Monitor on Psychology - October 2011 - (Page 93)

Advertising Guidelines MONITOR ON PSYCHOLOGY CLASSIFIED ADS For this reason, certain position opening advertisements will include job opening restrictions on the basis of religious, racial, and age factors. Policy concerning advertisements appearing in APA publications: Advertising: The following are guidelines for use in composing and responding to advertisements to be placed in the Career Opportunities section of the Monitor On Psychology. By vote of the Council, 1974, listings will be accepted from academic institutions under censure by the American Association of University Professors (AAUP). However, these listings are identified in this publication by the placement of the symbol (•) preceding line classified career opportunities (and by an editor’s note located in these guidelines for classified display ads) in order to advise applicants that the employing institution, or its administration, which includes the administrative officers and the governing board of the institution, has been censured by the AAUP, and that further information may be obtained from the relevant AAUP Bulletin. Department of Defense Advertisements for positions requiring military service must include the following disclaimer: Eligibility for military service requires certain physical abilities and attributes including age, height, weight, and physical ability requirements. Furthermore, U.S. law prohibits service members from engaging in homosexual acts and prohibits lesbian, gay, or bisexual service members from stating their sexual orientation; this law will be repealed, if criteria established by the Congress in December 2010 are met. APA policy on the use of the title “psychologist” is contained in the General Guidelines for Providers of Psychological Services, which defines the term “Professional Psychologist” as follows: “Psychologists have a doctoral degree in psychology from an organized, sequential program in a regionally accredited university or professional school.” APA is not responsible for the specific title or wording of any particular career opportunities, but it is general pattern to refer to master’s-level positions as counselors, specialists, clinicians, and so forth (rather than as “psychologists”). In addition, it is general practice to refer to APA-accredited programs as “APAaccredited” rather than “APA-approved.” The position as described must be in conformity with the statute regulating the use of the title psychologist and the practice of psychology in the state in which the job is available. Employers are required to include any limits or restrictions on career opportunities advertisements, including any restrictions on the basis of geographical, age, and/or religious factors. Advertisements should be written to convey the following information: • Job title with area of specialization required. • Name of employer. (Blind or box ads cannot be accepted). • Description of position, responsibilities involved, permanent or temporary, tenure-track or not, etc. • Minimum qualifications required, including any restrictions on the basis of geographical, age, and/or religious factors. • Salary range and period covered. • Closing date for applications and date position will commence. • Indication if interview expenses are not to be fully paid. • List of documents to accompany initial letter of application, e.g., vitae, names of references, etc. • Name and address of person to whom application should be directed. Placement of an advertisement implies that: • Jobs exist as described. • There is/are no prescribed candidate(s). • Employer will acknowledge receipt of applicant’s material. • It is recommended that advertisers inform an applicant when (s)he is eliminated from consideration or when the position is filled. Responding to an advertisement implies that: • Training experience and interests are accurately represented by letter of application and supporting material and are consonant with those specified in the advertisement. • Applicant should notify prospective employer if (s)he no longer wishes to be considered for the position. Equal Employment Opportunity The American Psychological Association endorses equal employment opportunity practices and accepts only ads that are not discriminatory on the basis of race, color, gender identity and expression, religion, age, national origin, veteran status, sexual orientation, or physical disability. In keeping with this policy, the use of “recent Ph.D.” in APA advertising is not allowed on the basis that it is potentially age-discriminatory (see U.S. Department of Labor prohibition on use of “recent graduate”). The term “beginning-level salary” may be used. Positions may also be defined in terms of teaching load, specified number of years away from a tenure decision, or requirements of certain skills. We reserve the right to edit all copy and to refuse ads that are not in consonance with the principles of Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Veterans’ Reemployment Rights Act Handicap Bias, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, and the Americans with Disabilities Act of 1990. The Equal Employment Opportunity Act, in addition to Public Law 100-238, makes specific legally permissible exceptions to discrimination in hiring by religious institutions, Indian tribes, and federal correctional facilities. OCTOBER 2011 • MONITOR ON PSYCHOLOGY The publication of any advertisement by the American Psychological Association (APA) is neither an endorsement of the advertiser nor of the products or services advertised. APA is not responsible for any claims made in an advertisement. Advertisers may not, without prior consent, incorporate in a subsequent advertisement or promotional piece the fact that a product or service has been advertised in an APA publication. The Monitor on Psychology is received mid-month by readers. APA recommends that response deadlines in advertisements be no earlier than the 15th of the month following the month of publication. The acceptability of an ad for publica- tion in APA publications is based upon legal, social, professional, and ethical considerations. All advertising must be in keeping with the generally scholarly and professional nature of the publication. In addition, the association reserves the right to refuse advertising submitted for the purpose of airing either side of controversial, social, or professional issues. The general policy is stated as follows: “The publications of the APA are published for and on behalf of the membership to advance psychology as a science, as a profession, and as a means of promoting human welfare. The Association, therefore, reserves the right to unilaterally REJECT, OMIT, OR CANCEL advertising which it deems to be not in the best interest of these objectives, or which by its tone, content, or appearance is not in keeping with the essentially scientific, scholarly, and professional nature of its publications. Conditions, printed or otherwise, which conflict with this policy will not be binding on the publisher.” Classified Rates/Payment Terms 2011: $12.00 per line for Career Opportunities and Availability Notices $13.75 per line for all other advertising. Minimum order is six lines. Each line contains approximately 32 characters, including spaces and punctuation. Purchase Orders should accompany advertisements from colleges, universities, or government agencies. All other classified advertising orders must be prepaid prior to publishing with the exception of either member advertising agencies of the American Association of Advertising Agencies (A.A.A.A.) or agencies listed in the Standard Directory of Advertising Agencies. Line classified advertisements are not subject to frequency or agency discounts. Deadlines: All new ads, ad cancellations, and corrections, as well as instructions to rerun a previous advertisement, must be received in writing. Classified advertisements can be submitted online at www.PsycCareers. com. Non-recruitment advertising can be submitted by e-mail to advertising@ apa.org. Closing dates are as follows: October November December January February August 25 September 26 October 27 November 23 December 28 American Psychological Association classified ads on APA’s Online Career Center Line-for-line and display classified advertisements published in the Monitor on Psychology also appear on PsycCareers. This service is provided at no additional cost to the reader or the advertiser. The advertisements are easily located. They are arranged by category—e.g., by the state in which the position is available, specialty area, and also under other topical headings such as conferences and workshops. Updated advertisements are released on PsycCareers approximately the first of the month of issue. Early online postings now available for $10.00 per day up to publication date. Select this option when submitting a line ad at www.PsycCareers. com, or include a request when placing a display ad. Online-only ads on PsycCareers Those classified advertisers who miss the current deadline for publication in the Monitor on Psychology, or who wish to run an online-only ad, can submit their classified advertisement for release on PsycCareers. 30-day postings are $550, 60-day postings are $925, and 90-day postings are $1,122. Visit www.PsycCareers.com. For classified rates and closing dates contact: Amelia Dodson Advertising Sales Department American Psychological Association Phone: (202) 336-5564 Fax: (202) 216-7610 E-mail: adodson@apa.org For classified/display advertising rates and closing dates contact: Clarence Brown Advertising Sales Department American Psychological Association Phone: (202) 336-5714 Fax: (202) 216-7610 E-mail: cbrown@apa.org Classified Advertising Index: Career Opportunities Practice Oportunities Office Space available Practice for Sale Practice Products Billing Services Directories Publications & Other Dissertation Consulting Conferences & Workshops Continuing Education Advertiser Index 93–120 121 121 121 121 121 121 121 121 121 121 121 Monitor classified ads access online at: www.PsycCareers.com 93 http://www.PsycCareers.com http://www.PsycCareers.com http://www.PsycCareers.com http://www.PsycCareers.com http://www.PsycCareers.com http://www.PsycCareers.com

Table of Contents for the Digital Edition of Monitor on Psychology - October 2011

Monitor on Psychology - October 2011
President’s Column
Subtle and stunning slights
Contents
From the CEO
Live science on the showroom floor
Zimbardo re-examines his landmark study
Ready, set, mentor
Attention students and ECPs: Self-care is an ‘ethical imperative’
Suicide risk is high among war veterans in college, study finds
Psychotherapy is effective and here’s why
From toilet to tap: getting people to drink recycled water
What’s ahead for psychology practice?
A push for more accountability is changing the accreditation process
Peer, parental support prove key to fighting childhood obesity
Popular media’s message to girls
Bullying may contribute to lower test scores
A consequence of cuckoldry: More (and better) sex?
Manatees’ exquisite sense of touch may lead them into dangerous waters
Building a better tomato
How will China’s only children care for their aging parents?
‘Spice’ and ‘K2’: New drugs of abuse now on the market
Many suspects don’t understand their right to remain silent
In Brief
Boosting minority achievement
Where’s the progress?
And social justice for all
Helping new Americans find their way
Segregation’s ongoing legacy
A new way to combat prejudice
Retraining the biased brain
Suppressing the ‘white bears’
How to eat better — mindlessly
Protect your aging brain
Must babies always breed marital discontent?
Outing addiction
Flourish 2051
The danger of stimulants
Keys to making integrated care work
Is technology ruining our kids?
Facebook: Friend or foe?
The promise of Web 3.0
NIMH invests in IT enhanced interventions
Science Directions
Science Directions
PsycAdvocates work to safeguard key programs
The psychology of spending cuts
APA’s strategic plan goes live
Visionary leaders
Bravo!
Vote on bylaws amendments

Monitor on Psychology - October 2011