OCCUPATIONAL PSYCHOLOGY SKILLS & KNOWLEDGE FRAMEWORK. Assessment Levels

(1)

OCCUPATIONAL PSYCHOLOGY SKILLS & KNOWLEDGE FRAMEWORK

1 Assessment Levels

Below are the definitions to be applied for the assessment levels within the Professional Skills and Knowledge Framework for Occupational Psychologists.

Practitioner in Training

You are able to understand the key issues and their implications for the client. You are able to ask relevant and constructive questions on the subject. You are learning the skill and when facing something new or unusual you may have to refer to procedures, manuals, other team members for guidance.

You display an understanding of what effective performance looks like and demonstrate some practical application at work.

You may stay at this level for some time, training and other development activities will help, but it is experience of applying new skills that will develop your proficiency level.

Practitioner You can cope with standard problems and common

situations. You are competent at day to day application of the skill and are able to present concepts, information and

solutions. You display detailed knowledge of the subject and are capable of providing guidance and advice to others.

At this level you will only need to refer to an expert for non- standard issues and problems. You will still be using a variety of development activities to increase your experience and proficiency (e.g. experience and coaching on the job, training courses, reading regulatory and reference material).

You are seen as a role model for others and people will seek your advice. You may be involved in coaching or mentoring activities related to this skill.

Senior Practitioner / Leader

You are proficient with unusual and non-standard problems and issues. You are aware of alternative options and approaches to situations and can guide or advise others in this skill. You are able to look ahead and anticipate. You display extensive practical experience and applied knowledge of the subject in a wide range of work situations.

You are seen as a role model for others and people will seek your advice. You may be involved in coaching or mentoring activities related to this skill.

You lead and manage practitioners and practitioners in training. You may act as a supervisor of practitioners in training, without formal line management.

Experience in the job, as well as using the skill and other

development activities will develop your proficiency level.

(2)

(3)

OCCUPATIONAL PSYCHOLOGY SKILLS & KNOWLEDGE FRAMEWORK

3

PROFESSIONAL STANDARDS

EFFECTIVE INDICATORS

Practitioner in Training Practitioner Senior Practitioner / Leader

 Adhere to professional standards and ethical practice (e.g. BPS code of practice, government standards)

 Recognise the boundaries of own personal knowledge and skills, and seek guidance from experienced colleagues.

 Participate in regular supervision and performance appraisal activities to develop psychological knowledge and practice.

 Keep a record of own Continuous Professional Development and work towards HCPC registration.

 Revise practice in light of evaluation, reflection, feedback and review of work.

 Proactively seek to develop professional networks internally and externally.

 Demonstrates adherence to professional standards and ethical practice (e.g. BPS/HCPC code of practice, government standards, relevant ethics committee standards).

 Recognise the boundaries of the profession, and take action to meet clients' needs through referral to or consultation with other professionals when appropriate.

 Participate in regular supervision and performance appraisal activities to develop psychological knowledge and practice.

 Oversee the practice of psychologist practitioners in training where necessary.

 Keep a record of own Continuous Professional Development and comply with HCPC regulatory requirements.

 Monitor and evaluate the effectiveness of own professional service delivered in line with business priorities, operational need and outputs.

 Access a wide range of further contacts and multi- disciplinary professional networks to inform approach.

 Champion, defend and uphold Occupational Psychology professional standards and ethical practice.

 Ensure the availability of a professionally assured, ethical and policy directed Occupational Psychology function.

 Ensure compliance with legal, ethical and professional practices for self and others within boundaries of the profession.

 Facilitate and supervise the professional development and practice of psychologist practitioners.

 Ensure Occupational Psychology staff maintain a record of their own Continuous Professional Development.

 Monitor the quality of service of internal and externally contracted Occupational Psychology practitioners to ensure they meet clients' needs and are in line with current professional standards.

 Facilitate the effective use of professional networks to enhance the provision of Occupational Psychology services.

INEFFECTIVE INDICATORS Undermines the profession or individuals within the profession

Does not respect the views of other professionals No interest in profession or subject

Does not adhere to the BPS/HCPC Code of Conduct Does not seek guidance or clarification

Does not strive to ethical standards

Compromises professional standards

Seeks only to benefit themselves without regard for the profession Works outside their areas of expertise

Gives advice that exceeds level of knowledge and skills Unwilling to develop professionally

(4)

SKILLS & KNOWLEDGE FRAMEWORK

CONSULTANCY & PROMOTION OF THE PROFESSION

 Works to an existing brief or relies on input from senior colleagues in identifying client needs.

 Use essential skills of asking questions, listening and probing to identify client needs.

 Weigh up factors and evidence to diagnose and clarify extent and impact of needs and problems.

 Demonstrate the value that the occupational psychology profession can add by providing high quality, evidence- based, timely advice for familiar problems.

 Identify where practice does not align with psychological theory and evidence and alert senior colleagues.

 Promote the benefits of applied occupational psychology to enhance business outcomes.

 Highlight the use of psychological best practice through the dissemination of research and evidence-based practice with colleagues.

 Clearly contract services with clients to ensure that there is understanding of how psychological services will meet their needs.

 Scope out client requirements, including evaluation plans, agree applied psychology solutions and keep them involved at all stages of work.

 Highlight problems that clients are unsighted on or unaware of and identify possible solutions.

 Provide theoretically founded or evidence based advice and guidance to clients on how

psychological interventions can support their outputs aligned with the context of the organisation/client.

 Constructively challenge practice that does not align with psychological theory and propose evidence based alternatives.

 Seek opportunities for occupational psychology to contribute to developing strategy and policy.

 Promote the use of psychological best practice through the dissemination of research and

evidence-based practice across the profession and wider Civil Service.

 Highlight how occupational psychology services can have a positive impact on clients' outputs.

 Work with clients who present with complex and long-term needs, looking to develop strategic solutions.

 Recommend innovative and cost effective occupational psychology based solutions to meet client needs.

 Provide up-to-date impartial, relevant and evidence-based advice to clients on the

psychological and behavioural implications of their plans/practices.

 Challenge assumptions, identify where psychology services could add value and offer evidence based alternatives.

 Identify and explain how occupational psychology theory and applications can add value to client requirements and improve business outcomes, organisational practices and policy.

 Communicate and promote the impact and value added by the profession at a senior level within the Civil Service.

 Proactively pursue opportunities for applying psychological theories and practices in ways that enhance organisational and operational

effectiveness.

INEFFECTIVE INDICATORS Only does what clients want without considering best practice

Pay no attention to previous work in the area Confuse clients with jargon

Ignore or do not understand relevant psychological theories

Inappropriate use of psychological theory

Does not consider client requirements when recommending solutions Does not respect or take into account clients’ own experience Fails to understand the value of the work to the client/stakeholder

(5)

OCCUPATIONAL PSYCHOLOGY SKILLS & KNOWLEDGE FRAMEWORK

5

APPLICATION OF RESEARCH SKILLS, KNOWLEDGE AND EXPERTISE

 Acquire underpinning knowledge of the science and practice of occupational psychology and understand how these apply in the workplace.

 Identify published research and theory that can be applied to the business.

 Develop critical appraisal skills to evaluate research evidence.

 Conduct research and development of theory, methods and practice to enrich the psychology evidence base.

 Gather data by applying psychological tools and techniques appropriately and in line with best practice within the profession.

 Learn to apply a range of quantitative and qualitative evaluation and analytical methods, including statistical software tools.

 Draw appropriate conclusions from psychological research and relate to the context of the organisation.

 Deliver solutions to routine problems using occupational psychology insight.

 Prepare and present psychological information in a way that meets the client / audiences' needs (including non-psychologist groups).

 Develop depth of knowledge and keep up to date in those areas of occupational psychology most relevant to business.

 Critically appraise research findings and theory using understanding of subject area.

 Conduct research and development of theory, methods and practice to enrich the psychology evidence base.

 Apply professional judgement and expertise in selecting robust, cost-effective and relevant psychological tools and techniques.

 Use new techniques and extend own boundaries of practice.

 Select and use the most appropriate quantitative and qualitative analytical methods and identify any inconsistencies and problems in the data.

 Ensure conclusions are reached taking into consideration historical evidence of patterns and trends, whilst also looking to the future.

 Promote and deliver solutions to novel problems using occupational psychology insight.

 Seek to share and exploit psychological information with colleagues within and across teams, for the good of the organisation.

 Bring expert knowledge to bear in business area and assure the development of practitioners’ skills and knowledge.

 Instigate and manage multiple research projects to develop the body of knowledge that underpins the profession.

 Oversee the design and application of psychological interventions, research and evaluation within their area of expertise.

 Ensure rigorous and accurate application of analytical skills is upheld by psychology practitioners.

 Cross validate interpretations and provide analysis of the integrity of the data in relation to other sources and research, context and psychological theory.

 Apply occupational psychology insight to enhance decision making, planning and policy development across the organisation and wider Civil Service.

 Evaluate the wider strategic implications of the data /outcomes /conclusions and present to senior level audiences.

 Give strategic direction to ensure the effective deployment of occupational psychology resources in the Civil Service.

INEFFECTIVE INDICATORS Conduct research without any reference to other relevant work in the area

Choose/conduct inappropriate statistical analysis Unable to explain statistical analysis

Unable to explain methodologies/uses inappropriate methodology Fail to check and verify data and data sources

Fail to evaluate approach / no interpretation of data

Fail to appreciate wider picture or context for data

Fail to keep up to date with psychological theories and research techniques Do not consider the audience when producing and delivering work

Does not share knowledge and information

Report findings in a biased way / Do not produce reports when required Confuse clients with jargon