THE RELATIONSHIP BETWEEN CEQ RATINGS AND INSTRUCTOR'S RANK, CLASS SIZE, AND COURSE LEVEL

A study was conducted to determine if the tendency for faculty members of higher rank to receive the highest ratings on the Illinois Course Evaluation Questionnaire (CEQ) remained when variables such as class size and course level were taken into account. The relationship between CEQ ratings and instructor's rank, class size, and level of course was examined by means of multivariate analysis of variance (MANOVA). Dependent variables were the six subscales of the CEQ. As hypothesized there were no significant differences in ratings assigned by students in small (1-20 students), medium (21-40 students), and large (over 40 students) classes, or received by teaching assistants, instructors, and assistant, associate, and full professors. Highly significant differences, however, were found in ratings assigned by students in freshman, sophomore, junior, senior, and graduate level courses. In addition, significant size by level and size by rank interaction effects were found. Discriminant functions computed for effects found to be significant yielded information concerning the extent and direction of these significant differences.     

A National Survey of the Program and Enrollment Characteristics of Counselor Education Programs

ACES sponsored a national survey of state supervisors of guidance and counselor education institutions and of nontraditional institutions offering graduate degrees in guidance and counseling in order to secure information regarding (a) the licensure of guidance counselors, (b) the use of a competency-based approach to the certification of counselors, (c) the manpower needs for persons in guidance and personnel work, and (d) the program characteristics of counselor education institutions. Only a relatively small number of states anticipate becoming involved in the licensure of conselors in the foreseeable future; 53.6 percent of the states expect their certification of counselors to be competency-based within 2 to 5 years, and 76.1 percent of counselor education institutions have decided to make their programs competency-based but progress is slow. There is an oversupply of BA-level guidance persons, school counselors, and doctoral-level persons seeking faculty positions; there is a strong preference for ethnic minorities and women to fill counselor education positions; and abnormally high faculty/graduate ratios were reported for many institutions.     

The Counselor Evaluation Rating Scale: A Valid Criterion of Counselor Effectiveness?

Should the Counselor Evaluation Rating Scale (CERS) be used as a criterion measure of counselor effectiveness in studies attempting to identify correlates of counselor effectiveness? The validity of recent recommendations regarding the use of certain factors of the 16 Personality Factor Questionnaire (16PF) to select persons for counselor training programs, where the CERS was the criterion measure, is challenged. Relationships between the three scales of the CERS and levels of empathy, respect, and empathy offered in a counseling relationship were investigated; only one of the hypothesized relationships was found (p < .05).     

Toward More Adequate Selection Criteria: Correlates of Empathy,Genuineness, and Respect

Correlations were obtained between scores or ratings on 17 variables derived from a review of the research and theory on the problem of selection and rated levels of empathic understanding, genuineness, and respect provided by 19 graduate students to clients during the counseling practicum experience. The results revealed that empathic understanding and respect are significantly related to two similar personality variables: tolerance of ambiguity and need for order. Ratings from Carkhuff's Index of Communication were significantly related to empathic understanding. None of the variables investigated was significantly related to genuineness. Suggestions are made for further research and the improvement of existing selection instruments.     

运气突临

My girlfriend,Kate,and I are riding our bikes in upstate New York atHyde Park,the final resting place of Franklin Delano Roosevelt.Weare on an Independence Day weekend I hastily arranged because Kateconvinced me I needed a break from life in Manhattan. After we tour the grounds,I feel a little tired,so I lie down in thegrass.When I get up,I feel dizzy.“Head rush,”I tell Kate,my field of visionseesawing.     

Comparative Effects of Teaching Basic Counseling Competencies Through Brief Microskills Practice Versus Mental Practice

Students enrolled in an introductory counselor education course who lacked training and experience as interviewers were randomly assigned to one of two short-term attending and responding skills training groups or a wait-control (WC) group. Brief microskills practice (MS) and mental practice (MP) training methods were used in the two treatment groups. All students conducted posttraining simulated counseling interviews, and their videotapes provided data for analysis of the quality of their interview competence and their proficiency with attending and responding skills. MANOVA and follow-up analyses of data from independent ratings of the videotapes indicated that MS was superior to MP and WC on attending skills, MP led to superior performance on responding skills, and neither MP nor MS led to significant differences in perceived competence on qualitative dimensions.     

Competency-Based Evaluation for Selecting a Counselor Educator

This article describes an approach to faculty selection in a competency-based human development counseling program, the development of which enabled candidates to demonstrate their actual level of mastery for a wide range of skills associated with professional effectiveness. Candidates invited to participate in this evaluation procedure were advised in advance of the following five areas in which they would be evaluated: counseling and psychotherapy, teaching, supervision, research methodology, and program development. Candidates prepared 30- to 60-minute presentations characteristic of their best efforts for each area of evaluation. Both faculty and students completed professional effectiveness scale ratings for each of the activities engaged in by job candidates. This article reports the successes and setbacks of this model and presents critical recommendations of persons who participated as job candidates and of those who participated in the candidate evaluation sessions.