● Understanding supervisee strengths and weaknesses as practitioners. ● Developing an adequate feedback system. ● Supervisors knowing their own responsibilities.
Supervisors can manage their vicarious liability in several ways, though: ● Clearly defined policies and expectations. ● Awareness of high-risk areas. ● Provision of appropriate training and supervision. Education and training Mental health practitioners who function as educators, field instructors, or trainers are obligated to provide instruction only within their areas of knowledge and competence, evaluate student performance fairly and respectfully, and take reasonable steps to ensure that clients are informed when services are provided by students. Mentioned in the previous subsection, professionals functioning as educators Commitment to employers Several standards that address issues around loyalty and ethical responsibilities in one’s capacity as an employee are formally or informally discussed in professional association ethical guidelines. Generally, mental health practitioners should do the following: ● Adhere to commitments made to employers. ● Work to improve employing agencies’ policies, procedures, and effectiveness of service delivery. ● Take reasonable steps to educate employers about mental health workers’ ethical obligations. ● Ensure that the employing organization’s practices do not interfere with one’s ability to practice consistent with one’s mental health association professional ethical guidelines. ● Act to prevent and eliminate discrimination. ● Accept employment or refer others to only organizations that exercise fair personnel practices. ● Be diligent stewards of agency resources. In general, mental health practitioners should support their agency’s mission, vision, and values and also its policies and practices – in essence maintain loyalty to the organization or agency they are committed to. That is not to say one should disregard the profession’s standards and ethical codes of conduct. When an employer engages in unethical practices, whether knowingly or not, the worker still has an obligation to voice those concerns through proper channels and advocate for needed change, while conducting oneself in a manner that Labor-management disputes Mental health practitioners are generally allowed to engage in organized action, including the formation and participation in labor unions, to improve services to clients and working conditions. When involved in a dispute, job action, or strike, workers should carefully weigh the possible impact on clients and be guided by their profession’s ethical values and principals prior to taking action. In 2013, Morgan and Polowy, attorneys for the National Association of Social Workers, wrote that: Professional competence The following guidelines discuss professional competence in mental health practice: ● Accept responsibilities or employment only if competent or there is a plan to acquire necessary skills. ● Routinely review emerging changes, trends, and best practices in the mental health field, and seek ongoing training and educational opportunities. ● Use empirically validated knowledge to guide practice/ interventions. ● Disclose potential conflicts of interest. ● Do not provide services that create a conflict of interest that may impair work performance or clinical judgment.
or field instructors must not engage in dual or multiple relationships and should set clear, appropriate, and culturally sensitive boundaries. Mental health administrators and supervisors should also take reasonable steps to provide for the continuing education and personal development of their staff. minimizes disruption. But what does the worker do when faced with an ethical dilemma in the workplace that is not easily solved? Reamer’s (2006) review of the NASW Code of Ethics discussed the challenge a social worker may have in deciding whether or not to continue honoring a commitment to the employer: This broaches the broader subject of civil disobedience, that is, determining when active violation of laws, policies, and regulations is justifiable on ethical grounds. Most social workers acknowledge that certain extraordinary circumstances require social disobedience. Reamer believes that it is possible to provide clear guidelines about when it is acceptable to break one’s commitment to an employer. He poses several questions that must be explored before taking action: 1. Is the cause a just one? Is the issue so unjust that civil disobedience is necessary? 2. Is civil disobedience the last resort? 3. Does the act of civil disobedience have a reasonable expectation of success? 4. Do the benefits likely to result clearly outweigh negative outcomes, such as intra-organizational discord and erosion of staff respect for authority? 5. If warranted, does civil disobedience entail the least disruption required to rectify the targeted injustice?
When social workers engage in union activities on their own behalf they are expected to do so in a professionally responsible manner so that work- stoppages may be avoided if possible and/or to provide the legally-required notice so that dispute resolution mechanisms may be employed to lessen the potential impact on clients or patients.
In addition to education and experience, mental health practitioners need to be cognizant of their personal behavior and functioning and its effects on practice: ● Refrain from private conduct that interferes with one’s ability to practice professionally. ● Do not allow personal problems (e.g., emotional, legal, substance abuse) to impact one’s ability to practice professionally or jeopardize the best interests of clients. ● Seek appropriate professional assistance for personal problems or conflicts that may impair work performance or critical judgment. ● Take responsible actions when personal problems interfere with professional judgment and performance.
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Book Code: SWTX1525
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