This article provides a conceptual framework for training in professional psychology focused on the construct of competency. The authors present a 3-dimensional competency model delineating the domains of knowledge, skills, attitudes, and values that serve as the foundation required of all psychologists, the domains of functional competencies that broadly define what psychologists do, and the stages of professional development from doctoral education to lifelong learning through continuing education. The goal in presenting this model is to provide a conceptual frame of reference for those responsible for psychology education, credentialing, and regulation.

A "toolkit" for professional psychology to assess student and practitioner competence is presented. This toolkit builds on a growing and long history of competency initiatives in professional psychology, as well as those in other health care disciplines. Each tool is a specific method to assess competence, appropriate to professional psychology. The methods are defined and described; information is presented about their best use, psychometrics, strengths and challenges; and future directions are outlined. Finally, the implications of professional psychology's current shift to a "culture of competency," including the challenges to implementing ongoing competency assessment, are discussed.

The current retrospective study examined whether clients' (N ϭ 176) perceptions of their psychotherapists' multicultural orientation (MCO) were associated with their psychological functioning, working alliance, and real relationship scores. Moreover, we tested whether clients' perceptions of the working alliance and the real relationship mediated the relationship between clients' perceptions of their psychotherapists' MCO and psychological functioning. The results showed that clients' perceptions of their psychotherapists' MCO were positively related to working alliance, real relationship, and psychological functioning. Only clients' ratings of the working alliance mediated the relationship between clients' perceptions of their psychotherapists' MCO and psychological functioning. Thus, because clients perceive their psychotherapists as being more oriented toward cultural issues, they may view the therapist as being more credible and may gain a sense of comfort in the therapeutic process. In turn, clients' strong alliance facilitates improvement in psychological well-being.

Racial and ethnic microaggressions in everyday life can negatively impact the well-being of racial and ethnic minorities (REM). When microaggressions are perceived in therapy they can interfere with therapeutic progress. However, little is known about whether microaggressions are addressed in therapy and if so, does addressing them impact the therapeutic relationship. REM clients from a university counseling center (n = 120) reported on their therapy experience. Approximately 53% of clients reported experiencing a microaggression from their therapist. Clients' perceptions of micro aggressions were negatively related to the working alliance, even after controlling for their current psychological well-being, number of sessions, and therapist racial and ethnic status. Of those clients who reported a microaggression, nearly 76% reported that the microaggression was not discussed. For those clients who experienced a microaggression and did not discuss it, alliance ratings were lower as compared with clients who did not experience a microaggression or who experienced a microaggression but discussed it.

This study explored discussions of cultural variables in supervision and their influence on supervisory satisfaction and working alliance. Results indicated limited discussions occurred, but when these discussions did occur, supervisees reported enhanced supervisory working alliance and increased satisfaction with supervision. These findings highlight the importance of supervisors initiating discussions of cultural variables.Este estudio exploro discusiones sobre variables culturales y su influencia en la satisfaccion y alianza de supervision. Los resultados indicaron discusiones limitadas, per0 cuando estas ocurrieron, 10s supervisados reportaron un aumento en la alianza de trabajo y satisfaccion con la supervision. Estos resultados hacen notable la importancia de que 10s supervisores inicien discusiones sobre 10s variables culturales. ulticulturalism has been described as a "fourth force" in counseling that radically affects the way we conceptualize and approach our M work with clients (Tavris, 1991). Awareness of raciavethnic, gender, and sexual orientation differences has been cited as an important element of the therapeutic relationship (