of the relationship with and psychotherapy of adolescents, and of the SPA in our area, entitled the Southern all individuals or organizations involved. This adults in Birmingham, Michigan. His areas Appalachian Personality Assessment Society, clarification includes the role of the psychologist of research include personality and intimate was recently formed, and we are very excited (e.g., therapist, consultant, diagnostician, or partner violence (IPT), psychological and to bring SPA into our community in this way. expert witness), an identification of who is the physical health effects of IPT, assessment I am honored to be recognized as a Fellow client, the probably uses of the services provided of psychotherapy process/outcome, and of SPA.” We were informed recently that the or the information obtained and the fact that health outcomes of the physician/patient SPA Chapter (SAPAS) held it’s first meeting there may be limits to confidentiality (p. 1065). relationship. His research has been funded on April 29, 2006. Dr. Waugh gave a 1.5 by the Michigan Department of Community The key element in this standard is hour CEU presentation on “New Directions Health, American Psychoanalytic Association, clarifying the relationship with all of the in personality Assessment.” Plans for a fall US Department of Health and Human Services, parties involved. Psychologists are often meeting include a graduate student reception and the National Institutes of Health. asked by third parties to do evaluations. and a two-day workshop with nationally This is common in organizational, forensic Herbert Potash, PhD (F), has written known assessment presenters. Local interest “Becoming Plumb Healthy,” a book which in the chapter has been high. offers a model of positive psychology for

14 ...continued on page 15 spa exchange

Who Is the Client? If he is expected to report any infractions consent to the person receiving the services. of the rules, he would need to inform the It would be a mistake to assume that people ...continued from page 14 inmates with whom he works of the limits receiving services automatically give up of confidentiality at the beginning of their their rights when services are requested by relationship (Koocher & Keith-Spiegel, 1998). a third party. It is up to the client to accept and neuropsychological contexts. In these the conditions of the third party, unless the Although there appears to be a question of situations, it is crucial for psychologists services are court ordered. whether the prison or the inmate is the client, to clarify their roles before beginning the the fact that the individual receiving services References evaluation, including the probable use of the is entitled to know the limitations of the information from the evaluation (Knapp & American Psychological Association. (2002). Ethical professional relationship before consenting standards and code of conduct. American Psychologist, 57, VandeCreek, 2003). to the relationship gives greater weight to 1060-1073. It is important for Dr. Turner to consider the individual receiving services being the Doverspike, W. F. (1999). Ethical risk management: the needs of the individuals he evaluates as client. However, the person providing the Guidelines for practice. Sarasota, Florida: Professional Resource Press. well as the needs of the nuclear power plant. services may also have certain obligations to Organizations have the right to have applicants a third party. Knapp, S., & VandeCreek, L. (2003). A guide to the 2002 revision of the American Psychological Association’s ethics screened using reliable and valid assessment A similar example involves psychologists code. Sarasota, Florida: Professional Resource Press. measures (Koocher & Keith-Spiegel, 1998). who evaluate or provide treatment to people Koocher, G. P., & Keith-Spiegel, P. (1998). Ethics in Individuals also have the right to refuse to in high stress positions, such as medical psychology: Professional standards and cases. New York: participate, although the consequence of this personnel, police, or the military. Again the Oxford University Press. decision is likely to be that the company will person providing the service needs to respect not hire or promote the person. Psychologists the confidentiality of the person receiving must be willing to discuss the nature of the the services, unless the person receiving the assessment, type of report to be written, service has agreed to some other arrangement and destination of the report as well as the or the services are court ordered. New Student Grant Policy: implications for the evaluee of agreeing or not agreeing to be evaluated. Thus, the question of who is the client may In an effort to encourage training of students not be the most useful way to conceptualize Evaluees may worry that a personality this dilemma. It may be more helpful to and promote student participation in weakness may be discovered through the begin with the premise that the person research and scholarly presentation in the evaluation and shared with supervisors receiving the services is always the client. area of personality assessment, the Society when no personality assessment tools are to This is because nothing other than a court for Personality Assessment gives travel be used. The person being evaluated also has order takes away a persons right to informed grants to students presenting a paper or a right to know in advance whether he or she consent, confidentiality, and access to records. poster at the SPA Annual Meeting. Travel will have access to the report, test data, or The fact that informed consent is a process grants are available for amounts up to $200 feedback. Individuals who are assessed have that takes place with the person receiving to help defray the costs of travel to and the right to full informed consent regarding the services, not with a third party implies from the Annual Meeting. the planned evaluation before deciding that the receiver of services is always a client. whether to participate, and psychologists Students applying for travel grants must However, the service provider may have need to provide enough information for this be the first author on a paper or poster additional obligations to a third party such decision making process. already accepted for presentation at the as prison authorities, the Human Relations Annual Meeting, and must be a Student manager in an organization, and so on. It is Although the example given takes place in an Affiliate member of SPA, or apply for through the informed consent process that organizational setting, the principles and process membership along with the Student Travel are the same with regard to any evaluation done the client who is to receive the assessment or Grant Application. Students must also for a third party such as disability evaluations, therapeutic services learns of the obligations report any other travel funding they will custody evaluations, child protective services to the third party and agrees to whatever be receiving. For the complete Student evaluations, and so on. arrangements are necessary such as sending a test report directly to an organizational Travel Grant Guidelines and a Student Another situation that raises the question of representative, or giving up access to test data Travel Grant Application, please see our who is the client occurs when a psychologist or records. It is best to have this agreement in web site at www.personality.org. has two roles in an organization, or in a writing either as part of the informed consent setting such as a prison. Sometimes a course document or a separate release of information of action that is in the best interest of an form. William Doverspike, in his book Ethical individual receiving services (i.e., assessment Risk Management: Guidelines for Practice New SPA Fellow or therapy) is not in the best interest of the (1999) provides sample forms for documenting organization. An example is the case of a prison informed consent for third-party evaluations. psychologist who learns during an individual John Poricelli & Mark Waugh therapy session of an escape plan that includes It is also important that clients understand the harming a guard. This is clearly a very difficult implications of not agreeing to arrangements situation. Although more information is requested by a third party. It may mean needed to decide on a course of action, what an inmate is not considered for parole, an is most important are the issues the prison employee is not eligible for promotion, or a psychologist needed to consider in defining physician can not return to work. his role and responsibilities (Koocher & Keith- In conclusion, when psychologists provide Spiegel, 1998). This psychologist should have services at the request of a third party, it is clarified with prison authorities what their important to provide thorough informed expectations were regarding confidentiality. 15 spa exchange

From the Editor... Jed A. Yalof, PsyD, ABPP, ABSNP

This issue of the Exchange includes Irv all, and we will miss them and the life they SPA Exchange Weiner’s Presidential Address, Pam Abraham’s brought to SPA. Their presence, however, article on the interface between spirituality carries on within the pages of personality Editorial Board and personality assessment, articles by Alan assessment scholarship, among the people Schwartz, Mark Waugh and David York on who benefited from their influence and Editor fitness for duty evaluations, John Kurtz’s mentorship, and through the atmosphere Jed A. Yalof, PsyD, ABPP, ABSNP article on how to get students motivated for of collegiality that they created by sharing personality assessment, Bruce Smith’s update their gifts. Immaculata University on the Utility for Assessment Project and Box 682 Foundation, and Linda Knauss’s article on Immaculata, PA 19345 the importance of clarifying who the client is when conducting evaluations at the request of a third party. Joyce Williams has provided Associate Editors an article on the SPA graduate student group Pamela Abraham, PsyD (SPAGS) to inform the membership about what’s going on with student interests. On a Linda Knauss, PhD more somber note, the recent passing of Dr. John Kurtz, PhD John Exner and Dr. Paul Lerner saddened us Alan Schwartz, PsyD Permissions If you would like to make copies of an article for classroom use, please obtain the permission of both the author of the article and the editor of the Exchange, and please include a notice of copyright by the Society for Personality Assessment.

Society for Personality Assessment Presorted 6109 H Arlington Road First Class Mail Falls Church, VA 22044 US Postage Paid Clifton, N.J. Permit No. 1104

Volume 18, Number 2 Summer 2006 16