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this law will be repealed, if criteria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
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Monitor classified ads access online at:
www.PsycCareers.com
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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
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