Psychological assessment

                          and vocational counseling

https://www.presbyterianmission.org/resource/psychological-assessment-and-vocational-counseling/

Psychological evaluation: This process involves consultation(s) with a clinical or counseling psychologist. The primary purpose of such an evaluation is to determine the inquirer/candidate’s psychological health and fitness for ministry and to screen for pathology. Greatest value is achieved if the inquirer participates voluntarily and receives careful prior orientation as to the consultation’s nature and purpose. Because of current laws surrounding privacy of medical records (including mental health records), it should be part of the contract for service that the presbytery is the client of record for such evaluations. Situations where the applicant can assert “doctor-patient confidentiality” to prevent disclosure of information to the presbytery can nullify the benefit of such work. The presbytery should establish a working relationship with the psychologist so that her or his reports can be accurately interpreted to its committee. The psychologist’s familiarity with religious values and with the requirements of professional ministry will greatly enhance the results of such an evaluation. Psychological evaluation is usually combined with career counseling when the service is provided by a Ministry Development Council accredited counseling center. 

Ministry Development Council accredited counseling center:

 http://www.ministrydevelopment.org/accreditedcenters.html

 WHAT SHOULD BE EXPLORED IN THE ASSESSMENT?

The assessment should address questions that are important to the CPM and to the individual. It is appropriate for a CPM to discuss with the person providing the assessment the committee’s expectations, the psychological inventories to be used, and the nature and use of the report. The CPM is the client, in this case, and will receive the report. The assessment process should address their concerns as well as to be helpful to the individual’s process of discernment. The relationship between the CPM and the counselor should be one of partnership.

Areas ordinarily included in an assessment include:

• Family of origin and other autobiographical information

• Vocational history

• Skills, interests and spiritual gifts

• Psychological health and fitness for ministry

• Chemical use and any history of dependence

• Financial health and any psychological or theological implications

• Significant losses and how the individual has dealt with those

• Identification of any unresolved or unfinished “business”

• Physical health ( as observed, not a physical exam)

• Cognitive ability ( can the person succeed in graduate school?)

• Sense of call to ministry

• Other specific areas defined by the CPM

INSTRUMENTS TO BE USED AND WHY.

A counselor will most likely begin with a biographical inventory of some type to gather information related to the non-psychological area indicated above. These provide input to the personal interview with the inquirer/candidate. The following psychological instruments are normal for candidate assessments. An individual counselor may suggest alternatives, but they should reliably address the issues which these instruments address.

• MMPI-2 (to identify potential pathology or vulnerabilities)

• MBTI (a basic indication of personality type)

• Campbell Interest and Skills Inventory OR Strong Interest Inventory

• Shipley (to address cognitive functioning; this might be optional for use primarily when there is a question about the candidate/inquirer’s ability to handle graduate level academic work.)