As well as its support and advocacy for psychologists in private practice, the APS engages in a range of activities to support those who are employed in public sector settings and non-government organisations (NGOs). There is sometimes the perception that the APS works mainly for its members who are in independent private practice, which is partly understandable considering the hot political issues such as Medicare rebates, third party funders and practice management. But both behind the scenes and upfront in many ways, APS activities and advocacy concerns the issues affecting members employed in the public sector, NGOs and private organisations.
The most recent reliable survey of the Australian psychology workforce (Mathews et al., 2010) indicated that nearly 70 per cent of psychologists are in employed positions in their main professional work. Many of these psychologists are employed in the health sector (25%), a large group are in schools and tertiary education (21%), other government departments and NGOs (15%), and a smaller but significant group are employed in private organisations (7% – this figure does not include those in private schools who are counted in the schools group).
These figures demonstrate the significant proportion of the psychology workforce and of the APS membership who are employed in public sector and NGO settings. The advocacy work the APS undertakes to support its members in these employed work settings does not always gain the publicity it deserves, so this article aims to provide a sense of the scope of this advocacy. The APS advocacy work is undertaken by senior staff in the APS National Office and a number of these professional staff, like many APS members, have spent at least some of their professional life in employment settings such as hospitals, schools, community centres and industry. So not surprisingly, APS staff have a deep interest in and commitment to those members in employment as well as those in independent practice.
Advocacy guided by members
The advocacy work and the initiatives undertaken by the APS are informed by reference groups, taskforces and working groups of APS members with the relevant expertise and experience in various settings. The Professional Practice team in National Office has for some years coordinated two main Reference Groups and associated taskforces and committees which are focused on the employed sectors. The work of these groups is facilitated by appointed advisors on the APS staff.
The first of these is the Public Sector and NGO Reference Group that has developed general principles and guidelines for the provision of services in these settings, as well as focusing on recruitment and retention policies and strategies. APS advocacy that has stemmed from this work has promoted action on deprofessionalisation trends, poor supervision and professional development offerings, decreasing opportunities for student and trainee placements, mentoring of overseas trained psychologists, health issues in the workplace, and limited rural and distance services.
The Psychologists in Schools Reference Group provides input to APS initiatives and advocacy in school settings. This is a very active group which has developed resources such as a supervisors register, a framework for services provided by school psychologists, guidelines for managing student violent behaviour, and a policy and strategies for managing the impact of technology in schools. APS advocacy in this area has focused on the need for provision of peer consultation and professional development opportunities, appropriate assessment services, and the management of student files in accordance with ethical principles.
Both these Reference Groups have reporting responsibility to the APS Professional Practice Advisory Group which in turn reports to the APS Board of Directors. By this means it is possible for the Reference Groups to make direct recommendations to the Board regarding APS policy and practice.
Government advocacy
As many of the services provided by employed psychologists are under State and Territory control, the APS conducts a program of regular advocacy and visits to State government Ministers and departments, as well as frequently tendering submissions to inquiries under State jurisdictions. The types of issues that are addressed have been alluded to above. Another example is the significant effort at the time of the introduction of the Better Access Medicare initiative to urge State employers to shore up retention initiatives and workplace conditions to prevent loss of experienced staff. This advocacy has continued and there is currently a renewed program of visiting Ministers and their advisors across the various States to promote the needs of public sector employees. This work is often undertaken with local members. The APS has also been significantly involved in advocacy associated with the review of school counselling services and the National School Chaplaincy Program, and members will be familiar with the media attention this has received.
APS resources
One of the major functions of the APS is to provide relevant professional resources to members. Such resources are focused on supporting members in their professional roles, particularly with regard to self management, staff and department management, and professional standards and guidelines. Many of the resources developed by the APS are relevant to both members in employed settings and those in independent private practice.
Resources of relevance to employed psychologists can be found on the APS website under 'Practitioner Resources', including The Code of Ethics and the Ethical Guidelines. Of more specific relevance will be some of the resources found within 'Practice Essentials': Management, ownership and access to a psychologist’s records; material on ehealth, which will impact on both employed and private practice psychologists; and the Professional Practice Management Standards for Psychology, which have been drafted with both the private and employed sectors in mind. In the 'Professional Resources' section a wide range of useful documents can be found: Evidence-based Psychological Interventions; the Professional Practice Handbook, which includes material for both private and employed psychologists; and resources on self-care relevant to all practitioners.
It is evident from the material above that the APS continues its commitment to all members in all professional sectors. The APS encourages members in employed psychology positions to consider becoming involved in the appropriate committees mentioned above or to communicate directly with the APS National office regarding matters of professional importance. n
David Stokes MAPS
Senior Manager, Professional Practice
References
- Mathews, R., Stokes, D., Crea, K. & Grenyer, B. (2010). The Australian Psychology Workforce 1: A national profile of psychologists in practice. Australian Psychologist, 45(3), 154-167.
APS ADVOCACY FOR CHANGES TO THE PSYCHOLOGY BOARD OF AUSTRALIA 4+2 INTERNSHIP PROGRAM
The establishment of the Psychology Board of Australia (PsyBA) and the introduction of the national registration scheme in July 2010 resulted in significant changes to training requirements for individuals completing the internship (4+2) pathway to obtain general registration as a psychologist. Changes to the requirements of the program include an increase in the number of competencies that need to be met and an increase in the number of hours of psychological practice, professional development and supervision that interns are required to attain.
These changes have caused considerable stress and difficulties for psychology graduates seeking to become interns, as well as onerous obligations for supervisors, and serious concerns for employers seeking to support a psychology workforce.
According to the 2010 Australian Psychology Workforce Survey (Mathews et al., 2010), approximately 50 per cent of newly registered psychologists have been trained via the internship pathway. The significant increase in demands made on interns, supervisors and organisations employing interns since the introduction of the national registration scheme threatens to be a major obstacle to maintaining the psychology workforce and the ongoing retention of psychology positions in the health and education workforces particularly.
The APS acknowledges the benefits of a standardised internship program and commends the aims of setting high standards, clear goals and targets, and specified responsibilities for those involved. It shares with the PsyBA a desire to develop experienced and competent registered psychologists. However, there is growing evidence that these ideals have in practice produced an unfortunate and unrealistic expectation of what is possible to achieve in a two-year program.
The APS has conducted consultation with potential provisional psychologists, current interns, supervisors and organisations, and it is apparent that the new internship program, as it currently stands, is not viable as a means to train psychologists within a reasonable timeframe and cost. Many organisations and supervisors are no longer prepared to support this program, and this has serious ramifications.
As an outcome of these consultations, the APS has provided a submission to the PsyBA and proposed a number of major changes be made to the current internship guidelines to ensure the viability of this training pathway, particularly given the limited number of postgraduate training places available. These changes should enable the strengths of the new internship program to be retained, whilst reducing the extent of the requirements and allowing for more flexibility to achieve these standards. Specifically, the APS has proposed:
- Broadening the scope of what is defined as psychological practice
- Reducing the requirements for direct client contact
- Reviewing the requirement for “practice across the lifespan”
- Increasing the flexibility for offsite supervision
- Reviewing reporting and assessment requirements
- Increasing the flexibility of supervision arrangements
- Reducing the requirement for co-signing of all documentation.
APS advocacy in relation to this and other significant changes affecting the psychology workforce will continue.