Outcomes of training in supervision: Randomised controlled trial

There is little controlled research on the impact of supervisor training on supervision. The current study examined the effects of supervision training in a sample of 46 supervisor–supervisee pairs of mental health practitioners. It compared Immediate 2‐day workshop training of the pair, a wait‐list control in which workshop training was delayed 3 months, and a condition in which supervisors were trained 3 months before their partners (Split). Benefits of Immediate training were restricted to supervisors reporting fully specified agreements, and to reduction of some perceived problems. Self‐efficacy in providing effective supervision fell in the Split condition, relative to the other conditions. Across conditions in general there was a fall from baseline to post‐test assessment in the proportion of sessions where recommended supervision strategies were used, perhaps partly because the controlled trial extended across the summer vacation period. Results are consistent with other observations of the limited impact of workshop training on practice.     

THE JOINT EFFECTS OF CONSCIENTIOUSNESS AND SELF-LEADERSHIP TRAINING ON EMPLOYEE SELF-DIRECTED BEHAVIOR IN A SERVICE SETTING

This field investigation examined the effects of conscientiousness and self-leadership training on employee self-direction. Conscientiousness correlated significantly with supervisor evaluations of self-direction for employees working in a hotel/resort. Self-leadership training was then conducted for a group of the employees. Gain score analysis failed to detect an overall effect for training on self-direction. However, conscientiousness was found to moderate the effect of self-leadership training in that training group employees who initially scored low on conscientiousness improved their behavior more than their high conscientiousness coworkers. Implications of these findings for the practices of employee training and selection are discussed.     

A New Model of Job Training for Economic Rebirth

Many current welfare recipients lack the adequate training and education needed to become self-sufficient. Historically, government administered Job training programs have not been successful in efficiently moving people from government assistance to permanent employment, suggesting the need for a new model of job training. This article presents a resiliency model of job training that emphasizes applicant recruitment, assessment and development. Use of a resiliency model is intended to increase program success rates by using psychological assessment and professional development goals of the individual.     

Economic survival for counselors: differentiated staffing

There are counselors who oppose the concept of differential staffing, or the use of aides in secondary school counseling offices. In this article the author reviews some of the stated objections, provides some remarks in rebuttal, and gives some of the unstated reasons for the concept's lack of acceptance among practicing secondary school counselors.