1154339 - Pearson Education Limited ©Chapter 11 Ethical an

1154339 - Pearson Education Limited ©
Chapter 11 Ethical and Legal
Foundations for Supervision
Practice
In a perfect world, supervisors would have only positive effects
on others.
Their actions always would be wise, virtuous, and just (see,
e.g., Sen,
2009); but, of course, supervisors are only human, and so this is
not the
case. Ethical codes increase the extent to which professionals
exhibit best
behavior from the perspective of their profession; laws exist to
help ensure
minimally acceptable behavior toward the society they serve.
The focus of
this chapter is on supervisors’ dual responsibilities of
comporting
themselves legally and ethically while also preparing
supervisees to do the
same.
On the face of it, the very low incidence of ethical infractions
by mental
health professionals in both the United States (Van Horne,
2004) and

Britain (Symons, Khele, Rogers, Turner, & Wheeler, 2011)
seems
reassuring. When the focus is specifically on supervisory
behavior, the rates
are even lower (Pope & Vetter, 1992), although Robiner (2008)
did report
that improper or inadequate supervision was the seventh most
frequent
reason for disciplinary action by psychology boards. However,
these data
concern ethical complaints and their adjudication. When
supervisees
describe supervisor behavior, the picture changes substantially.
Ladany,
Lehrman-Waterman, Molinaro, and Wolgast (1999), for
example, found that
a remarkable 51 percent of the supervisees they surveyed
perceived their
supervisors to have engaged in at least one ethical violation.
Because
supervisees reported that they then had discussed the perceived
violation
with their supervisors only 35 percent of the time, supervisors
are not
routinely getting this important feedback. An important
qualifier of the
Ladany et al. (1999) results is that not all unprofessional
behavior is
unethical, and supervisees are not necessarily prepared to make
that
discrimination (Gottlieb, Robinson, & Younggren, 2007); also,
a seemingly
contradictory finding by Bucky, Marques, Daly, Alley, and Karp
(2010) is
that 85 percent of supervisees surveyed rated their supervisors
as “above

average” in ethical integrity. Yet none of this diminishes the
essential
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message from the Ladany et al. (1999) data: Supervisory ethical
misbehavior is unacceptably extensive.
The manner in which supervisors exercise their ethical
responsibilities can
have multiple effects, including those on (a) the supervisory
relationship,
(b) the supervisee, (c) the clients being served by the

supervisees, and (d)
even the general public (see Goodyear & Rodolfa, 2012).
Moreover, the
effects of any given supervisor behavior typically will be on
more than one
of these four domains.
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The Close But Imperfect
Relationship Between Ethics
Codes and the Law
At times, ethical codes and the law can be at odds with one
another (see
Knapp, Gottlieb, Berman, & Handelsman, 2007; Pope & Bajt,
1988; Pope &
Vasquez, 2011). But in general, they overlap, however
imperfectly. In fact,
the law often qualifies how an ethical principle is implemented.
For
example, the ethical principle that client–therapist
confidentiality should be
sacrosanct is qualified by the law so that some mental health
professionals, but not others, have the added legal protection of
privileged
communication; many jurisdictions require therapists to break
confidentiality when there is suspected child or elder abuse; and
case law

from the Tarasoff lawsuit (discussed later) requires the therapist
to breach
confidentiality in specific ways when a client threatens to harm
others.
Another example of the interplay between ethics and the law is
in the ways
in which sanctions for ethical misconduct can support or even
trigger legal
sanctions, and the reverse is also true. In fact, ethical standards
can
become legally binding (see Meyer, Landis, & Hays, 1988),
particularly in
civil cases, because they may be used by the courts to determine
professional duty, and they are indirectly influential because
they guide the
thinking of others in the field who may be asked to testify. For
a
professional to be considered liable for civil damages, it is
generally
accepted that she or he must have acted outside the bounds of
accepted
professional practice (Guest & Dooley, 1999; Ogloff & Olley,
1998; Remley
& Herlihy, 2001).
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Yet another distinction is that whereas ethics codes are
grounded on
relatively universal and enduring principles (see, e.g.,
Beauchamp &
Childress, 2001), laws vary across time and jurisdiction.
Weinstein (2007)
illustrates this point by noting that in the United States, both
slavery and the
use of children for labor in mines and factories once were legal,
but now
are not; whereas the laws changed, the ethical issues relevant to
slavery
and child labor are the same now as they ever have been.
In short, ethical and legal issues related to clinical supervision
are closely
related, but can be sufficiently differentiated to warrant
separate coverage.
Therefore, we organize this chapter in three sections: the first
addresses
ethical issues; the second addresses legal issues; and the third

addresses
the teaching of ethical decision making. We conclude the
chapter with a
discussion of the supervisor’s role in preparing ethical
practitioners.
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Ethical Issues In Clinical
Supervision
Ethics is a branch of philosophy concerned with what is moral
or good
(see, e.g., MacIntyre, 1998). One of its practical expressions is
in the
ethical codes the professions adopt that serve as guidelines for
member
decision making and, when necessary, provide a basis for
regulating
member behavior—the contract with society we discuss in
Chapter 1 .
Each mental health profession (e.g., counseling, psychology,
social work)
has its own ethics code; most professions then have separate
ethical
codes by country, as ethics codes typically are developed by
national
associations of the particular profession. In spite of this

proliferation of
ethical codes, a number of studies have demonstrated that
mental health
professionals encounter similar ethical dilemmas, regardless of
profession
and country (see, e.g., Pettifor & Sawchuk, 2006).
Common moral principles also undergird most ethics codes. In
his now-
classic work, Ross (1930) suggests that some moral principles
are what
he terms prima facie obligations—those that must be fulfilled
unless they
compete in a particular circumstance with an equal or stronger
obligation.
Ross’s work was foundational for that of Beauchamp and
Childress (2001;
see also Bersoff & Koeppl, 1993; Kitchener, 1984), who
describe the first
four of the following moral principles; the fifth is from the
ethical
guidelines at the outset of American Psychological
Association’s (APA’s)
ethical code (APA, 2002).
1. Respect for Autonomy: concerning respect for a person’s
right to
make his or her own choices; manifest, for example, in the
ethical
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demand to provide informed consent.
2. Beneficence: concerns contributing to the well-being of
others and
optimizing benefits over risks; manifest, for example, in the
ethical
demand for competence.
3. Nonmaleficence: captured in the Hippocratic oath and stated
as
“Above all, do no harm” (in Latin, Primum no nocere); as with
beneficence, this is manifest in the ethical demand for
competence.

4. Justice: concerning fairness in distributing risks, benefits,
and costs;
manifest, for example, in adhering to due process.
5. Fidelity: concerning keeping promises; manifest in, for
example,
adhering to agreed-on processes and not abandoning the
supervisee.
In summary, clinical supervisors in all countries and across
professions
address substantively similar ethical issues. In determining what
those
issues might be for supervisors, Ladany et al. (1999) suggests a
taxonomy
with 15 of those issues specific to supervision and shown in
Figure
11.1 , along with the proportion of supervisees in their study
who
reported having experienced each issue with their supervisors
(more on this
later).
FIGURE 11.1 Percentage of Supervisees Who Described One or
More
Perceived Ethical Breaches in Each of 15 Categories (from
Ladany et al.,
1999)
In what follows, we address a smaller set of issues than Ladany
et al.
suggest, although their issues certainly are embedded in those

we cover.
We cover, in turn, due process, informed consent, multiple
relationships,
supervisor and supervisee competence, confidentiality, and
business-
related supervisory issues.
Due Process
Whereas due process is an ethical issue for supervisors, it
typically is
exercised in an organizational context—that is, an academic
training
program or an internship. Due process concerns ensuring that
(a) notice
and hearing is given before an important right can be removed
from a
person, and that (b) the criteria being used are fair (Disney &
Stephens,
1994). We address it here as an ethical matter, although it is a
legal one as
well. For example, the U.S. Constitution’s 14th Amendment
asserts that “nor
shall any State deprive any person of life, liberty, or property,
without due
process of law; nor deny to any person within its jurisdiction
the equal
protection of the laws.”
Due process has two components (see Forrest, Elman, Gizara, &
Vacha-
Haase, 1999; Gilfoyle, 2008):

Substantive due process concerns the “substance of a decision,
rather
than the process by which it was made, in general using the
standard of
whether a decision was ‘arbitrary or capricious’” (Gilfolyle,
2008, p.
203).
Procedural due process has to do with the individual’s right to
be
notified; to be apprised of the academic and performance
requirements
and program regulations, receive notice of any deficiencies, be
evaluated regularly, and have an opportunity to be heard if their
deficiencies have led to a change in status (e.g., put on
probation).
Ethical guidelines developed specifically for supervisors
(Center for
Credentialing and Education, 2001; Supervision Interest
Network, 1993)
address the issue of due process concerning supervisees most
directly
(see the Supervisor’s Toolbox). For example, Section 2.14 of
the Ethical
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Guidelines for Counseling Supervisors (Supervision Interest
Network,
1993) states:
Supervisors should incorporate the principles of informed
consent and
participation; clarity of requirements, expectations, roles and
rules; and due
process and appeal into the establishment of policies and
procedures of their
institution, program, courses, and individual supervisory
relationships.
The most blatant violation of this guideline occurs when a
supervisee is
given a negative final evaluation or dismissed from a training
program or
job without having had either prior warning that his or her
performance was
inadequate or a reasonable amount of time to improve (a
procedural due
process issue).
A full due process procedure should ensure that the supervisee
in question
is guaranteed an objective and respectful review of the
situation, as well as

the expert opinions of both professionals and the person who
initiated the
concern. Although most supervisees do not challenge violations
of due
process rights, some have litigated (cf. Disney & Stephens,
1994; Forrest
et al., 1999; Gilfoyle, 2008; Jaschik, 2012; Knoff & Prout,
1985; Meyer,
1980). However, when due process procedures have been
followed, the
courts have shown great deference to faculty evaluations
(Forrest et al.,
1999; Gilfoyle, 2008; McAdams, Foster, & Ward, 2007).
Supervisors and
training programs can find a number of effective examples of
due process
procedures on the Association of Psychology Postdoctoral and
Internship
Centers’ (APPIC’s) website: www.APPIC.org.
Forrest et al. (1999), Frame and Stevens-Smith (1995), and
McAdams et
al. (2007) propose the programs develop policy statements to
guide
evaluation processes (i.e., procedural due process) and that they
establish
descriptive criteria about personal characteristics that are
determined to be
essential for success as a mental health practitioner (i.e.,
substantive due
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process). These criteria must then be used for ongoing
evaluation of
students during their training program. In short, students’ due
process
rights are protected both by published policy statements and
criteria, and
by the availability of the regular evaluations. When students are
found to be
in jeopardy, Frame and Stevens-Smith (1995) use a procedure
very similar
to that described by Lamb, Cochran, and Jackson (1991).
Example :
“Hannah” is in a master’s program in mental health counseling.
She has
completed 10 courses in the program and is currently in
practicum.
Hannah has received a great deal of formative feedback
throughout the
practicum indicating that she has many areas that need

improvement.
At the conclusion of the practicum, Hannah’s instructor assigns
Hannah
a grade of F for the course. At this time, Hannah is informed
that a
failing grade in the practicum is grounds for dismissal from the
program. Hannah is told that she may retake the practicum one
time,
but that the faculty are not optimistic that she will improve
enough to
receive a B or better, a condition for her continuing in the
program.
Although Hannah knew that she was not doing as well in the
practicum
as some others, she had no awareness that she was in danger of
being
terminated from the program until the final evaluation.
It is likely that Hannah will take the advice of the faculty and
discontinue
the training program. However, have her due process rights
been protected?
How vulnerable is her practicum instructor and the program if
she should
decide to challenge their decision? Even if Hannah does not
appeal, what
are the potential systemic implications of such a process?
Whereas there
is no ill will evident in the action of the faculty and no
indication that their
decision was capricious or arbitrary, did the process they
followed protect
the student adequately, and was it legally defensible?
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Informed Consent
Research participants, therapy clients, and supervisees all have
the right
both (a) to the best available information about what they are
involving
themselves in, including its risks and benefits; and (b) to choose
whether to
participate based on that information. In short, they have the
right to
informed consent to their participation. It is fair to assert that
there is no
ethical standard as far-reaching as informed consent for the
practice of
psychotherapy. This is true as well for supervision. Ellis (2010),
for
example, observes that the legal standard of care in supervision
is to
provide informed consent or a supervision contract. Yet Ellis
found that
“less than 19% of supervisors provided informed consent and
only 41%
used a supervision contract” (Ellis, 2010, p. 111).
In fact, the supervisor has three levels of responsibility with
respect to
informed consent, and must do the following:
1. Provide the supervisee with the opportunity for informed
consent
2. Determine that the supervisee informs clients about the

parameters
of therapy
3. Determine that the supervisee informs clients about
parameters of
supervision that will affect them.
We discuss each of these in turn.
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Informed Consent with Supervisees Regarding
their Supervision.
It is best practice that supervisees be well informed about the
processes
and expectations of supervision (Knapp & VandeCreek, 2006).
One
mechanism to accomplish this is the use of a supervision
contract (e.g.,
Sutter, McPherson, & Geeseman, 2002; see also the Supervision
Toolbox).
Supervisors should clarify their gatekeeping responsibilities
with
supervisees at the outset of supervision (Russell et al., 2007), so
that
supervisees enter the supervisory experience knowing the
conditions
necessary for their success or advancement, including the
personal and

interpersonal competencies they will be required to demonstrate
(Forrest et
al., 1999). It also should be clear to each member of the team
what their
respective responsibilities are.
Supervisees also should be apprised of the supervision methods
that will
be used, the time that will be allotted for supervision, the
expectations of
the supervisor, the theoretical orientation of the supervisor, and
the type of
documentation required for supervision (Cohen, 1987;
McCarthy, Sugden,
Koker, Lamendola, Maurer, & Renninger, 1995; Pope &
Vasquez, 2011).
Simply put, any surprises the supervisee encounters should be
due to the
learning process itself and the complexity of human problems;
and not to
oversights on the part of the supervisor.
Thomas (2007) notes that informed consent is only partially
applicable to
supervision, because once a person enters a training program
(thus
entering a profession), that person’s options become limited.
Requirements
for success (e.g., program completion, licensure) are largely
predetermined, although information should have been available
to that
student prior to entering the training program. The supervisor’s
role from
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this angle stresses the function of the gatekeeper. Barnett
(2007), however,
emphasizes the importance of a productive relationship to
effective
supervision: Although measuring the supervisee’s performance
against
standards is not necessarily in any opposition to forming a
supportive
relationship with a supervisee, these dual tasks require skill and
open
communication. They also may require ongoing supervision of
supervision.
If there is a possibility that personal counseling will be
mandated or even
recommended for any trainees in a given program, all trainees
should be
cognizant of this practice on entering the program (Whiston &
Emerson,

1989). Standard 7.02 in the APA’s Ethical Principles of
Psychologists and
Code of Conduct (APA, 2002) is very explicit about this. As
well, Standard
7.04 states that prospective students must understand before
entering a
program if they will be required to participate in situations
(e.g.,
experiential groups) that require them to self-disclose personal
information
(Illfelder-Kaye, 2002).
Independent of the issue of informed consent, referring trainees
to therapy
is problematic, given the absence of evidence of therapy’s
efficacy to
remediate supervisee functioning (Russell, DuPree, Beggs,
Peterson, &
Anderson, 2007). Also, Russell et al. note that to refer students
to therapy
implies a diagnosis, which then blends the educational
relationship
between supervisor and trainee with one that is more clinical.
They also
stress, as do others, that a referral to therapy opens the door for
the
supervisee to claim discrimination based on a disability by
virtue of the
Americans with Disabilities Act. Their conclusion, therefore, is
that
“Psychotherapy as an integral part of training for supportive and
preventive
purposes is different from selecting out students for therapy as a
part of
remediation” (Russell et al., 2007, p. 238).

Consider the following examples:
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1. Latoya is in her predoctoral psychology internship, working
with very
difficult clients. In supervision, she shares that one client in
particular has
been “getting to her,” most likely because some of the client’s
situation is so
similar to Latoya’s past. Latoya’s supervisor immediately
suggests that
Latoya receive counseling regarding this issue. When Latoya

says that she
believes her past therapy was sufficient and that she would
prefer to view
the situation as a supervision one, her supervisor states that she
will only
continue to work with Latoya if she commits to counseling.
2. Ronald, a student in a professional counseling master’s
program, makes an
appointment to see his academic advisor to discuss his
internship now that
he is near the end of his training program. He plans to do his
internship in a
local mental health agency. His advisor tells Ronald that the
faculty recently
evaluated students and that he was viewed as not having the
capacity to be
successful in clinical work. It was suggested that he pursue an
internship in
a “softer” area, such as career counseling. Ronald states that he
has no
interest in career counseling. Ronald’s advisor states that such
an
internship site is the only type that will be approved for him.
3. Ruth has been assigned to a local mental health hospital for
her field
placement to work with patients who are preparing to be
discharged. It is
her first day at the site, and she is meeting with her site
supervisor. He gives
her a form to fill out that asks for information regarding her
student
malpractice insurance. When Ruth tells her supervisor that she
does not
carry such insurance, he advises her that it is their policy not to

accept any
student who does not have insurance. The supervisor also
expresses
some surprise, because this has always been the hospital’s
policy, and Ruth
is not the first student to be assigned to them from her training
program.
In each situation, how egregious do you find the violation of the
supervisee’s right to informed consent? To what extent can
institutional
materials cover issues of consent? How might each situation
have been
handled to better address the rights of the supervisee?
Informed Consent with Clients Regarding
Treatment.
Most who are reading this text already understand how essential
it is that
clients have the opportunity for informed consent to treatment.
As
supervisors, they are responsible for ensuring that their
supervisees provide
this to the clients they are serving.
Haas (1991) suggests seven categories of information that, if
provided,
constitute necessary and sufficient informed consent. The first
of these
concerns risks of treatment, which may range from mild (e.g.,
embarrassment if others knew) to serious (e.g., the risk of
terminating a

marriage if one begins to address chronic relationship issues).
Haas’s
second category is the benefits of treatment.
Haas’s (1991) third category encompasses the logistics of
treatment,
including the length of sessions, cost, opportunity for telephone
consultations, and so on. It also discusses any limits with
respect to
numbers of sessions, such as those that may be imposed by
agency policy
or insurance parameters (Acuff et al., 1999; Haas & Cummings,
1991) or
supervisee availability (e.g., being assigned to a site for only a
limited
training period).
Haas’ fourth category includes information about the type of
counseling or
therapy that clients will be offered. If one is behaviorally
oriented and
requires homework, if the supervisee is in training as a marriage
and family
therapist and requires additional family members to be present,
or if one’s
approach to working with particular issues includes the use of
group work,
such stipulations should be explained at the outset of therapy.
Disney and
Stephens (1994) suggest that preferred alternatives to the type
of
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treatment being suggested, as well as the risks of receiving no
treatment at
all, should be explained at this time as well.
Example :
Julian, a supervisee in a mental health agency, has been
providing
individual therapy to Ellen for four months. It has become
apparent to
him that Ellen and her husband need marriage counseling, an
intervention in which he has been trained. He very much wants
to follow
this case to its conclusion, and without discussing alternatives,
Julian
suggests that Ellen bring her husband to the next session. Ellen
says
that she is relieved that he is willing to work with them. She
was afraid
that Julian would refer them to another therapist. Having Julian
work
with both her and her husband is exactly what she was hoping
for.
In this example, we must consider whether Ellen or her husband
has been
given the opportunity to provide appropriate informed consent.

Is there
information about the therapy process that Julian should have
offered to
help them make the best decision for their present situation? At
the very
least, Julian has erred in not discussing alternatives, and his
supervisor
must now help Julian backtrack. If the supervisor had any
inkling that
marital therapy might be indicated, the supervisor was negligent
for not
coaching Julian regarding the client’s informed consent rights,
as well as
her husband’s.
Informed Consent with Clients Regarding
Supervision of Their Treatment.
The client must be aware not only of therapeutic procedures, but
also of
supervision procedures. The client needs to know, for example,
whether
sessions will be taped or observed, who will be involved in
supervision
(e.g., one person, a team, members of a supervision group), and
how
intrusive the supervision will be.
The final three of Haas’s (1991) informed consent categories
are all
supervision related, and one of these is information to the client
about
emergency procedures. The supervisor always should be

involved in an
emergency situation. Clients should know if direct access to the
therapist
is available in case of emergency. Will the supervisor be
available to the
client?
Next is confidentiality. “Supervisees place themselves in a
position to be
sued for invasion of privacy and breach of confidentiality if
they do not
inform their clients that they will be discussing sessions with
their
supervisor” (Disney & Stephens, 1994, p. 50). Most training
programs use
written forms to alert clients of the conditions of supervision. It
may be
wise for the supervisor to meet with clients personally before
the outset of
therapy for a number of reasons: (a) By meeting the supervisor
directly, the
client usually is more comfortable with the prospect of
supervision; (b) it
gives the supervisor an opportunity to model for trainees the
kind of direct
and open communication necessary to ensure informed consent;
and (c) by
not going through the trainee to communicate with clients, it is
one less
way that the supervisor could be vicariously responsible should
the trainee
not be clear or thorough.
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Finally, Haas (1991) suggests that clients understand the
provider’s
qualifications. Several authors (e.g., Disney & Stephens, 1994;
Harrar,
VandeCreek, & Knapp, 1990; Knapp & VandeCreek, 1997; Pope
& Vasquez,
2011; Worthington, Tan, & Poulin, 2002) note that it is vitally
important for
ethical and legal reasons that clients understand when they are
in therapy
with a supervisee who is in training. Any attempt to obscure the
status of a
supervisee may expose both supervisee and supervisor to civil
suits
alleging fraud, misrepresentation, deceit, and lack of informed
consent.
Even when clients are aware that their therapist is under
supervision,
informed consent can be compromised when trainees downplay
the
parameters of supervision. Situations occur when supervisees
use
ambiguous language, such as, “If it’s all right with you, I’ll be
audiotaping
our session,” when what they mean is, “I am required to
audiotape our
sessions if I am to work with you.” This leaves the trainee in
the awkward

position of setting an unwise precedent, or of having to
backpedal to
explain the true conditions of therapy and supervision, and our
experience
is that clients sense the ambivalence and can become less
inclined to give
permission to record.
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Example :
Beth is a social worker who counsels women who have
experienced
domestic violence. She is well trained to do initial interviews
with
women in crisis, and her supervisor is confident in Beth’s
abilities to
carry out these interviews without taping them. In addition,

there is the
obvious concern that the use of audiotape would be insensitive
to
women who are frightened and vulnerable during the interview.
The
conditions of supervision, however, require Beth to audiotape
all
subsequent sessions.
Janell was one of Beth’s interviewees. After the initial session,
Janell
decided that she was ready to receive counseling regarding her
abusive
marriage. She explained to Beth that she was afraid of her
husband’s
reaction to counseling, so she made her first appointment for a
day
when she knew he would be out of town. When Janell arrived
for
counseling, Beth discussed the conditions of counseling,
including the
requirement that she audiotape sessions for supervision. Janell
became
quite upset and told Beth that she never would have agreed to
counseling if she had known that the sessions would not be held
in
strictest confidence. Beth attempted to explain that would still
be the
case, but Janell left and did not return.
How do you react to Beth’s method of handling this situation?
Were Janell’s
informed consent rights violated? What alternatives did Beth
have that
would protect both her and her client?

Multiple Relationships
Multiple relationships (dual relationships in earlier literature)
occur when
people have more than one social role in relationship toward
each other.
For example, a person may be a student in a professor’s class
and also
work as that professor’s research assistant. Such situations are
common
and not necessarily unethical. They become problemmatic when
(a) there
is a power differential between the two parties and (b) the
multiple roles
they have in relationship to each other puts the person with less
power is
put at risk for exploitation or harm.
The metaphor often invoked in discussions of multiple
relationships is that
of a boundary that encloses expected professional roles. Those
boundaries
need not, however, be completely rigid. In fact, Vasquez
(2007), alludes to
the usefulness of maintaining “permeable” (p. 407) boundaries,
particularly
when working with clients or supervisees whose cultural
expectations for
these roles may differ from that of the dominant culture. Barnett
(2007)
similarly pointed out the usefulness of relaxing boundaries
when a client

offers a small gift or might profit from having the session
extended
because she or he is experiencing a crisis. As Gabbard and
Crisp-Han
(2010) put it so well, “One must not construe boundaries as an
admonition
against being human” (p. 371).
It is important, then, to consider the distinction Gutheil and
Gabbard (1993)
make between boundary crossing and boundary violations:
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we should adopt the convention that “boundary crossing”. . . is
a descriptive term
neither laudatory nor pejorative. An assessor could then
determine the impact of a
boundary crossing on a case-by-case basis that takes into
account the context
and situation-specific facts, such as the possible harmfulness of
this crossing to

this patient. A violation, then, represents a harmful crossing, a
transgression, of a
boundary. (p. 190)
Fly, van Bark, Weinman, Kitchener, and Lang (1997) confirm in
their work
that boundary transgressions (sexual and nonsexual) were
among the most
common ethical transgressions among psychology supervisees,
second
only to violations of confidentiality. These two categories of
ethical
transgressions combined accounted for 45 percent of the total
reported by
training directors.
As is true of many of the ethical issues we address here,
supervisors must
address multiple relationships on two fronts: Educating
supervisees and
ensuring that they are not engaging in inappropriate multiple
relationships
with clients, and ensuring that they are not themselves engaging
in
inappropriate multiple relationships with their supervisees. We
address
each in turn.
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Multiple Relationships between Supervisees and

Clients.
There are various types of problematic multiple relationships in
which
therapists might engage with their clients, including, for
example, providing
therapy to a family member or borrowing money from a client.
However,
probably the most flagrant is a sexual relationship with the
client. The
power differential between therapist and client creates a
substantial risk of
exploitation, even should the client express the belief that she
or he is
voluntarily entering the sexual relationship. Ethics codes,
therefore, prohibit
these relationships (e.g., ACA, 2005; APA, 2002), and in most
jurisdictions,
they are grounds for revocation of licensure or certification.
Supervisors are
responsible for ensuring that supervisees understand the
definition of a
multiple relationship and avoid all such relationships with
clients.
The literature concerning therapist misconduct with clients is
vast and
cannot be fully addressed here; however, a few authors study
multiple
relationships as a supervision issue. Specifically, we speak to
the
monitoring of relationships between supervisees and clients and
to
assisting supervisees in ways that reduce the likelihood of their
involvement in exploitative relationships in the future.

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Preventing Supervisee Ethical Transgressions.
Although there is no foolproof way to ensure the ethical
behavior of
supervisees, several authors encourage a proactive supervisor
posture
(Koenig & Spano, 2003; Ladany, Friedlander, & Nelson, 2005).
Most
professional literature to date addressing supervisee
transgressions
focuses on sexual intimacies with clients. Among the most
common
strategies recommended are preventive education (Samuel &
Gorton,
1998) and honest discussion between supervisors and
supervisees about
the possibility, if not the probability, of occasional sexual
attraction to
clients, of supervisors to supervisees, or the converse for each
dyad
(Bridges & Wohlberg, 1999; Hamilton & Spruill, 1999; Ladany
& Melincoff,
1999; Ladany, O’Brien, Hill, Melincoff, Knox, & Petersen,
1997; Ladany et al.,
2005).
Because persons attracted to mental health fields often have

unresolved
personal issues, supervisors should not be surprised that
supervisees may
need their assistance negotiating and maintain boundaries (Maki
&
Bernard, 2007). Hamilton and Spruill (1999) speculate that
supervisee
vulnerabilities to boundary transgressions include loneliness,
prior
paraprofessional or friendship “counseling” experiences in
which levels of
intimacy were higher than the professional norm, and failure to
recognize
ethical conflicts. They also criticize supervisors for not
addressing sexual
attraction to clients as normative and for stereotyping the
problem in a
sexist manner.
As with other sensitive issues, it is imperative that the
supervisor accept
responsibility for raising the topic. Ladany et al. (1997) found
that unless
this happens, only about half of supervisees who experience
sexual
attraction to clients will disclose it to their supervisors. In a
related study,
Heru, Strong, Price, and Recupero (2004) found that supervisees
were
more reluctant than supervisors to address sexual topics,
including sexual
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attraction, during supervision. Gabbard and Crisp-Han (2010)
suggest that
supervisors tell supervisees, “If there is anything at all that you
feel like
concealing from me, that is probably the most important thing
to discuss”
(p. 371). Bridges (1999) further emphasizes the importance of
supervisor
openness and candor in assisting supervisees to manage intense
feelings.
“Ethical supervision is embedded in a clearly articulated
supervisor–
student relationship that monitors misuse of power and
boundary
crossings, yet is capable of deeply personal discourse” (p. 218).

Hamilton and Spruill (1999) suggest that prior to seeing clients,
all
supervisees receive instruction in the following:
1. The powerful effects of attraction of familiarity, similarity,
self-
disclosure, and physical closeness
2. Testimonials from well-respected clinicians about their
encounters
with sexual attraction in therapy
3. Specific actions to take when feelings of attraction arise,
with
emphasis on the importance of supervision
4. Suspected risk factors for and signs of client–therapist
intimacy
5. Consequences of therapist sexual misconduct on the client
�. Social skills training to increase skill and decrease anxiety
related to
enacting ethical behavior
7. A clear explanation of program policy regarding ethical
transgressions, with emphasis on a clear distinction between
feelings that are expected and actions that are unacceptable. (p.
320)
Offering this kind of information in a group format might
reduce the
reluctance of any individual supervisee to address the topic.
Ladany et al. (2005) suggest introducing the topic of sexual
attraction very

early in supervision. They argue that including such topics in an
orientation
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to supervision normalizes them, making it easier to discuss
them should
they emerge during supervision. Once such groundwork has
been
established, they encourage supervisors to
Recognize what they refer to as markers of a potential boundary
vulnerability, both overt (e.g., supervisee shares strong feelings
about a
client) or covert (e.g., supervisee dresses more attractively on
days a
particular client is scheduled). Walker and Clark (1999) note
similar
cues and include inappropriate gift giving, off-hours telephone
calls,
and “overdoing, overprotecting, and overidentifying” (p. 1438).
Engage supervisees in discussion about their feelings; assess
their
knowledge of ethical standards; normalize the experience (if,
indeed, an
attraction is experienced); focus on any potential
countertransference
issues that may be operating; and finally, focus on how the

attraction
can be managed without negatively affecting the therapeutic
process.
Ladany et al. suggest a similar process for a case in which the
attraction is
between the supervisor and supervisee.
Finally, the use of a professional disclosure statement (PDS),
both for
supervision (Blackwell, Strohmer, Belcas, & Burton, 2002;
Cobia & Boes,
2000) and counseling and for therapy, are well advised as
deterrents to
boundary violations. A PDS, which includes details about one’s
training and
experience as well as about such issues as confidentiality, has
the potential
of alerting both supervisee and client to the professional nature
of the
relationship. It also typically includes contact information for
an outside
authority should there be some concern about what has
transpired in the
relationship. This alone, it would seem, communicates a high
regard for
professionalism and integrity. (See the Supervisor’s Toolbox
and Fall &
Sutton, 2004, for examples of a PDS.)
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Multiple Relationships between Supervisor and
Supervisee.
Supervisors often have more than one professional relationship
with a
supervisee, and these are not necessarily problematic (Gottlieb,
Robinson,
& Younggren, 2007). Behnke (2005), for example, observes
Our supervisees are also our students, research assistants, co-
authors, and
sometimes our friends. . . . These multiple roles often coexist
productively, but
when they do not the supervisor must explore competing values
and interests to
resolve potentially harmful tensions. (p. 90)
Simply put, what makes a multiple relationship unethical is the
likelihood
that it will impair the supervisor’s judgment and the risk to the
supervisee
of exploitation (Hall, 1988b). These factors can come into play
when, for
example, doctoral students supervise master’s students in the
same
program (Scarborough, Bernard, & Morse, 2006).
As a useful heuristic, Pearson and Piazza (1997) suggest five
types of
multiple role of which supervisors should be aware:

1. Circumstantial multiple roles: multiple relationships that
happen by
coincidence; for example, a supervisor’s adult son begins dating
a
young woman who turns out to be a student in his mother’s
practicum class.
2. Structured multiple professional roles: when supervisor and
supervisee have more than one professional role. This is what is
usually being referred to when authors note that multiple
relationships are ubiquitous to doctoral training programs.
3. Shifts in professional roles: for example, when a doctoral
student
who was formerly a classmate in a course with a master’s
student
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becomes that student’s practicum supervisor.
4. Personal and professional role conflicts: includes preexisting

professional relationships followed by a personal relationship,
or a
personal relationship followed by a professional one.
5. The predatory professional: those who deliberately seduce or
exploit
others for their personal gain.
As with the literature regarding supervisees and clients, the type
of multiple
relationship between supervisor and supervisee that has
received the most
attention is sexual involvement between them. The literature
concerning
those issues tells us that:
1. There is some evidence that rates of faculty–student sexual
contacts has been dropping. Reported percentages had been
reported in the 12–14 percent range (Pope, Levenson, and
Schover,
1979; Robinson & Reid, 1985; Rubin, Hampton, & McManus,
1997),
with one ranging as high as 17 percent (Glaser & Thorpe, 1986).
However, more recent rates have been in the single digits,
ranging
from 2 percent (Zakrzewski, 2006) to 6 percent (Miller &
Larrabee,
1995) and 7 percent (Thoreson, Morrow, Frazier, & Kerstner,
1990)
2. Even when the relationship “felt” consensual to the student at
the
time, former students looking back saw them as coercive and
even
harmful. Glaser and Thorpe (1986) found that in retrospect, 51

percent of former students who had participated in a multiple
relationship saw some degree of coercion. Most respondents in
Robinson and Reid’s (1986) study judged that the relationships
had
been detrimental to both parties.
3. A higher proportion of female students have been involved in
sexual
contact with male faculty members (Pope et al., 1979;
Tabachnick,
Keith-Spiegel, & Pope, 1991; Zakrzewski, 2006).
4. Two studies (Bartell & Rubin, 1990; Rubin, Hampton, &
McManus,
1997) found that sexual contact as a student with a faculty
member
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may increase the likelihood of similar behavior once that
student
becomes a faculty member, although a third s
C
Research Study – Florida International University – Summer,
2022

Part I: Imagine you saw the following Twitter Page. Carefully
read EVERYTHING on this page, as we will
ask you about your impressions of Katie Evers (a Twitter
account owner) on the next survey page
Katie Evers @ EversK098 ꞏ 14h
I feel great after my workout, and I’m ready for my close-up!

Sarah Sloan @ Sloan231 ꞏ 14h
Katie, I love seeing your pictures. You’re the queen of social
media!
You always know how to make your pictures look super-
flattering. I
know the real you, though, and I had to share this pic of you,
the
REAL you, the LOVELY you. All hail the queen!
C
Part II: Please rate your impressions of Katie Evers, the Twitter
page owner
Strongly Disagree Strongly Agree
1 2 3 4 5 6
1. Katie seems insecure about her appearance X
2. Katie seems dissatisfied with her appearance X
3. Katie seems to desire the approval of others X
4. Katie seems to have a positive outlook on life X
5. Katie seems narcissistic (egotistical) X
Part III: Please rate your impressions of Sarah Sloan, Katie’s

friend
1 2 3 4 5 6
1. Sarah seems supportive of Katie X
2. Sarah seems like a good friend X
3. Sarah seems to desire the approval of others X
4. Sarah seems to have a positive outlook on life X
5. Sarah seems narcissistic (egotistical) X
Part IV: Please rate your impressions about the tweeted photos
that you saw on the Twitter homepage
1 2 3 4 5 6
1. The photo Katie posted of herself used a filter X
2. The photo Katie posted makes me feel self-
conscious about myself
X
3. The photo Sarah posted used a filter X
4. The photo Sarah posted was mean-spirited X
5. The photo Sarah posted was friendly / playful X

Part V: Please provide the following demographic information.
Note: You can leave blank any question that
you feel uncomfortable answering.
1. What is your gender (Select one)? __X__ Male ____
Female ____ Non-Binary ____ Other
2. What is your age? ____23______
3. What is your race/ethnicity? (Select one):
__X__ White ____ Latino/a ____ Indigenous ____
Black ____ Asian ____ MENA
____ Other: _______________________ (Please Indicate)
4. Is English your first language? (Select one): __ X___ Yes
_____ No
If no, what is your first language? __________________
5. Are you a student at FIU (Select one): ___ X__ Yes
______ No
6. What is your relationship status? __ X___ Single / No
Relationship _____ In a relationship
Part VI: Which of the following best describes the photo that
Sarah (the friend) posted? (Select one)
___ Katie with a slight stomach roll ___ Katie with a flat
stomach _ X__ An elderly male bodybuilder

F
2022

media!
flattering. I
the
real you, the lovely you. All hail the queen!
F
page owner
1 2 3 4 5 6

2. Katie seems unsatisfied with her appearance X
friend
1 2 3 4 5 6
1 2 3 4 5 6

X
3. The photo Sarah posted of Katie used a filter X
1. What is your gender (Select one)? ____ Male __X__
2. What is your age? ____20______
____ White __ X__ Latino/a ____ Indigenous ____
_____ No
5. Are you a student at FIU (Select one): _____ Yes

___ X___ No
6. What is your relationship status? _ X___ Single / No
Relationship _____ In a relationship
___ Katie with a slight stomach roll __ X_ Katie with a flat
stomach ___ An elderly male bodybuilder
U
2022

media!
flattering. I
the
real you, the lovely you. All hail the queen!

U
page owner
1 2 3 4 5 6
2. Katie seems unsatisfied with her appearance X
friend
1 2 3 4 5 6

1 2 3 4 5 6
X
3. The photo Sarah posted of Katie used a filter X
1. What is your gender (Select one)? ____ Male __X__
2. What is your age? __________

____ White __ X__ Latino/a ____ Indigenous ____
_____ No
5. Are you a student at FIU (Select one): __ X___ Yes
______ No
6. What is your relationship status? _____ Single / No
Relationship __ X___ In a relationship
__ X_ Katie with a slight stomach roll ___ Katie with a flat
stomach ___ An elderly male bodybuilder
What is “due” for Assignment #3? – SPSS Study One Data File
Step One: Download the three “main questionnaires” and
“researcher instructions” from Canvas. Read the researcher
instructions carefully
Step Two: Find three participants to complete the three main
questionnaires (one participant per survey). Hold onto those
completed questionnaires. You will NOT actually turn in these
surveys, but you will need them to help you complete your
SPSS data file

Step Three: You will have a lab presentation that teaches you
how to set up an SPSS file and how to enter data. Look for the
lab session on your course schedule. During that lab session,
have your completed three surveys with you. After you learn
how to set up your SPSS file, you will enter the data from your
three surveys into SPSS.
Step Four: After your lab session, save your SPSS from your
three main questionnaires. Your file should automatically end
with the file extension .sav (for example, you can name it
“Study One SPSS Data.sav”)
Step Five: Upload your SPSS data file (your .sav file) to
Canvas. This is the file / assignment that we will grade (5
points for the upload). Then your work for the assignment is
done!
Step Six: Before your next lab (where you will analyze your
data for your Paper II), your instructor will merge the SPSS
files from all students into one final SPSS file. Your three
participants will be added to the participants that other students
collected, resulting in an SPSS data file with over 100
participants / respondents. You will use this “Final” SPSS data
file to run statistics.
Chapter 1 Introduction to
Clinical Supervision

Many professions have a signature pedagogy (Shulman, 2005a),
a
particular instructional strategy that typifies the preparation of
its
practitioners. In medicine, for example, a team of physicians
and medical
students visit a prescribed set of patients during clinical rounds,
discussing diagnostic and treatment issues related to each
patient, along
with what has happened since the team last discussed that
patient. In law,
students come to class prepared to be called on at any moment
to
describe the essential arguments of a particular case, or to
summarize and
respond to the arguments another student has just offered.
During these
interactions, their professor engages them in a type of Socratic
dialogue.
Clinical supervision is the signature pedagogy of the mental
health
professions (Barnett, Cornish, Goodyear, & Lichtenberg, 2007;
Goodyear,
Bunch, & Claiborn, 2005). Like the signature pedagogy of other
professions, it is characterized by (a) engagement, (b)
uncertainty, and (c)
formation (Shulman, 2005a): engagement in that the learning
occurs
through instructor–learner dialogue; uncertainty because the
specific focus
and outcomes of the interactions typically are unclear to the
participants as

they begin a teaching episode; and formation in that the
learner’s thought
processes are made clear to the instructor, who helps shape
those ideas so
that the learner begins to “think like a lawyer (Shulman, 2005b,
p. 52), a
physician, a psychologist, and so on. In this text, we also are
concerned
with a higher level shift, which is to that of thinking like a
supervisor (cf.
Borders, 1992).
Shulman (2005a) notes that signature pedagogies are
“pedagogies of action,
because exchanges typically [end] with someone saying, ‘That’s
all very interesting.
Now what shall we do?’” (p. 14)
Clinical supervision qualifies as a signature pedagogy against
all these
criteria; criteria that underscore both supervision’s importance
to the mental
health professions and its complexity. This text is intended to
address that
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complexity by providing the technical and conceptual tools that
are
necessary to supervise.
We assert that every mental health professional should acquire
supervision
skills, because virtually all eventually will supervise others in
the field. In
fact, supervision is one of the more common activities in which
mental
health professionals engage. For example, in each of the three
surveys
conducted over a 20-year span (summarized by Norcross,
Hedges, and
Castle [2002]), supervision was the third most frequently
endorsed
professional activity (after psychotherapy and
diagnosis/assessment) by
members of the American Psychological Association’s Division

of
Psychotherapy. Surveys of counseling psychologists (e.g.,
Goodyear et al.,
2008; Watkins, Lopez, Campbell, & Himmell, 1986) show
similar results.
This is true internationally as well. In a study of 2,380
psychotherapists
from more than a dozen countries, Rønnestad, Orlinsky, Parks,
and Davis
(1997) confirm the commonsense relationship between amount
of
professional experience and the likelihood of becoming a
supervisor. In
their study, the number of therapists who supervised increased
from less
than 1% for those in the first 6 months of practice to between
85% and 90%
for those who have more than 15 years of practice.
In short, this text is for all mental health professionals. Its focus
is on a
training intervention that is not only essential to, but also
defining of those
professions; an intervention that has developed in a
complementary way to
psychotherapy and so now has more than a 100-year history
(Watkins,
2011).
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Foundational Premises
One challenge in writing this text has been our recognition that
almost
anyone who reads it does so through a personal lens that reflects
beliefs,
attitudes, and expectations about supervision that they have
formed
through their own experiences as supervisees; perhaps also as
supervisors.
Such foreknowledge can make the reading more relevant and
personally
meaningful, but it can also invite critical responses to material
that readers
find dissonant with their beliefs. We hope readers who have that
experience
find we have presented material in a manner that is sufficiently
objective so
that they may evaluate dispassionately any dissonance-
producing content
or ideas.
Three premises are foundational to what follows:

Clinical supervision works. As we discuss later, the data show
that
supervision has important positive effects on the supervisees
and on
the clients they serve.
Clinical supervision is an intervention in its own right. It is
possible,
therefore, to describe issues, theory, and technique that are
unique to
clinical supervision. Moreover, as with any other psychological
intervention, the practice of supervision demands that those who
provide it have appropriate preparation.
The mental health professions are more alike than different in
their
practice of supervision, regardless of discipline or country.
Most
supervision skills and processes are common across these
professions. There are, of course, profession-specific
differences in
emphasis, supervisory modality, and so on. These might be
considered
the unique flourishes each profession makes on our common
signature
pedagogy, but we assume there are core features that occur (a)
whether
the supervision is offered by psychologists, counselors, social
workers,
family therapists, psychiatrists, or psychiatric nurses and ( b)
regardless
of the country in which it is offered (see, e.g., Son, Ellis &
Yoo, in

press). Therefore, we have drawn from both an interdisciplinary
and
international literature to address the breadth of issues and
content that
seems to characterize clinical supervision in mental health
practice.
In keeping with our interdisciplinary focus, we most often use
the term
clinical supervision (versus such alternatives as counselor
supervision,
psychology supervision, or social work supervision). Figure 1.1
draws
from Google’s database of more than 5.2 million scanned books
spanning
200 years (available through ngrams.googlelabs.com) and
depicts the
relative frequency with which clinical supervision and several
alternatives
have been used as a term in English-language books between
1940 and
2009. Because the black and white rendering of this graphic
makes it
difficult to differentiate categories, we note that clinical
supervision is
depicted in the top line, showing it to be the most widely used
term.
Notable too is the slow linear growth in the use of the term
between the
mid-1940s and the late 1960s, when the frequency of its use
began to
increase substantially (interestingly, it also shows some dropoff
in the past
several years).

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Our Convention on the Use of Key
Words
We use counseling, therapy, and psychotherapy
interchangeably, because
distinctions among
FIGURE 1.1 Occurrence of clinical supervision and related
terms in
English-language books: 1940–2008
these terms are artificial and serve little function. We also
follow the
convention first suggested by Rogers (1951) of referring to the
recipient of
therapeutic services as a client.
We distinguish between supervision and training as well.
Training differs
from supervision in being “structured education for groups of
trainees . . .
[and] involves a standardized set of steps” (Hill & Knox, in
press, msp. 3).
The trainer’s primary role is that of teacher (see our discussion
later in this
chapter distinguishing the roles of teacher and supervisor).
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Paralleling this training-versus-supervision distinction is the
one that we
make between trainee and supervisee. We believe that
supervisee is the
more inclusive term—that is, trainee connotes a supervisee still
enrolled in
a formal training program and so seems less appropriate for
postgraduate
professionals who seek supervision. In most cases, we use
supervisee.
Supervision’s Centrality to the
professions
Supervision’s crucial role in the preparation of professionals
has been
recognized for thousands of years, as is suggested in the first
few lines of
the famous Hippocratic Oath:
I swear by Apollo the physician, and Asclepius, and Health, and
All-heal, and all the
gods and goddesses, that, according to my ability and judgment,
I will keep this Oath
and this stipulation —to reckon him who taught me this Art
equally dear to me as
my parents, to share my substance with him, and relieve his
necessities if
required; to look upon his offspring in the same footing as my

own brothers.
(Hippocrates, ca. 400 bc, from Edelstein, 1943; bold ours for
emphasis)
In this oath, the veneration being accorded a teacher or
supervisor is clear;
moreover, the comparison of that teacher to one’s parents
suggests the
power and influence the neophyte physician cedes to the
teacher. To
appreciate that power and influence requires an understanding
of the nature
of the professions (see, e.g., Goodyear & Guzzardo, 2000),
especially of
the ways in which they are distinct from other occupations.
Those
distinctions include that (a) professionals work with
substantially greater
autonomy; (b) professionals need to make judgments under
conditions of
greater uncertainty (Sechrest et al., 1982), an attribute of the
work that
Schön (1983) vividly characterized as “working in the swampy
lowlands”
(p. 42) of practice (this is in contrast to technicians who work
from a
prescribed protocol on situations that typically are carefully
constrained);
and (c) professionals rely on a knowledge base that is
sufficiently
specialized so that the average person would have difficulty
grasping it and
its implications (Abbott, 1988).
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Because of these qualities of professions, it is generally
understood that
laypersons would not have the knowledge necessary to oversee
them, and
so society permits the professions to self-regulate. The implicit
contract,
however, is that this self-regulation is permitted in return for
the assurance
that this profession will place the welfare of society and of their
clients
above their own self-interests (see, e.g., Schein, 1973; Schön,
1983). This
self-regulation includes controlling who is admitted to practice,
setting
standards for members’ behavior, and disciplining incompetent
or unethical
members.
Within the mental health professions, three primary mechanisms

of self-
regulation are (a) regulatory boards, (b) professional
credentialing groups,
and (c) program accreditation. Supervision is central to the
regulatory
functions of each, because it provides a means to impart
necessary skills;
to socialize novices into the particular profession’s values and
ethics; to
protect clients; and, finally, to monitor supervisees’ readiness to
be
admitted to the profession. In short, “supervision plays a
critical role in
maintaining the standards of the profession” (Holloway &
Neufeldt, 1995,
p. 207).
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Regulatory Boards
State and provincial—and in some countries (e.g., Australia,

England,
Korea), national—regulatory boards codify the practice of
supervision. They
often stipulate (a) the qualifications of those who supervise; (b)
the
amounts of supervised practice that licensure or registration
candidates are
to accrue; and (c) the conditions under which this supervision is
to occur
(e.g., the ratio of supervision to hours of professional service;
what
proportion of the supervision can be in a group format; who can
do the
supervising; as an example, see the practicum supervision
guidelines
adopted by the Association of State and Provincial Psychology
Boards,
www.asppb.net/files/public/Final_Prac_Guidelines_1_31_09.pdf
).
Somerequire that members of a particular profession who wish
to
supervise obtain a separate license in order to do so (e.g.,
Alabama
licenses counseling supervisors).
Professional Credentialing Groups
Independent groups, such as the Academy of Certified Social
Workers
(ACSW), the American Board of Professional Psychology
(ABPP), the
National Board for Certified Counselors (NBCC), the American

Association
for Marriage and Family Therapy (AAMFT), the British
Association for
Counselling and Psychotherapy (BACP), and the Korean
Counseling
Psychology Association (KCPA) also credential mental health
professionals, usually for advanced practitioners and to certify
competence
above the minimal level necessary for public protection (the
threshold level
of competence for licensure is the reasonable assurance that the
person
will do no harm). Like the regulatory boards, these
credentialing groups
typically stipulate amounts and conditions of supervision a
candidate for
one of their credentials must have. In some countries (e.g.,
Korea), these
groups serve as de facto regulatory boards.
Some groups (e.g., AAMFT, NBCC, BACP) also have taken the
additional
step of credentialing clinical supervisors. In so doing, they
make clear their
assumption that supervision is based on a unique and important
skill
constellation.
Accrediting Bodies
Whereas licensure and credentialing affect the individual
professional,

accreditation affects the training programs that prepare them.
Each mental
health profession has its own accreditation body, and their
guidelines
address supervision with varying degrees of specificity. For
example, the
American Psychological Association (APA, 2008) leaves it to
the individual
training program to establish that supervised training has been
sufficient.
However, other groups are very specific about supervision
requirements.
For example, any graduate of an AAMFT–accredited program is
to have
received at least 100 hours of face-to-face supervision, and this
should be
in a ratio of at least 1 hour of supervision for every 5 hours of
direct client
contact (AAMFT, 2006). The Council for Accreditation of
Counseling and
Related Educational Programs (CACREP, 2001) requires that a
student
receive a minimum of 1 hour per week of individual supervision
and 1.5
hours of group supervision during practicum and internship;
CACREP
doctoral program standards also specify requirements for
supervision-of-
supervision.
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Fostering Supervisees’
Professional Competence
Our remarks thus far speak to the role supervision plays in the
professions
and to the broader society they serve. This section addresses
supervision
as a mechanism to ensure that supervisees develop necessary
competencies, as well as to the less-direct effects of supervision
that
occur through supervisees’ exercise of those competencies.
Integration of Research and Theory with
Practice
During their training, novice mental health professionals obtain
knowledge
from (a) formal theories and research findings, and (b) the
practice-based
knowledge of expert practitioners. However, there is a third
type of
knowledge as well—about themselves. For example, they
identify aspects
of their own personality and interpersonal behavior that affects
their work
as professionals. Skovholt (2012) refers to this last as an

inevitable “loss
of innocence” (p. 286).
Clinical supervisors are key to the integration of these several
types of
knowledge. Supervised practice provides the crucible in which
supervisees
can blend them, and it is the supervisor who can help provide a
bridge
between campus and clinic (Williams, 1995), the bridge by
which
supervisees begin to span what often is a “large theory–practice
gulf”
(Rønnestad & Skovholt, 1993, p. 396).
Practice is absolutely essential if supervisees are to develop
professional
skills. This is Peterson’s (2002) point when he tells the joke
about a New
York City tourist who, lost, stops a cabbie and asks, “How can I
get to
Carnegie Hall?” The cabbie’s response is, “Practice, practice,
practice!”
Peterson notes that this joke’s punch line is significant in that
the cabbie
does not say, “Read, read, read!”
However, practice alone is an insufficient means to attain
competence:
Unless it is accompanied by the systematic feedback and guided
reflection
(the operative word being guided) that supervision provi des,
supervisees
may gain no more than the illusion that they are developing
professional
expertise. Dawes (1994) asserts:

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Two conditions are important for experiential learning: one, a
clear understanding
of what constitutes an incorrect response or error in judgment,
and two,
immediate, unambiguous and consistent feedback when such
errors are made. In
the mental health professions, neither of these conditions is
satisfied. (p. 111)
Dawes’ assertions about the two conditions necessary for
experiential
learning are compelling. Yet we believe his assertion that
neither condition

is met in the mental health professions is overstated. We
predicate our
writing of this text on the assumption that supervision can
satisfy these
and other necessary conditions for learning.
It is true a supervisor (by whatever name) may be unnecessary
for attaining
many motor and performance skills. In these domains, simply
performing
the task may provide sufficient feedback for skill mastery.
Learning to type
is one example. Learning to drive an automobile is another
(Dawes, 1994):
When driving, the person who turns the steering wheel too
abruptly receives
immediate feedback from the vehicle; the same is true if he or
she is too
slow applying the brakes when approaching another vehicle. In
these and
other ways, experience behind the wheel gives the person an
opportunity to
obtain immediate and unambiguous feedback. Driving skills are
therefore
likely to develop and improve simply with the experience of
driving.
However, psychological practice skills are of a different type.
These skills
require complex knowledge for which experience alone is rarely
able to
provide either of the two conditions that Dawes stipulated as
necessary for
experiential learning to occur. Practitioner skill development
requires
intentional and clear feedback from another person, such as is

available
through supervision. Research data confirm that unsupervised
counseling
experience does not accelerate the clinical progress of trainees
(Hill,
Charles, & Reed, 1981; Wiley & Ray, 1986), a conclusion
complemented by
that of educational psychologists who examined the broader
domain of
instruction (see especially Kirschner, Sweller, & Clark, 2006).
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Competence to Supervise
Whereas the literature gives a great deal of attention to
fostering the
competence of new professionals, a great deal less attention has
been
given to the development of competence in the supervisors
themselves.
Milne and James (2002) comment that this has been something
of a

paradox that the field must address.
Developing supervisor competence implies systematic training.
It was
disappointing, therefore, to see that internship supervisors
responding to
the Rings, Genuchi, Hall, Angelo, and Cornish (2009) survey
gave only
lukewarm endorsement for the two items, “Supervisor has
received
supervision of his or her supervision, including some form of
observation
(audio or video) with critical feedback,” and “Supervisor has
completed
coursework in supervision.” In contrast, Gonsalvez and Milne
(2010) note
that “expert opinion is unanimous in identifying the need for
supervisor
training, often in forceful terms” (p. 234). It is increasingly rare
to encounter
people who believe that being an effective therapist is a
sufficient
prerequisite to being a good supervisor; analogous, we believe,
to
assuming that if a person is a good athlete, she or he inevitably
will make a
good coach or sports announcer.
Research literature that focuses on the effectiveness of
supervisor training
is still small and developing. Importantly, though, it does
document
positive outcomes. We summarize that research in Chapter 12 .
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Availability of Training for Supervisors
In the early 1980s, several authors (e.g., Hess & Hess, 1983;
McColley &
Baker, 1982) comment on what seems the limited availability of
supervision training for mental health professionals.
Fortunately,
circumstances have changed quite significantly since then
(except, perhaps
in the case of psychiatry; e.g., Rodenhauser, 1996). Accrediting
bodies
(i.e., APA, CACREP, and AAMFT) have been important in this
shift, through
their stipulations that students in doctoral programs they
accredit should
receive at least some preparation to supervise.
Some organizations also have specified levels and type of
training for
those mental health professionals who do move into supervisory
roles. For
example, the Association for Counselor Education and

Supervision (ACES)
endorses Standards for Counseling Supervisors (ACES, 1990), a
variant of
which later was adopted by the Center for Credentialing and
Education as
the basis for its Approved Clinical Supervisor credential.
AAMFT, too, has a
supervisor membership category that requires specified training.
Regulatory boards also are beginning to require that mental
health
professionals who provide supervision receive supervision
training. For
example, psychologists licensed in California who want to
supervise must
to participate in one 6-hour supervision workshop during every
2-year
licensure cycle; at this writing, several other state and Canadian
provincial
psychology boards either mandate some level of supervision
training or are
considering doing so (Janet Pippin, personal communication,
September
13, 2011). Sutton (2000) reports that 18% of counselor licensure
boards
require a course or its equivalent for persons providing
supervision, and
another 12% require training in supervision.
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Similar trends in supervision training are evident in other
countries as well.
For example, programs accredited by the Canadian
Psychological
Association are to provide supervision training. In Britain,
supervision
training is readily available to qualified professionals through a
number of
freestanding training “courses” (i.e., programs), and the
National Health
Service’s Improving Access to Psychological Therapies (IAPT)
group
developed a proposal to create structures to permit briefer (e.g.,
5–7 day)
supervision training (IAPT, 2011); to inform that training, it
also
commissioned the development of a document to identify
supervision
competencies (Roth & Pilling, 2008). Korean counselors and
psychologists
often can obtain supervision training in their academic
programs, although
not universally (see Bang & Park, 2009).

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The Competence Movement and Its
Implications for Supervisor Training
Regulatory boards always have been concerned that the
practitioners they
certify for practice are competent. A relatively recent
development,
however, has been the attention being given to operationalizi ng,
training for,
and assessing competencies. The emergence of what has been
called “the
competence movement” (Rubin et al., 2007, p. 453) roughly
coincides with
the increasing demands for accountability seen in higher
education in, for
example, U.S. accreditation and in Europe’s Bologna Process
(Adelman,
2008). Essential to that movement is some common working
definition of
competence. It is useful, then, to consider the definition put
forth by Epstein
and Hundert (2002):

the habitual and judicious use of communication, knowledge,
technical skills,
clinical reasoning, emotions, values, and reflection in daily
practice for the benefit
of the individual and community being served; [it relies on]
habits of mind, including
attentiveness, critical curiosity, awareness, and presence. (p.
227)
Their definition of medical competence has been sufficiently
useful to have
been embraced as well in the mental health professions (see,
e.g., Rubin et
al., 2007). It makes clear that competence is not merely a
disparate
collection of knowledge and skills, but rather something that
requires the
exercise of judgment. It seems highly similar to Aristotle’s
concept of
phronesis, or practical wisdom, which “concerns how
individuals ‘size up’ a
situation and develop and execute an appropriate plan of action”
(Halverson, 2004, p. 94).
The 2002 Competencies Conference (Kaslow et al., 2004) was
something
of a watershed in U.S. psychology. Although competencies had
been an
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explicit aspect of the National Schools of Professional
Psychology’s
training model (Peterson, Peterson, Abrams, & Stricker, 1997),
this
conference signaled broad embrace of competencies. Important
to note is
that there was clear consensus among conference attendees that
supervision is a core competence of psychologists. In fact, a
task group of
supervision experts attending that conference articulated
competencies
they believed supervisors should attain and demonstrate
(Falender et al.,
2004).
However, all conceptions of competence are grounded in expert
opinion,
and these opinions can differ across groups of experts or across
time
within a group of experts, and so are inherently value laden.
Understandably,

then, authors have varied some in the focus and specificity with
which they
have addressed competencies (see, e.g., Falender et al., 2004;
Roth &
Pilling, 2008; Tebes et al., 2010).
Deist and Winterton’s (2005) assertion that competence is a
fuzzy concept
seems borne out to some extent in these several conceptions of
supervision competence. This is not to say that these
conceptions are
contradictory or unimportant; in fact, despite its fuzziness, we
absolutely
embrace the importance of competence as a central focus of this
text.
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Defining Supervision

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