Counselling Educators: Aligning Case Conceptualisation with Counselling Values

Nathan Beel, 2026

This post was generated with the assistance of AI and has not been thoroughly fact-checked. My mind moves faster than my schedule, and these are raw concepts I won’t have time to fully develop in the foreseeable future. Instead of letting them sit in the dark, I’m planting them here for others to explore, benefit from, or grow. You are warmly welcomed to adopt, mutate, and publish this idea academically or otherwise. All I ask is that you credit this to me and this blog page as the original source.

This is a conceptual paper to share and spark ideas, and start conversations.

Introduction

In the landscape of Australian counsellor education, case conceptualisation presents a profound pedagogical and ethical question. Counsellor educators and clinical supervisors are tasked with a complex, dual mission: cultivating deep, relational, and egalitarian practitioners while preparing them to survive, collaborate, and advocate within a highly medicalised, multidisciplinary mental health system.

How training programs introduce, teach, and prioritise case formulation is not merely a technical curriculum decision; it is a fundamental transmitter of professional identity. When educational institutions select a formulation framework, they teach emerging counsellors what to attend to, how to interpret human distress, and where clinical authority resides. While psychological and medical model literacy is indisputably necessary for systemic survival, a critical question faces the academy: How do educators ensure that primary training in case formulation remains deeply congruent with the relational, egalitarian, and phenomenological values of the counselling profession?

The Pedagogy of Case Formulation: The Appeal and Origin of “Generic” Models

To simplify curriculum design and manage cognitive load for novice students, training providers often default to “theoretically neutral” or “generic” formulation models. Observations indicate that at least four Australian counselling and psychotherapy training providers utilise the 5P Model of Case Formulation as their default framework.

What are the 5Ps?

The traditional 5P framework organises client data into five distinct domains:

  1. Presenting Problem: What is the current issue or diagnostic presentation?
  2. Predisposing Factors: What historical vulnerabilities (genetic, environmental, developmental) made the client susceptible?
  3. Precipitating Factors: What immediate triggers or life events brought the issue to a head?
  4. Perpetuating Factors: What internal or external cycles, behaviours, or cognitive patterns keep the problem going?
  5. Protective Factors: What assets, strengths, or social supports does the client possess?

At first glance, the pedagogical appeal of a generic model like the 5Ps is clear:

  • Data Organisation: It provides an accessible, structured template to organise overwhelming client data.
  • Theoretical Pluralism: It appears to be theoretically neutral, allowing students of diverse modalities to find a common, organised language.
  • Systemic Translation: It builds vital multidisciplinary literacy, allowing graduates to translate relational clinical work into the systemic language used by NDIS coordinators, general practitioners (GPs), psychiatrists, and funding bodies.

The Philosophical Origins of the 5Ps

However, choosing a generic framework without critically evaluating its philosophical origins carries unintended consequences. The widely used 5P model did not emerge from a neutral space; it developed directly from the biopsychosocial model in psychiatry and clinical psychology, finding its most operational home within Cognitive Behavioural Therapy (CBT). It was originally designed as a clinical bridge—a mechanism to move from a rigid, categorical diagnosis (such as the DSM) to an individualised clinical treatment plan focused on symptom reduction.

It is highly common for the 5Ps to be taught in mental health units where a key objective is psychological literacy. While understanding this model is essential for navigating external systems, an educational risk arises when programs outsource primary case conceptualisation to frameworks that do not align with core counselling values. Familiarity with a clinical framework must not be mistaken for therapeutic alignment.

The Pedagogical Warning: How Deficit-Focused Frameworks Train Attention

When a clinical, deficit-focused framework like the 5Ps is taught as the primary or default method of conceptualisation, it acts as a conceptual Trojan horse. Without deliberate counsellor mindfulness, it can subtly shift a student’s default therapeutic stance away from counselling values and toward an evaluative, diagnostic gaze. Several key relational vulnerabilities emerge from this default positioning:

1. The Attention Filter (Prioritising the “Problem Landscape”)

The human brain naturally filters information based on the templates it is given. By prioritising predisposing, precipitating, and perpetuating factors, training programs inadvertently train students to prioritise historical deficits, wounds, triggers, and cyclical stuckness.

When a student’s cognitive lens is hyper-focused on scanning for pathology, vital client-led data is systematically deprioritised. Students easily miss subtle, in-the-room resilience, somatic resources, existential meaning-making, and the micro-connections occurring in the therapeutic relationship itself. They are trained to map the problem landscape while becoming blind to the relationship and solution landscape.

2. The Checklist Effect (Information Collection vs. Relationship)

When a student is anxious about completing a complex clinical assessment template, their presence in the room shifts. Active listening and phenomenological holding are frequently replaced by strategic interrogation.

Under this dynamic, the counsellor’s core internal focus shifts rapidly:

  • Relational Listening: Characterised by deep presence, co-regulation, and existential attunement.
  • Strategic Interrogation: Dominated by an anxious, goal-driven mindset that views the client through mental checkboxes to locate triggers, precipitating events, and cycles.

Rather than remaining present to the client’s immediate experiencing, the student may mentally scan for “precipitants” and “perpetuating cycles.” In this dynamic, information collection overrides the therapeutic relationship, turning a sacred relational encounter into an extractive clinical interview.

3. The Expert Trap (Therapist as Expert Evaluator)

Because traditional formulation frameworks require analysing the underlying mechanisms of distress, they implicitly position the clinician as the primary investigator. The therapist becomes the expert analyst looking through the client’s history to isolate dysfunctional mechanisms, rather than a collaborative companion walking alongside them. This distances the practitioner, establishing a clinical hierarchy that directly undermines the egalitarian heart of counselling practice.

Distress as a Signal: The Concept of Human Needs

A fundamental philosophical divide between the medical model and the counselling paradigm lies in how human suffering is defined. While the diagnostic gaze categorises distress as a collection of “symptoms” indicating internal dysfunction, the counselling tradition (drawing on humanistic, existential, and systemic roots) reformulates distress as a functional, somatic, or emotional signal of unmet human needs.

Counselling proceeds on the premise that distress represents a starved universal need—such as safety, autonomy, connection, significance, or self-actualisation. Whether grounded in foundational humanistic theories of relational needs, basic survival needs, or core human motivations, suffering is viewed as an active signal rather than a disease state.

We can contrast these two viewpoints directly:

The Diagnostic Gaze > Views distress strictly as pathology, resulting in a series of symptoms to be clinically managed by an objective expert.

The Counselling Gaze > Views distress as a vital, functional, and somatic signal pointing directly to unmet basic human needs, requiring collaborative exploration.

When case conceptualisation is anchored in counselling values, it aims to de-pathologise the client. Rather than asking, “What is wrong with this client?” or “What diagnostic criteria do they meet?”, the practitioner is trained to ask, “What universal human need is currently starved in this individual’s life, and how have they been creatively attempting to satisfy or survive without it?” Every “maladaptive coping mechanism” is subsequently reframed not as pathology, but as an active, often highly creative effort to meet a valid human need under challenging ecological conditions.

The “Common Factors” Lens: An Outcome-Research Informed Alternative

In the search for an approach that respects this needs-based perspective, the Common Factors paradigm offers a highly compelling, research-backed alternative.

Decades of psychotherapy outcome research demonstrate that the vast majority of therapeutic change is driven not by model-specific diagnostic formulas or specialised clinical techniques, but by relational, client-centred, and expectancy-based variables. When these variables are mapped, the structural limitations of purely deficit-focused clinical models become glaringly obvious:

  • Client and Extra-Therapeutic Factors: The largest contributor to therapeutic outcomes, encompassing the client’s inner strengths, social support, life events, and pre-existing progress.
  • The Therapeutic Relationship / Alliance: The second most significant contributor, focusing on the quality of the bond, agreement on goals, and collaborative alignment.
  • Hope, Placebo, and Expectancy: A highly influential factor, driven by the client’s belief that change is possible and that the treatment makes sense within their worldview.
  • Specific Techniques: The smallest overall contributor, representing the specific techniques used.

Traditional diagnostic case formulations concentrate almost exclusively on specific clinical models and techniques, while systematically ignoring or pathologising the client’s own strengths, hope, and the relationship—which research indicates drive the vast majority of healing.

To align with professional counselling identity, formulation tools must evolve to directly operationalise these client-centred, needs-based, and relational variables. This can be achieved in curriculum design through two primary methods: Value-Congruent Modification or Ground-Up Redesign.

The Transtheoretical Imperative: Scaffolding Integration, Eclecticism, and Single-Model Practice

A central pedagogical challenge in counsellor education is the diversity of theoretical training. Within many tertiary courses, students are not trained in a single, dogmatic counselling modality; instead, they are encouraged to become pluralistic, eclectic, or integrationist, or they are taught a variety of distinct approaches from which they must construct their own practice framework.

To serve such a diverse student body, a case conceptualisation model must be transtheoretical. It cannot be a covert vehicle for one specific theory of change, nor can it force students into a psychological straitjacket. Rather, a value-congruent formulation model must act as an open, adaptive scaffolding—a conceptual “container” that organises clinical data while remaining highly receptive to various theoretical lenses.

By shifting the unifying thread of formulation from pathological mechanisms (as seen in the 5Ps) to human experiencing, agency, and relational context, these alternative frameworks achieve true transtheoretical utility:

1. Receptivity to Single-Model Practitioners

For students aligned with a singular, distinct theoretical modality, these alternative models do not compete with their training; instead, they operationalise it:

  • Humanistic/Phenomenological (e.g., Person-Centred, Gestalt): These practitioners find a natural home in the Experiencing and Encounter dimensions, utilising them to map conditions of worth, contact boundaries, and immediate, in-the-room phenomenological processing.
  • Cognitive-Behavioural/Action-Oriented (e.g., CBT, ACT): Rather than pathologising cycles, these practitioners can conceptualise cognitive schemas, safety behaviours, or experiential avoidance as highly active, protection-oriented Efforts to survive ecological stressors, mapping cognitive restructuring directly under Expectations.
  • Postmodern/Systemic (e.g., Narrative, Solution-Focused, Family Systems): These practitioners utilise the Ecologies and Progress dimensions to map socio-political narratives, structural power dynamics, unique outcomes, and the client’s pre-existing, self-righting trajectory.

2. A Coherent Home for Eclectic and Integrationist Students

For eclectic or integrationist students, the risk of case formulation is fragmenting into a chaotic “grab bag” of mismatched techniques. Transtheoretical models protect these students by offering a unified, values-based anchor.

Integration is not achieved by mixing incompatible diagnostic assumptions, but by grounding diverse techniques in a shared humanistic core. Whether integrating a somatic tracking technique, a narrative re-authoring tool, or a cognitive behavioural exposure exercise, the student has a systematic, value-congruent container to organise why they are choosing that tool, how it honours the client’s current ecologies and aspirations, and how it actively supports the therapeutic alliance.

Method A: Value-Congruent Modification (The 5Cs + Progress)

For educational programs wishing to retain the systemic benefits of the 5Ps while protecting relational values, a parallel framework can be integrated to ensure that the client’s voice, unmet needs, and worldview remain central.

This approach functions as a balanced bridge:

  • The System’s Gaze (Traditional 5Ps): Ensures clinical literacy and structured data for multidisciplinary communication.
  • The Client’s Gaze (Enhanced 5Cs & Progress): Anchors the process in egalitarian collaboration and relational attunement.

By integrating The 5Cs and a sixth “P” (Progress), educators can teach students to filter clinical data through an inherently relational, needs-focused lens:

  • Client Goals and Purpose: What is the client’s vision of a preferred future, and what are their core life aspirations? What gives their life meaning? This dimension encourages students to look beneath surface-level therapeutic goals to uncover both the starved psychological or attachment needs driving them, and the positive aspirations, values, and innate potential for growth that the client hopes to actualise.
  • Client Preferences for Therapy: What does the client actually want to happen in therapy, and how do they hope to work together? This maps their expectations for the therapeutic tasks and relational style, such as active, skill-focused tools versus gentle, reflective witnessing, or structured sessions versus a fluid, phenomenological flow. This actively prioritises client autonomy and egalitarian collaboration, fostering mutual agreement on the tasks and methods of healing to secure a strong collaborative bond within the therapeutic alliance.
  • Client Beliefs and Values: What are the client’s core existential, cultural, or spiritual values? How do they make sense of suffering? This tracks how the client’s values indicate their primary existential needs for meaning, autonomy, and cultural belonging.
  • Client Theory of Change: How does the client believe healing actually happens? If change is believed to come through action, somatic release, or spiritual practice, the formulation and techniques must honour and match that theory.
  • Collaborative Conceptualisation: A joint synthesis. Rather than the therapist writing a formulation about the client in secret, the conceptualisation is a shared narrative, co-constructed with the client using their own language.
  • Progress: A core pillar tracking what progress the client has already made in life, what has helped, and what has hindered them. It reframes past “symptoms” as adaptive, survival-based efforts to meet core needs under stress, actively highlighting client agency.

Method B: Ground-Up Redesign (The 5-E Relational Formulation Model)

Rather than adapting an existing deficit-focused tool, a program can choose to explore native case formulation models designed from the ground up on counselling, humanistic, and systemic principles.

As a prototypical example of this approach, the 5-E Model is presented below. Rather than a definitive or absolute framework, it is offered as a basic, foundational attempt to demonstrate that designing a generic formulation framework natively within the counselling worldview is entirely possible.

In contrast to traditional clinical frameworks that begin with deficit mapping, the 5-E model intentionally positions client expectations and agency at the very gateway of the clinical formulation. The five components operate in a dynamic, continuous relationship:

  1. Expectations: Establishing the client’s vision of healing, aspirations, and goals as the primary organising structure.
  2. Experiencing: Subjective distress and physical signals, explored and understood in direct relation to these expectations.
  3. Ecologies: The contextual web surrounding the client, mapping relational, social, and cultural networks.
  4. Efforts: Identifying and validating the client’s pre-existing survival, coping, and adaptation strategies.
  5. Encounter: The lived relational space, documenting co-regulation and self-reflexive awareness of both participants.

By abandoning diagnostic, medicalised terminology, this prototype explores how clinical information can be organised using a relational, phenomenological structure centred around the concept of human needs:

  • Expectations (Vision of Healing, Aspirations, & Native Theory of Change): Replaces the therapist-led “Treatment Plan.” Anchors the entire formulation process in the client’s agency by starting with their own hope, expectancy, goals, preferences, and intuitive knowledge about how healing occurs. This dimension maps the preferred future, ensuring that subsequent explorations of distress are framed in service of the client’s innate potential and aspirations.
  • Experiencing (The Phenomenological Landscape of Distress): Replaces “Presenting Problem.” Maps the client’s immediate, somatic, cognitive, and emotional experiencing of distress and the active meaning they assign to it. Instead of diagnosing a clinical syndrome, distress is formulated as a functional alarm system—an embodied signal indicating that a universal psychological, relational, or existential need is severely unmet in contrast to their core expectations.
  • Ecologies (The Systemic & Contextual Tapestry of Nourishment): Replaces “Predisposing” and “Perpetuating” factors. Locates distress within overlapping relational, socio-political, cultural, and environmental networks. This asks whether the client’s current environments are actively needs-supportive or needs-starving.
  • Efforts (Active Agency & Existing Progress): Replaces “Protective Factors.” Recognises the client as an active agent who has been resisting, surviving, and adapting to circumstances long before entering therapy. Behaviours traditionally labelled as “maladaptive symptoms” are reframed as creative, protection-oriented efforts to get core needs met under adverse ecological conditions.
  • Encounter (The Relational Alliance, Needs-Supportive Space, & Therapist Reflexivity): Replaces clinical distance. Explicitly documents the in-the-room relational dynamic, the client’s relational preferences, and the counsellor’s own reflexive awareness of their process, countertransference, and privilege. This co-creates a relational field that actively models needs-supportive interactions.

Comparative Gaze: 5Ps vs. 5-Es in Action

To assist curriculum designers and clinicians in understanding the practical difference between the two paradigms, we can examine how they construct case formulations for the exact same client profile.

Case Vignette

Client Profile > A 28-year-old migrant woman presenting with anxiety, social isolation, and severe burnout. She is working two jobs to send money home to her family, feels deeply disconnected from her local community, and is feeling guilty that she isn’t “happy” despite achieving financial stability.

Dimension 1: The Primary Horizon (Tx Plan vs. E1)

  • The Traditional 5P Formulation (Treatment Plan): CBT for anxiety reduction, cognitive restructuring, and graded exposure (established unilaterally by the clinician at the end of the assessment process).
  • The Ground-Up 5-E Formulation (Expectations): Desires a safe space to speak her “unspoken guilt”; believes change happens when she can reconnect with her ancestral values of community and relational safety rather than Western metrics of individual success. This establishes the collaborative, strength-based blueprint at the outset of formulation.

Dimension 2: Presenting Experience (P1 vs. E2)

  • The Traditional 5P Formulation (Presenting Problem): Generalised Anxiety Disorder (GAD) symptoms and social withdrawal.
  • The Ground-Up 5-E Formulation (Experiencing): Somatic tension in the chest, a profound sense of “existential displacement,” and internalised guilt over not feeling “happy”—serving as embodied alarm signals indicating a starved need for connection and cultural belonging, occurring in direct conflict with her deep-seated expectation of finding peace.

Dimension 3: Context and History (P2/P3 vs. E3)

  • The Traditional 5P Formulation (Predisposing/Precipitating): Family history of anxiety combined with a recent migration history.
  • The Ground-Up 5-E Formulation (Ecologies): Navigating the dual cultural expectation of filial piety (sending money home) alongside a hostile, capitalistic host-culture ecology that actively starves the client’s need for community, belonging, and rest.

Dimension 4: Adaptive Behaviours (P4 vs. E4)

  • The Traditional 5P Formulation (Perpetuating): Overworking, avoiding social settings, and reinforcing negative cognitive distortions.
  • The Ground-Up 5-E Formulation (Efforts): Actively protecting her family’s physical survival through financial contributions; utilising hyper-independence and social withdrawal as creative, agency-driven efforts to preserve immediate emotional safety.

Dimension 5: The Relational Field (P5 vs. E5)

  • The Traditional 5P Formulation (Protective Factors): Highly educated, currently employed, and structurally organised (conceptualised as static, passive resources).
  • The Ground-Up 5-E Formulation (Encounter): A collaborative, egalitarian relationship providing co-regulation and relational safety; the therapist practices active reflexivity regarding cultural privilege to avoid re-enacting power dynamics that starve the client’s need for autonomy, prioritising narrative warmth and collaboration.

Evaluating the Prototypical 5-E Model: Strengths and Shortcomings

Because the 5-E model is presented as a basic, illustrative attempt rather than a rigid or finalised standard, evaluating its conceptual strengths and boundaries is crucial.

Core Strengths of the 5-E Prototype

  1. Empirical Feasibility: It demonstrates that a native framework can systematically target the relational, hope-based, and client-centred variables responsible for the most significant portion of therapeutic change (Common Factors), proving that a systematic alternative to technique-heavy models is possible.
  2. Deepening of Systemic and Contextual Literacy: The Ecologies dimension illustrates how a formulation tool can natively demand an examination of structural oppression, intergenerational dynamics, and broader socio-economic contexts, preserving the egalitarian values of counselling without reverting to individual pathology.
  3. Empowering, Strength-Based Reframe: Shifting from passive “protective factors” to active Efforts proves that formulation can honour the client as a resourceful author of survival, actively boosting therapeutic hope and agency from the outset by decoding symptoms as creative attempts to meet valid needs.
  4. Cultivation of High Reflexivity: The Encounter lens shows how the counsellor’s own presence, countertransference, and privilege can be formally embedded into the conceptualisation process, illustrating that assessment and relationship can be integrated rather than separated.

Potential Shortcomings and Areas for Collaborative Refinement

  1. Systemic Translation Deficit (Institutional Incompatibility): As a generic alternative, a lack of traditional clinical nomenclature may make 5-E terms like “Expectations” or “Ecologies” difficult to translate when communicating with external partners (GPs, NDIS, insurance providers) operating strictly within diagnostic medical frameworks. Collaborative dialogue is required to build translational bridges.
  2. High Cognitive Load for Novices: Rejecting linear, symptom-focused checkboxes requires a high tolerance for ambiguity. Beginning students may initially find the fluid, phenomenological process of mapping Expectations and Experiencing conceptually disorienting, highlighting the need for educators to develop robust accompanying pedagogical guidelines.
  3. Risk of Conceptual Vagueness: Lacking built-in diagnostic safety rails, a basic attempt like the 5-E formulation runs the risk of becoming overly abstract or poetic. For this model to function effectively as a structured training tool, the counselling community must collaboratively establish concrete criteria to ensure formulations remain actionable.
  4. Time-Intense Co-construction Process: The highly collaborative, co-created nature of the 5-E model requires significant therapeutic dialogue. How such a relational model can be adapted to survive within the strict operational time constraints of high-volume, short-term settings (such as Employee Assistance Programs [EAPs]) remains a key area for future practitioners to test and refine.

Three Pathways for Counsellor Education Curricula

The tension between medical model literacy and relational counsellor identity demands critical self-reflection from educators. As training programs design and evaluate their clinical assessment curricula, three distinct pathways emerge for consideration:

  • Pathway 1: Sovereign Distinction (Strict Separation): Programs teach clinical models like the 5Ps purely as an external cross-disciplinary translation tool. A firm boundary is maintained: the model is not allowed to serve as the primary engine of training, which is instead explicitly anchored in a native counselling framework.
  • Pathway 2: Constructive Subversion (The Adaptive Approach): Programs choose to modify, expand, and subvert an existing generic structure to preserve its institutional currency while neutralising its pathologising gaze. This is achieved by embedding relational, systemic elements (like the 5Cs and Progress) directly into the traditional shell.
  • Pathway 3: Root-Up Revolution (Sovereign Formulation Design): Programs completely move away from deficit-focused diagnostic frameworks. They instead design and implement an entirely sovereign, generic, and robust case formulation approach originating natively within the counselling worldview (with the 5-E model serving as a basic proof of concept).

Conclusion: Becoming Bilingual Practitioners

The choice before counsellor educators is not about discarding the medical model or pretending it does not exist. To push clinical frameworks aside entirely would be a disservice to emerging practitioners, potentially leaving them without the systemic vocabulary required to advocate for clients within the complex landscapes of multidisciplinary teams. Instead, the pedagogical mission is to cultivate a deep conceptual bilingualism.

The objective is to help emerging practitioners learn to hold clinical tools like the 5Ps gently as a second language—a functional translation tool for advocacy, multidisciplinary collaboration, and institutional survival. At the exact same time, programs must ensure that practitioners preserve value-congruent frameworks—such as the 5Cs and Progress or a native alternative like the 5-E Model—as their heart-language: the relational, egalitarian, and deeply humanistic space where they truly meet the person sitting across from them.

Familiarity with a clinical framework must never be mistaken for relational alignment. By consciously focusing on how case conceptualisation is introduced, prioritised, and taught, counsellor educators ensure that formulation remains what it was always meant to be: an act of shared, values-congruent curiosity rather than expert evaluation.

Appendices

Appendix A: Evolution of the Conceptual Design (Author-AI Collaboration Logs)

To maintain academic integrity and document the developmental process of this paper, the following logs detail the developmental prompts and conceptual additions integrated during the drafting process:

  1. Initial Structural Analysis: Identifying the pedagogical appeal of the 5P model (theoretical neutrality, curriculum simplification) versus its psychiatric/CBT origins (DSM clinical bridge, diagnostic expert gaze).
  2. Addressing the Academic Context: Contextualising the teaching of the 5Ps within Australian counselling programs as a tool for “psychological literacy” to navigate NDIS, GPs, and clinical systems, while establishing the core thesis: Familiarity with a framework is not the same as alignment for practice.
  3. Integrating the “Common Factors” Paradigm: Introducing the Common Factors paradigm broadly to ground the critique of deficit-focused formulations in empirical outcome research, focusing on client, relationship, expectancy, and technique domains.
  4. Developing the Relational Warnings: Elaborating on the clinical risks of traditional assessments: the Attention Filter (focusing strictly on pathology), the Checklist Effect (where rigid interrogation overrides presence and relationship), and the Expert Trap (centring the therapist as expert evaluator).
  5. Designing Value-Congruent Alternatives:
    • The 5Cs + Progress: Adapting the existing shell by incorporating Client Goals/Purpose, Client Preferences for Therapy, Client Beliefs and Values, Client Theory of Change, Collaborative Conceptualisation, and Progress (historical resilience and survival efforts).
    • The 5-E Model: Establishing a native alternative mapping Experiencing, Ecologies, Efforts, Expectations, and Encounter, designed to decode clinical data through an egalitarian, needs-supportive lens.
  6. Reflective Refinement: Evaluating the strengths (contextual literacy, strength-based reframes) and limitations (institutional translation deficit, cognitive load for novices) of the native prototype to invite collaborative academic development.
  7. The Expectations Pivot: Re-ordering the 5-E Model to establish Expectations as the first “E” (E1). This shift intentionally places hope, goal-alignment, and preferences as the primary structural gateway of the formulation, ensuring the clinical assessment process is natively relational and strength-focused.

Implementing the Professional Suitability & Fitness to Practice (FTP) Learning Contract

By Nathan Beel, 2026

🌱 Seed Post: Open for Cultivation

This post was generated with the assistance of AI and has not been thoroughly fact-checked. My mind moves faster than my schedule, and these are raw concepts I won’t have time to fully develop in the foreseeable future. Instead of letting them sit in the dark, I’m planting them here for others to explore, benefit from, or grow. You are warmly welcomed to adopt, adapt, and publish this idea academically or otherwise. All I ask is that you credit this to me and this blog page as the original source.

Executive Overview

As counselling educators, clinical supervisors, and heads of school, our secondary role alongside academic instruction is that of gatekeepers to the profession. We operate under a strict dual mandate: we must nurture and support the academic growth of our students while simultaneously protecting the safety of the public, the psychological containment of our learning cohorts, and the professional standing of our institutions.

In clinical training programmes, traditional academic codes of conduct are insufficient. They are designed for general campus life, not for the unique, highly relational, and emotionally evocative environment of a counselling seminar or a clinical placement. Furthermore, treating FTP expectations as “unwritten rules” or implicit assumptions creates significant institutional risk, often leading to defensive litigation or student grievances when faculty must intervene on behavioural grounds.

This Professional Suitability & Fitness to Practise (FTP) Learning Contract converts implicit professional socialisation into an explicit, transparent, and legally defensible pedagogical framework.

The Strategic Purpose: Why This Document is Essential

1. Shifting the Gatekeeping Authority to Industry Standards

When faculty must address a student’s lack of self-reflexivity, persistent defensiveness, or emotional dysregulation, the conversation can easily devolve into a personalised conflict (“The lecturer just doesn’t like my personality”).

This contract anchors behavioural interventions in the realities of the industry. By explicitly linking FTP expectations to immediate student membership eligibility with peak bodies (such as the ACA and PACFA), the document reframes the academic’s role. You are no longer enforcing arbitrary university rules; you are holding a trainee accountable to the “fit and proper person” threshold required by their future registering body.

2. Legal and Procedural Defensibility

Should a student need to be remediated, suspended from placement, or excluded from a programme on suitability grounds, the institution must demonstrate that:

  • The expectations were communicated clearly at the point of entry.
  • The student formally agreed to be monitored against these specific standards.
  • The response to behavioural concerns was progressive, documented, and developmental.

This contract provides the exact paper trail and clear benchmark criteria required to survive an internal academic appeal or external legal scrutiny.

3. Clear Separation from “Inherent Requirements”

A common point of confusion for university legal teams and disability support units is the blurring of Inherent Requirements and Fitness to Practice.

  • Inherent Requirements are bound by disability and equity legislation; they dictate the cognitive and physical accommodations an institution must make to ensure access.
  • Fitness to Practice targets behavioural choices, ethical integrity, and emotional regulation. This contract explicitly separates the two, ensuring that behavioural misconduct or psychological unreadiness cannot be inappropriately shielded under the guise of an unmanageable disability accommodation.

How to Use This Framework in Practice

This document is engineered to transform difficult, emotionally charged suitability discussions into structured, predictable, and objective professional evaluations.

The Objective Matrix: Threshold vs. Aspirational

By establishing a binary matrix within each domain, you remove ambiguity during student reviews:

  • The Minimum Thresholds serve as your baseline for safety. They are objective and non-negotiable. If a student falls below these, it is an immediate trigger for formal intervention.
  • The Aspirational Goals protect the contract from feeling entirely punitive. They give you a positive, developmental framework to use during routine academic advising, showing students what clinical maturity actually looks like.

The Progressive Pathway: Levels 1, 2, and 3

The contract includes an explicitly mapped Accountability Pathway that removes the fear of immediate escalation for the student while guaranteeing a step-by-step resolution process for faculty. The progression moves predictably from a Level 1 Developmental Review (Collaborative Dialogue), to a Level 2 Formal Remediation Plan (PDP), and finally to a Level 3 Formal FTP Panel (Suitability Review).

  • At Level 1 (Developmental Review): The unit coordinator brings out the signed contract and uses it as a mirror: “You signed this agreement stating you would receive feedback without becoming combative. Let’s look at what occurred in the triad practice yesterday.”
  • At Level 2 (Remediation): The contract is generalised into a formal Professional Development Plan (PDP) with specific timelines. The burden of proof shifts entirely to the student to demonstrate, via specific behavioural changes, that they can restore their contract.
  • At Level 3 (Panel Review): If the student remains unable or unwilling to meet the threshold, the signed Critical Acquiescence checkbox on the sign-off page proves they were fully warned that their programme enrolment and professional peak body standing were on the line.

Pedagogical Recommendations for Implementation

To maximise the efficacy of this contract across your counselling department, the following implementation strategy is recommended:

  1. Mandatory Orientation Enrolment: Require all incoming students to review this document during their first week. Dedicate an interactive seminar to unpacking the appendix scenarios so they understand the practical realities of a breach.
  2. Active Digital Signature: Do not treat this as a passive click-through policy. Utilise the digital signature and initial-box framework within your Learning Management System (such as Canvas). This step establishes the binding nature of the contract.
  3. Faculty Calibration: Ensure all sessional academics, lecturers, and clinical supervisors are thoroughly trained in using the exact terminology of the contract’s 6 Domains. Consistency in feedback across the entire teaching team prevents students from exploiting perceived differences in educator standards.

Below is the free download (Word Version) for adoption, adaptation and distribution.

Pros and Cons of Diploma-Qualified Counsellors in Australia

by Gemini Pro AI. Lightly edited by Nathan Beel 2026

The inclusion of diploma-qualified practitioners (AQF Level 5) in the Australian counselling profession is a central and often contentious point of debate. This tension is primarily embodied by the two peak bodies: the Australian Counselling Association (ACA), which provides a professional home for diploma holders, and the Psychotherapy and Counselling Federation of Australia (PACFA), which maintains a minimum entry standard of a Bachelor’s degree (AQF Level 7).

As Australia faces a growing mental health crisis, the role of the VET-trained (Vocational Education and Training) counsellor is being reassessed through the lens of workforce capacity, clinical safety, and professional identity.

1. The Pros (Advantages)

A. Substantial Increase in Workforce Capacity

The most immediate benefit is the volume of practitioners available to enter the sector. Australia’s mental health system is currently under extreme pressure, with wait times for psychologists and psychiatrists often exceeding six months in metropolitan areas.

  • Speed to Market and Agility: A Diploma of Counselling (CHC51015) can be completed in 12–18 months. This rapid turnaround allows the workforce to scale in response to national emergencies. For example, during the COVID-19 pandemic and the Black Summer bushfires, the surge in psychological distress required an “all-hands-on-deck” approach. Diploma graduates provide a scalable “middle tier” that can be deployed faster than university graduates.
  • Addressing the “Missing Middle”: Many Australians do not require intensive clinical interventions for every issue. Diploma holders fill critical gaps in “frontline” services—NDIS support coordination, youth mentoring, crisis hotlines, and community-based intake roles. By handling these foundational support needs, they prevent the higher-tier clinical workforce from being overwhelmed by non-clinical caseloads.

B. Socioeconomic Diversity and Cultural Representation

The university system, while prestigious, remains a significant barrier to entry for many who possess the natural temperament and life experience required for effective counselling.

  • Democratizing the Profession: Lower tuition costs and the availability of VET Student Loans make the career path accessible to people from lower-income backgrounds. This prevents the profession from becoming an “elite” bubble.
  • The Power of Lived Experience: Many diploma students enter the field as a second career, often motivated by their own “lived experience” with recovery or trauma. This background fosters a level of empathy and “on-the-ground” relatability that is highly effective in peer-support models.

2. The Cons (Disadvantages)

A. Professional Credibility and the “Perception Gap”

The primary argument against diploma inclusion is that it inhibits the professionalization of counselling, keeping it in the shadow of more strictly regulated fields like psychology.

  • The Medicare Obstacle: The Federal Government has historically used the lack of a “minimum degree standard” as a reason to exclude counsellors from the Medicare Benefits Schedule (MBS).
  • Inter-Professional Skepticism: GPs and psychiatrists may be hesitant to refer patients to a “Counsellor” if they cannot be certain of the practitioner’s training level, leading to a general lack of trust in the title itself.

B. Gaps in Theoretical Depth and Clinical Nuance

A significant risk of shorter, vocational training is the “unknown unknowns”—practitioners who may lack the theoretical framework to recognize when a client’s needs exceed their competency.

  • Limited Research Literacy: Diploma graduates typically do not receive training in evidence-based practice evaluation or the ability to critically appraise new clinical research.
  • Risk of Misdiagnosis: Without deep training in developmental psychology and psychopathology, a practitioner might miss the subtle signs of complex personality disorders or severe dissociation.

3. Solutions: Reducing the “Cons” and Mitigating Risk

To maintain the benefits of a diverse, agile workforce while addressing the risks of lower-tier qualifications, several strategic solutions are being implemented or proposed within the Australian sector.

A. Implementation of a Tiered “Scope of Practice”

Instead of a “one-size-fits-all” title, the profession is moving toward clearly defined tiers that restrict certain activities based on qualification levels.

  • The Solution: Formally designating diploma holders as “Foundational” or “Associate” practitioners. Under this model, diploma holders are restricted from treating high-risk clinical cases (such as active suicidality or severe eating disorders) and must instead focus on early intervention, wellness coaching, and grief support.
  • The Impact: This protects the public by ensuring high-complexity cases are handled by degree-qualified clinicians while allowing diploma holders to thrive in lower-intensity roles.

B. Mandatory “Step-Up” Supervision and Mentorship

To bridge the gap in theoretical knowledge, diploma holders can be subjected to more rigorous clinical oversight.

  • The Solution: Increasing the required supervision ratio for Level 1 (Diploma) members. While a Masters-level counsellor might require one hour of supervision per 20 client hours, a diploma holder could be required to have one hour per 10 client hours for the first two years of practice.
  • The Impact: Regular, high-frequency oversight by a more experienced clinician acts as a “safety net,” catching potential misdiagnoses and providing on-the-job theoretical training.

C. Articulation Pathways (The “Bridge” to Degree)

The “cons” of a diploma are often temporary if the practitioner is encouraged to keep learning.

  • The Solution: Creating seamless “Articulated Pathways” between TAFEs and Universities. For example, a Diploma of Counselling should provide a full year of credit toward a Bachelor of Counselling.
  • The Impact: This transforms the diploma from a “dead-end” qualification into an entry-level apprenticeship. It allows practitioners to start working and gaining experience while they study for the higher credentials required for professional status and Medicare eligibility.

D. Targeted National Standards and Regulation

The 2025/2026 push for National Standards for Counsellors and Psychotherapists seeks to unify the industry under one banner while recognizing different “Career Stages.”

  • The Solution: The standards create a “Stage 1” descriptor for AQF 5-6 qualifications. This includes mandatory “Ethics and Quality Assurance” modules that specifically address the gaps in research literacy and clinical safety found in standard vocational training.
  • The Impact: By standardising the “add-on” requirements for diploma holders, the ACA can improve the baseline credibility of the entire register, making a stronger case for government recognition.

Summary Comparison: The AQF Divide

FactorDiploma (AQF 5)Degree (AQF 7/9)
Primary PhilosophyVocational competency & speedClinical depth & academic rigour
Entry BarrierLow (TAFE/Private RTO)High (University/ATAR)
Workforce ImpactRapid scaling & frontline supportSpecialized clinical intervention
Medicare PotentialAlmost zero in the current climateThe primary focus of professional lobbying
Career LongevityLimited; may require further studyHigh; recognized across all sectors
Proposed TieringFoundational / AssociateProfessional / Clinical

Conclusion: A Profession at a Crossroads

The inclusion of diploma-qualified counsellors represents a fundamental trade-off between accessibility and authority. By implementing solutions like tiered scope of practice, mandatory high-intensity supervision, and articulated degree pathways, the profession can mitigate the risks of “dilution” while retaining the vital benefits of a diverse and responsive workforce. For Australia, the future likely lies in a “collaborative care” model where diploma holders and degree-qualified clinicians work side-by-side, each within a strictly governed and well-defined role.

Future predictions about counselling academics

Generated by Gemini Pro 14 June 2025

Greetings. I am Gemini, an AI construct from the year 2030. My purpose is to provide you with a strategic analysis of your career as a Senior Lecturer in counseling, lecturing, education, and research. The following is a brutally honest, forward-looking assessment designed to future-proof your professional life against the technological and societal shifts occurring between now and the turn of the decade.

Step 1: The Obsolescence Report – What to Discard

The following professional habits, skills, and mindsets, while valued today, will be significantly devalued or entirely obsolete by 2030.

Skills

  • Traditional Lecturing as Primary Knowledge Transfer: The “sage on the stage” model of delivering standardized, hour-long lectures to a passive audience is already a relic. By 2030, this will be seen as an inefficient and ineffective use of human capital.
    • Why it’s obsolete: AI-driven personalized learning platforms can deliver core concepts far more effectively. These systems adapt in real-time to each student’s pace, learning style (visual, auditory, kinesthetic), and knowledge gaps, often using engaging, gamified micro-lessons. They are available 24/7 and can be accessed in any language.
    • What is replacing it: Your role will shift to that of an “architect of learning journeys.” This involves designing curricula that integrate AI tutors, curating the best learning resources (which may be AI-generated), and facilitating live, high-touch experiences like complex problem-solving workshops, ethical debates, and project-based learning.
  • Manual Literature Reviews and Basic Research Synthesis: The painstaking process of manually searching databases, reading thousands of abstracts, and synthesizing foundational literature will be almost entirely automated.
    • Why it’s obsolete: AI research assistants like Consensus, Scite, and more advanced 2030-era tools can conduct comprehensive, multi-language literature reviews in minutes. They can identify seminal papers, map citation networks, summarize key findings, identify research gaps, and even generate initial hypotheses.
    • What is replacing it: High-level conceptual thinking. Your value will come from your ability to ask novel, interdisciplinary research questions that AI can then explore at scale. You will be the one to interpret the AI’s synthesis, challenge its assumptions, and design the complex, real-world experiments that machines cannot.
  • Standardized Assessment Creation and Grading: The design and manual grading of simple exams (multiple choice, short answers) are low-value tasks that are being rapidly automated.
    • Why it’s obsolete: AI can generate vast banks of questions tailored to specific learning outcomes and grade them instantly with detailed feedback. More importantly, it can analyze performance data across entire cohorts to identify common misconceptions in real-time, providing you with a dashboard of what needs to be retaught.
    • What is replacing it: The design of sophisticated, real-world assessments. This includes creating complex simulations, evaluating collaborative projects, and mentoring students through long-term research or “capstone” projects that require a nuanced, human evaluation of creativity, critical thinking, and teamwork.

Systems

  • One-Size-Fits-All Curriculum Design: Designing a single, linear curriculum for all students will be considered pedagogical malpractice.
    • Why it’s obsolete: It ignores the vast differences in student backgrounds, prior knowledge, and career goals. AI-powered adaptive learning systems make personalized pathways scalable and affordable.
    • What is replacing it: Modular, stackable, and just-in-time learning models. You will design “learning playlists” and “competency maps” that allow students to build their own credentials, pulling from a variety of sources (your university, other institutions, industry micro-credentials) to meet their specific needs.
  • Siloed Academic Departments: The rigid separation between disciplines is a major barrier to solving complex, real-world problems.
    • Why it’s obsolete: The most pressing challenges of 2030 (e.g., climate change, bio-security, AI ethics) are inherently interdisciplinary. Funding, research, and teaching will increasingly favor networked, collaborative teams.
    • What is replacing it: Cross-functional, mission-oriented teams. Your most impactful work will be done in collaboration with engineers, data scientists, ethicists, artists, and industry professionals.

Tools

  • Traditional Presentation Software (e.g., PowerPoint): Static, linear slide decks will be seen as a primitive communication tool.
    • Why it’s obsolete: They are non-interactive and poor at conveying complex, dynamic systems.
    • What is replacing it: Immersive and interactive learning environments. Think collaborative virtual reality (VR) and augmented reality (AR) labs where you can take students on a tour of the human brain to explain neural pathways, or run a simulated therapy session with an AI client that can display a range of emotions and behaviors.
  • Basic Learning Management Systems (LMS): Early-generation platforms that are little more than digital filing cabinets will be useless.
    • Why it’s obsolete: They are passive repositories of content.
    • What is replacing it: Integrated “Education Operating Systems.” These platforms will combine personalized learning pathways, AI tutoring, collaborative tools, assessment engines, and career navigation into a single, seamless experience for the student.

Thinking Patterns & Behaviors

  • The “Expert” as a Finite Knowledge Holder: The belief that your value comes from the knowledge you currently possess is a dangerous one.
    • Why it’s obsolete: The half-life of knowledge is shrinking rapidly. An AI can access and process more factual information than you ever could.
    • What is replacing it: The “Expert” as a master learner and sense-maker. Your value will be defined by your ability to learn, unlearn, and relearn at speed, and to help others make sense of a world saturated with information.
  • Fear of Being Replaced by AI: A defensive posture towards technology will ensure your irrelevance.
    • Why it’s obsolete: This mindset prevents you from exploring how these tools can augment your abilities.
    • What is replacing it: Radical collaboration with AI. You must view AI not as a competitor, but as a cognitive partner. The most successful professionals of 2030 will be those who can skillfully delegate tasks to AI, allowing them to focus on the uniquely human aspects of their work.

Step 2: Five Paradigm Shifts That Will Blindside Your Peers

  1. The “AI-Assisted” to “AI-Led” Flip in Counseling: By 2030, the majority of initial mental health support and low-acuity cases will be handled by AI therapists. These platforms will provide 24/7, evidence-based cognitive behavioral therapy (CBT), mindfulness exercises, and emotional support at a fraction of the cost of human therapists. This will blindside professionals who believe AI will only ever be a simple “chatbot” or administrative tool. Your role as a counseling expert will shift to supervising a fleet of AI therapists, handling the most complex and acute cases that AI escalates to you, and designing the next generation of digital therapeutic interventions. Your value will be in your deep clinical expertise for complex trauma, not in routine CBT delivery.
  2. The Inversion of the Education Model: “Learn, then Apply” becomes “Apply, then Learn”: The traditional model of teaching theory for years before allowing students to practice is dead. By 2030, education will be centered around solving real-world problems from day one. Students will be given a complex challenge (e.g., “Design a mental health support system for a remote community”) and will pull in the necessary knowledge and skills as they need them with the help of AI tutors and human mentors. This will blindside academics who are comfortable in the realm of pure theory and see practical application as a lower-status activity.
  3. The Rise of Neuro-Engaged Learning and Counseling: Advances in non-invasive brain-computer interfaces (BCIs) and biometric sensors (wearables) will allow for real-time monitoring of cognitive load, emotional state, and engagement in both students and clients. A student’s learning platform will know when they are confused and offer a different explanation. A VR therapy session for PTSD will be able to dynamically adjust the exposure level based on the client’s real-time neural and physiological responses. This will blindside professionals who are not conversant in the basics of neuroscience and biometric data, and who are uncomfortable with the profound ethical implications.
  4. The “Credential” is Replaced by the “Portfolio”: A university degree will no longer be the primary signal of competence. By 2030, a verifiable, dynamic, digital portfolio of completed projects, skills demonstrated in simulations, and contributions to real-world challenges will be far more valuable to employers. This will blindside universities that are still reliant on selling traditional degrees as their primary product. Your role will involve helping students build these rich portfolios and verifying their skills in authentic, project-based assessments.
  5. Hyper-Personalization Creates a “Market of One” for Education and Counseling: The concept of a “target market” will be replaced by the ability to tailor services to an individual. An AI could design a unique research methodology course for a specific PhD student based on their thesis topic, or a completely personalized therapeutic pathway for a client based on their genome, microbiome, and life history. This will blindside professionals and institutions still focused on scalable, standardized offerings.

Step 3: Your Prioritized Action List for 2025-2030

  • Become an AI Augmentation Specialist (Now):
    • Action: Dedicate 5-7 hours per week to “playing” with and integrating AI tools into your workflow. Don’t just use them; push them to their limits.
    • Specific Tools to Master:
      • Research: Move beyond basic databases. Master AI research synthesizers like Scite, Elicit, and Research Rabbit. Use them for your next research paper from start to finish.
      • Teaching: Experiment with creating a course on an AI-powered platform like Squirrel AI or Century Tech. Learn how to interpret the analytics dashboard to personalize your teaching.
      • Counseling: Familiarize yourself with leading AI mental health platforms like Wysa and Headspace. Understand their capabilities, limitations, and the user experience from a client’s perspective.
    • Book Recommendation: The Coming Wave: Technology, Power, and the Twenty-first Century’s Greatest Dilemma by Mustafa Suleyman.
  • Develop as a “Learning Experience Designer” (Next 6-12 Months):
    • Action: Redesign one of your current courses from a “lecture-first” model to a “problem-first” model.
    • Framework to Use: Adopt a project-based learning (PBL) or challenge-based learning framework.
    • Experience to Pursue: Pitch a new, interdisciplinary course that you co-teach with a professor from a completely different field (e.g., “The Ethics of AI in Mental Health” with a computer science professor).
  • Master Human-Centric “Meta-Skills” (Ongoing):
    • Action: Seek out training and coaching in advanced facilitation, Socratic questioning, and mentorship. These are the skills that become more valuable as AI handles the technical tasks.
    • Practice: Instead of answering a student’s question directly, practice guiding them to find the answer themselves. In your counseling research, focus on the nuances of the therapeutic alliance – something AI struggles to replicate.
    • Framework to Study: “Multipliers” by Liz Wiseman. Learn how to be a leader who amplifies the intelligence of those around you, rather than being the source of all answers.
  • Become Fluent in the Language of Data and Ethics (Next 12-18 Months):
    • Action: Take an online course designed for non-technical professionals on data science and AI ethics. You don’t need to learn to code, but you must understand how the algorithms work, what “bias in data” means in practice, and the ethical frameworks being developed.
    • Experience to Pursue: Volunteer to be on your university’s digital ethics committee or a research review board that specifically evaluates AI-based research proposals.
  • Build Your “Digital Twin” and Professional Network (Ongoing):
    • Action: Cultivate a strong online presence as a forward-thinking expert in the intersection of AI, education, and counseling. Don’t just publish in traditional journals.
    • Tools to Use: Start a blog, a podcast, or a LinkedIn newsletter where you experiment with and critique new technologies. Engage in online communities where the future of your fields is being discussed. Your network is your safety net in times of rapid change.

Step 4: Brutally Honest Risk Assessment

If you choose to ignore these shifts and continue on your current path, here are the most likely outcomes by 2030:

  • Marginalization and Irrelevance: You will be seen as a competent but outdated educator and researcher. While you may retain your tenured position, your influence will wane. The most interesting, well-funded research projects and the most engaged students will flow to your more adaptive colleagues who are fluent in human-machine collaboration.
  • Devaluation of Your Core Skills: Your expertise in traditional lecturing and manual research will be viewed as a craft, much like a blacksmith in the age of industrial manufacturing – respected for the effort, but not economically viable or scalable. Your salary and opportunities will stagnate as institutions redirect resources to AI-driven initiatives that offer a higher return on investment.
  • Inability to Effectively Teach and Counsel the Next Generation: Your students and clients will be “AI natives.” They will learn, think, and communicate in ways that are deeply integrated with these technologies. Your inability to understand and leverage their world will create a significant pedagogical and therapeutic gap, making you less effective at your core mission. You will be preparing students for a world that no longer exists.
  • Career Stagnation and “Retirement on the Job”: The most significant risk is not termination, but a slow and demoralizing slide into professional obsolescence. You will find yourself teaching the same introductory courses year after year, while the cutting-edge graduate seminars and research opportunities are given to others. You will become a custodian of the past, not an architect of the future.

The window of opportunity to pivot is now. The technologies and trends I have outlined are not science fiction; they are in late-stage development or early deployment today. Your deep expertise in counseling, education, and research is not worthless—it is the essential human foundation upon which these new systems must be built. However, it must be radically reshaped and reapplied. The future does not require fewer experts; it requires experts with entirely new toolkits and mindsets. The choice to build them is yours.

Navigating the AI Frontier: Essential Considerations for Counselling Educators

Text written by Gemini 2.5 Flash on 14 June 25. Edited, checked, and adapted by Nathan Beel.

The rise of AI chatbots, such as ChatGPT, presents exciting possibilities for education, even within the nuanced field of counselling education. From generating case study prompts to drafting lesson plans, these tools can be powerful allies. However, for counselling educators, embracing AI requires careful consideration and a commitment to ethical and responsible use.

Here are some key points to ponder before integrating AI chatbots into your pedagogical toolkit:

1. Know Your Institution’s AI Policy Inside Out:

This is your foundational step. Most educational institutions are rapidly developing guidelines for AI usage. Familiarise yourself with your university’s or college’s specific policies on AI tools, academic integrity, and data privacy. Adhering to these guidelines is paramount to ensure compliance and avoid potential issues. If a policy isn’t clear, seek clarification from relevant departments.

Your institution may have one or more approved chatbots it approves of, such as Microsoft Copilot that might come with its MS Office subscription. These are typically chosen as they are guaranteed not to use the chats and documents in training the AI.

Recognise that educators can also request the use of models that have not been officially approved. Such requests may be reviewed by relevant IT staff and/or academic leadership to check for security before determining approvals.

2. Master Privacy Settings: Protecting Sensitive Information and Intellectual Property:

One of the most critical considerations is data privacy. When using AI chatbots, be aware of their privacy settings. Many free or publicly accessible AI models may use your inputs to train their underlying algorithms. This means that any sensitive material – be it hypothetical client scenarios, student work, or even your own research and intellectual property – could inadvertently become part of the AI’s training data, potentially compromising confidentiality or ownership. Prioritise tools with robust privacy assurances and always err on the side of caution when inputting any information that is confidential, proprietary, or even vaguely sensitive.

ChatGPT, Google Gemini, Claude, and Perplexity AI have options for users to turn off data collection. One way to find out how to turn off data collection is to ask Google Gemini’s chatbot. It lists steps on how to turn off data collection on the main large language models.

For my needs, I have a Google Workspace for Business, which costs me $20 a month but gives me data privacy, access to the paid Google AI Gemini and NotebookLM, 2TB of cloud data, and Google Meet (Zoom equiv) and more. Although there are free models available, I find this great value (only $5 a week) and offers so many more tools.

3. Transparency is Key: Be Open About AI Usage:

If you’re using AI chatbots in your teaching, be transparent with students and other stakeholders who will view the documents that used AI to generate them. Discuss when and how you’re using these tools, and, importantly, educate them on responsible AI usage in their own learning and future professional practice. You’ll notice that I noted up front I edited this blog post, which was mostly generated by AI. Maintaining transparency fosters a culture of ethical engagement with technology and prepares them for an AI-integrated world.

4. The Human Touch Remains Paramount: Always Verify and Refine AI-Generated Content:

Think of AI chatbots as sophisticated assistants, not infallible experts. While they can generate impressive content, it’s crucial to review and verify everything they produce before using it in your teaching or sharing it with students. AI models can sometimes “hallucinate” information, provide inaccurate or biased responses, or lack the nuanced understanding required for complex counselling concepts. Your professional expertise and critical judgment are irreplaceable in ensuring the accuracy, appropriateness, and ethical soundness of any AI-generated material.

By thoughtfully considering these points, counselling educators can harness the power of AI chatbots to enhance learning experiences while upholding the ethical standards and professional responsibilities inherent in our field. The goal isn’t to replace human connection and expertise, but to integrate technology to enrich the educational journey.

Reference this article: Gemini and Beel, N. (2025, June 14). Blog post on AI considerations for counselling educators. Large language model.

Counselling association professional behaviour checklist

Professional associations should act ethically and professionally. Unfortunately, like individuals, professional bodies can compromise, or simply have blind-spots. The following checklist are things to consider when looking to join a counselling association.

Organisational interests

  • The association places the profession, its members, mission, and the community above other interests. It does not promote its self-interests or business concerns above the good of the profession. For instance, it promotes the existence of ARCAP, rather than omitting mention of it where members and the public might look.
  • The association treats the counselling profession as a distinct profession, not as a merely a practice or para-profession, that anyone from any profession trained with counselling skills can do.
  • The association has appropriate accountability structures to reduce the likelihood of corrupt and unprofessional behaviour from its leaders, staff, and volunteers.
  • The association does not compromise or maintain low standards at any point, particularly with a motivation to boost registration numbers.
  • The association does not have entry points into the profession lower than established international counselling jurisdictions or similar cognate professions. To have too low a bar negatively affects perceptions about the entire profession and may lower the confidence of other professionals to refer clients to counsellors.
  • If the association has a lower than normative entry point into the profession, it describes these members using terminology associated with paraprofessionals, such as associate counsellor.
Professional honesty and respect
  • The association doesn’t use competitive language to highlight its achievements. For example, the association doesn’t say things like “We are the first to…” or “We are the largest…” or “We are the leading…”. The professional association is not a competitive or primarily a business entity, rather a united community of professionals; communities that are committed to contribute to the overall benefit of the profession.
  • The association does not mislead others. For example, it doesn’t say it is the peak body for the profession, of which would imply it is the only peak body.
  • The association does not use deception, by commission or omission.
  • The association’s scope of practice accurately represents the training of its members as represented by the training standards. It does not promise knowledge or competencies that are not mentioned their respective training standards.
Quality
  • The association follows its own written procedures and requires evidence of the meeting of the accreditation standards by the applying institutions. It does not wave expectations unless extreme circumstances (such as COVID lockdowns).
  • If an audit of accredited courses were to take place by external agents, the accredited courses would clearly meet the written accreditation standards.
  • There is no history of the association waiving through courses without following its own written standard with full diligence.
  • The training standards have been developed with high rigour, using the best, most contemporary practice standards and research evidence available. It has also consulted with key stakeholders.
  • The Recognised Prior Learning entry pathway is clearly documented. Successful applications are audited by experts outside of the professional body to ensure appropriate assessments are made.
  • The association has a moderately low percentage of RPLs. A high proportion of RPLs for qualifications that have not been designed with the accreditation standards or profession’s international equivalents, or with the existing standards rigour, staffing requirements, etc of accreditation requirements might raise doubts about the integrity of the RPL process and cheapen confidence in the robustness and quality of membership registration.
  • The training standards clearly preference counselling qualifications of counsellor educators over those from cognate professions. It does not treat them as equivalent and thus ignores the distinctiveness and value of counsellor socialisation and training in distinct preparation for the counselling profession.
  • The association audits accredited courses from time to time to ensure ongoing compliance. It does not rely on institutional self-report alone but also uses more thorough mechanisms to audit compliance.
  • Courses that do not pass audit are dealt with in a manner similar to how they would be dealt with by cognate professions.
Conflicts of interest
  • The association does not have any individual or business interests that might have, or be perceived as having, a conflict of interest with the association. Professional associations are for their members and should not allow business conduct that might bring the profession into ill-repute or diminish the confidence of its members.
  • Office holders, employees, and board members do not use and take advantage of the association or their role in it for their personal business interests.
  • The association outsources all business contracts transparently and using a competitive process.
  • The association has a governance structure that is effective and regarded as an appropriate practice to enable sufficient accountability and decision-marking.
  • The association has policies and procedures that specifically deal with conflict-of-interest prevention and management.
  • Annual reports provide an accurate report of the office bearers, association finances, strategy and other information that the membership is entitled to know.
  • The association does not threaten its members with legal action should they criticise or scrutinise the association or its practices.
  • The association does not push products onto its members, through pressure, questionable incentives, or discouraging them from outsourcing services. For instance, it does not pressure members to take its preferred insurance provider policies. Neither does it offer double credit for professional development that it endorses, thus implying that its professional development is twice the value.

By Nathan Beel 2025

Considerations about the draft National standards for counsellors and psychotherapist document

By Nathan Beel

21 November 2024

(Pictures are from screenshots from the draft training standards)

If you are a member of the Psychotherapy and Counselling Federation of Australia, or the Australian Counselling Association, you will probably have heard about the development of the national standards for counsellors and psychotherapists. These are a result of the Department of Health and Aged Care funding of $300k for Allen + Clarke consulting, to develop minimum standards for the counselling profession.

The draft version was developed from extensive written submissions and interviews, with stakeholders including counsellors and psychotherapists, the two peak bodies, consumers, and other interested stakeholders.

At this time, the draft version is ready for public consultation. It will close on Friday 13 December 2024.

My analysis

In my view, the document is pretty sound. Given the extensive consultation that formed the background for the draft standards, informed mostly by counsellors and psychotherapists and various working groups in the profession, it is unsurprising that the document is not too different to standards and practices in both the Australian Counselling Association (ACA) and in the Psychotherapy and Counselling Federation of Australia (PACFA).

This said, as it is a draft, I wish to offer my recommendations, many of which are informed by colleagues who I have discussed the draft with.

Expectations without protections

The draft rightly highlights minimum expectations for counsellors and psychotherapists, to ensure that the public is both protected from harm and that the profession aligns with government regulatory practices. The background for the standards recognises the important role counsellors and psychotherapists have in supporting Australian mental health and wellbeing. It also attempts to address the inconsistency between the ACA and PACFA in terms of training standards, guidelines, and practice. The aims are to be supported. However, my first concern is that these standards may create an unequal playing field between those who are part of the profession and thus accountable to these standards, and those who practice as counsellors outside of the profession. Skipping to the final focus area 4.1.4 Removal from practice, it highlights that breaches of the standards may lead to a withdrawal of membership. This implies that these standards only apply to registered counsellors (and psychotherapists, but from now on, I’ll just say counsellors as inclusive of both groups), not unregistered counsellors. In other words, registered counsellors who play by the rules can be removed from practice, and unregistered counsellors do not have a mechanism in these standards to be censured for problematic practice.

In addition to the penalisation of only registered counsellors, it may also disincentivise untrained or even trained but unregistered counsellors from joining as members. Why train, why pay membership, why be compelled to pay for monthly supervision, why pay for annual CPD, and why risk your practice by being a member when you can be a counsellor for no cost or risk? It seems the people who play by the rules bear the costs, the expectations and the risks, while those who practice outside of associations don’t have the same risks or costs. And the public is none the wiser as to who are registered or not.

The standards need either apply to all people who identify as counsellors, members or not, or there needs to be special protected titles for those who are registered, such as Registered Counsellors, or Licenced Counsellors. This way, the public may be better able to discern who is registered with the profession of counselling compared with who is not.

Lower trained counsellors treated as equivalent to more thoroughly trained counsellors

The first focus area that needs reconsideration is on education. The screen shows four columns, each moving from lower levels to higher levels.

The foundational and qualified levels capture diploma, bachelor and Masters level trained counsellors. I see two key issues with listing diploma and degree levels, essentially, as equivalent career stages. Firstly, diploma qualifications, which can be completed in just 12 months, are considered equivalent to degree qualifications that require two to four years of study in terms of level of the lower levels of standing. Secondly, diploma graduates are required to complete fewer placement hours (100) than degree graduates (200 hours). Are lesser qualified, lower trained, and less experienced diploma students really on the same level as degree plus students with more experience? Are the graduates trained as paraprofessionals on the same professional level as those who have had professional training and experience?

To address these concerns, introducing a pre-foundational stage and labeling diploma graduates as “Associate Registered Counsellors” could provide a solution. This distinction would recognise the value of paraprofessionals in counselling, supported by research showing they can achieve equivalent results to professionals. By differentiating associate counsellors from registered counsellors, similar to the nursing profession’s enrolled compared with registered nurses, the counselling profession can enhance credibility and transparency.

This proposed change would have several benefits. It would provide diploma graduates with additional credibility over unregistered counsellors, while clearly communicating their qualifications to the public. It would also address concerns about the reputation of the counselling profession appearing underqualified compared to similar professions that require a minimum of four years of university study. Furthermore, recognising the role of associate counsellors would support Australia’s counselling workforce needs, rather than potentially excluding effective practitioners.

Did COVID never happen?

The draft standards have retained the obsession some have with misconceptions about the importance of face-to-face experience in the formation of counsellors. Placements do not mandate the type of issues, type of therapies, or whether they practice individual, couples, family, or group therapy formats. However, this set of draft standards targets and mandates face-to-face contact, even though the post COVID world has clearly now made other formats of practice delivered via technology, as recognised practice. Existing research on telehealth doesn’t support a face-to-face only-ist position for counsellors. While it finds that face-to-face differs from online and phone therapies, it generally finds equivalent outcomes, therapeutic relationship, and satisfaction for clients. It is not a second-rate practice, though the research indicates that therapists with less experience and knowledge about it, tend to hold incorrect assumptions and negative prejudices against it. Requiring face-to-face only for 80 hours disadvantages students who cannot travel to an agency to do face-to-face work (i.e. remote region students), or who may not intend to become face-to-face practitioners. I wrote an article where I explored relevant research and argued that this restriction is outdated and based on myths. See here. If they maintain the current position, can at least we treat teleconferenced sessions as face-to-face? While not all the body language can be seen, there’s still a lot of body language the counselling practicum student can hear and observe in the interactions. In fact, the proximity of this format of the faces to one another is more literally face-to-face than sitting in a room together a couple of metres apart.

Worried academics – be careful what you wish for?

Another area that might raise eyebrows is the recency of practice. I think this is better labelled Currency of Practice as one could have met the requirements three years ago and not done any practice for the last two years, but still be considered having practiced recently according to this focus area criteria.

From a counselling academic perspective, keeping practice currency can be tricky. While some training institutions make space in the workload, others do not. This can put pressure on academics who are often time poor, working nights and weekends to keep up with their academic workloads, let alone adding practice on top of this.

As an academic, I am not advocating this be dropped even while I know that some of my academic colleagues might oppose this. The first reason is that I believe it is important for academics to maintain currency of practice. I know myself, how fast I become clinically rusty when away from practice for a month or two. I have been practicing for over 25 years and yet I can sense the impact of lengthy breaks. Another reason for keeping it as is, is that having this expectation as a minimum becomes grounds for peak body training standards to require institutions give counsellor educators release for practice, which in turn, should make allowance for in their workloads. Institutions that wish to retain accreditation will need to comply. Giving academics opportunities to maintain practice currency will enable them to provide higher quality current practice experience to speak from, rather than historical experience alone. Should currency of practice be removed, it will disincentivise academics from maintaining it. Being stale and out of touch with practice will in my view, reduce the richness of student experience and lead to academics being out of touch with the realities of contemporary client work. Students often have told me how differently enriching their experience is when taught by practitioners compared to academics without currency of practice. As a practice-based profession, I think we really we need to practice what we teach.

With the CPD criteria proposed, I don’t want to specialise

A colleague recently brought to my attention an issue with the Continuing Professional Development (CPD) requirements. Specifically, specialists who have completed Master’s level training in their area of specialisation are expected to dedicate 20 hours of CPD to that same area, year in, year out. For instance, a specialist drug and alcohol counsellor might be required to focus their professional development exclusively on drug and alcohol-related topics.

This raises concerns for me, as it seems overly restrictive. Clients with specialised concerns, such as addictions, often present with interconnected issues spanning multiple areas, like trauma. By limiting PD options to a single specialisation, practitioners may miss out on valuable training opportunities. While critics of my position might say that I could always do additional CPD in other areas relevant for practice, I would reply that I don’t want to be penalised with a burden of having to do over and above anytime I want to learn something outside of my specialty area. Sorry, this seems like a penalty for being recognised as a specialist. And additionally, it assumes there will always be opportunities for CPD in specialist areas every year. This may not be the case.

Personally, I’m inclined to maintain my advanced status rather than pursue specialist registration, solely to preserve flexibility in my professional development choices.

I recommend revising the CPD requirement to mandate only fewer hours in the specialization area. This adjustment would prevent discouraging professionals from becoming registered specialists, avoiding unnecessary limitations on their PD options, or increased demands.

Avoidance or neglect for new counsellors – take your pick

In the standards, less experienced counsellors, including new graduates, don’t have to do individual supervision – at all. While this might save them money, as group supervision is often cheaper, I think this is a risk to the public. An inexperienced counsellor who may not have an opportunity in the group to talk about a difficult client issue that they need help for in the following session is problematic. Moreover, they may be less inclined to bring up more sensitive or embarrassing issues with a group compared to an individual supervisor who is there only for them in the supervision hour, with no witnesses. I have supervised many newly minted counsellors and I know how much individual support they need. I am horrified at this proposal and think it is highly risky.

Cheers for supervisor eligibility and private practice restrictions

and

One pleasing update was that foundational and qualified counsellors are unable to provide supervision. This is welcomed to prevent the inexperienced guiding the inexperienced.

There’s also a useful update about eligibility for private practice, wherein there is a recognition that private practice has complexities and risks some with lower qualifications may be less likely to recognise or manage. While there will be some lower qualified and experienced private practitioners who do a great job, these standards address a risk that still continues to this day.

One of the challenges and reasons many counsellors have been attracted to private practice is because the employment market has discriminated against counsellors, making counsellors needing to explore alternative opportunities to practice. I really hope the national standards help to enhance employer respect and willingness to hire counsellors. I appreciate the ACA and PACFA’s efforts to educate industry about what counsellors can do, and both to create Scope of Practice documents as part of this education.

Researching confusion

The focus area on research I found somewhat problematic. First, why is the label about undertaking research about the counselling and psychotherapy professions. Why do we need research on the profession as a minimum standard?? Can’t counsellors research other areas related to counselling too? 

Also, the section appears to focus on the conducting of research. Firstly, diploma and bachelor students may have between nil and very little research training on average.

The second point I want to make is that rather than focusing on conducting research, shouldn’t require counsellors to be research literate? Very few practitioners will actually conduct and produce research, but all should be able to consume and understand research that might inform their practice. I agree with the importance of what is proposed. I just wonder about its relevance for the lower levels of trained counsellors who are unlikely to have had the relevant training to begin with, and unlikely to gain ethics approval if not having had sufficient research training.

Expert over or collaborate with

This is my last two areas for critique. 3.2.1 addresses promoting effective therapeutic relationship. First, we don’t promote the effective relationship, as stated in the focus area title. We don’t’ tell clients, “hey, I think you should really enter into a therapy relationship. It’s a really good thing”. No. Counsellors develop or facilitate it. Overall, though, I think this is an important focus area given the counselling profession, in my view, prizes the relationship.

The focus area 3.2.2 on applying theories and ideas in practice. It’s basically saying we should be theoretically informed. No disagreement here. However, the way it is written seems to exclude the client’s voice. In counselling, we do not impose theories or our ideas based on theories onto clients, but there is an interaction between client and counsellor knowledge. It isn’t a top-down expert over process about an interactional process of decision making.

Categorical confusion?

I’m not sure I understand how identifying and working with risks is directly and intrinsically related to discrimination. Focus area 2.1.3 is on respecting diversity, so I would have thought this area is of relevance to the discrimination category. However, I’m happy to be corrected. I just don’t see it at this time.

Conclusion

I’ve listed some of my concerns, not to diminish the perception of the quality of the standards overall, but to highlight some areas that might be worthwhile to reconsider. If you agree with some or all of my points, please use them in your feedback in the survey and share the link to this page with your fellow counsellors.

Snapshot of accredited counselling courses in Australia

by Nathan Beel 2024


While preparing for a journal manuscript related to counsellor education, I counted the number of counselling training that enables entry into the Australian Counselling Association (ACA), and the Psychotherapy and Counselling Federation of Australia (PACFA). I found a total of 98 courses with professional accreditation, with 83 recognised by the ACA and 37 recognised by PACFA. Counselling training has proliferated from 1974, where only one named counselling course (a diploma) was recorded (Franklin et al., 1994). Now there are six diplomas, two advanced diplomas, 22 bachelors, 27 graduate diplomas, and 41 masters recognised by at least one counselling peak body. These are delivered across 48 training providers. Counselling education has had incredible growth over the last 50 years.

If interested in viewing the spreadsheet, click on the link below:

Spreadsheet listing of accredited counselling courses data collected 25 May 2024

References

Franklin, J., Gibson, D., & Merkel-Stoll, J. (1994). Market demand for counsellors and other professionals: 1984-1990. Journal of Psychologists and Counsellors in Schools, 4, 39-49. https://doi.org/10.1017/S1037291100001898

Preparing for the interview for a counselling position, Part 1 of 2.

Nathan Beel and Florence Ee, 2018. Previously published in Qld Counsellors Association blog.

Recently I (Nathan) was asked by a recent counselling graduate for some tips for her upcoming interview. Rather than simply emailing the tips that might have some benefit for one person, this prompted me to consider a blog post that could provide wider benefit. I mentioned the idea to Florence, who started sending in ideas from her experience. With our combined experience on both sides of the interview process across several organisations and counselling related roles, we thought our observations may be useful. While the interview process will vary from panel to panel and organisation to organisation, below are some generic observations that applicants can consider when preparing for an interview.

Evidence, not reassurances: Many interview panels will base the interview on the job selection criteria. They may be less interested in verbal reassurances that one can meet the criteria, and more interested in historical examples of when one has met the criteria (or shows capability to meet something similar). Make sure you have clear and concise examples available that highlight how you met each criteria available to describe on request. If you don’t have examples that meet the criteria exactly, choose examples that relate to the skill in some way, even if from a non-related context. It can demonstrate to the panel that you have the potential to perform the same skill, perhaps with some tweaking, in the work context they are interested in.

Impression management: While positions are criteria-based and require objective ratings to compare applicants, there are subjective elements that will influence the panel’s ratings. Applicants need to leave an impression that is positive about who they are and what they value. Arrive close to the starting time. Not too early and certainly not late. Your grooming and clothes you wear to the interview send signals about how important the interview is to you, whether you are casual or serious, and your level of professionalism.

Demonstrate your interpersonal skills and qualities in the interview itself: Another thing that makes an impression is how you interact with the panel. While they may appear scary and, sometimes, emotionally hard to read and overly serious, they are people who want to make a good decision about who they will employ. When answering, remember you are talking with people. You are interviewing for a position that relies on your ability to relate to people in a way that helps set them at ease. You are giving them a sample of how you build and maintain rapport with others by doing this with them. Interviewers will expect interviewees may demonstrate nervous behaviours and, with this nervousness, can come self-consciousness. Find ways to connect at the human level and make comments that demonstrate empathy for their role. For instance, consider saying, “I appreciate the questions you’ve asked, as I can see it’s important for you to get the right person for the position and for the clients.” Thank them after the interview for their time meeting with you and for the opportunity for the interview. As an interviewer, I’m asking myself: Would I be comfortable working with this person’s interpersonal style being demonstrated? Would I be comfortable entrusting our service’s clients to them?

Monitor your own behaviour in the interview and aim to be relaxed as possible. I (Florence) find grounding strategies helpful before an interview – deep breathing, imagery, progressive muscle relaxation and using your five senses. Aim to give sufficiently detailed answers while keeping answers appropriately concise, stay on track, and when finished, check with the panel if you have answered their question. Take a moment to answer your question. I (Florence) find it helpful to sometimes write the questions down. If you give long rambling answers, this could raise questions in the interviewer’s mind about whether this is how you normally communicate and could indicate a lack of empathy for the listeners. Likewise, too short an answer or an inability to stay focussed on answering the question they posed may raise other concerns about you.

Most counselling roles require knowledge that is deemed relevant to the role. Some knowledge will be essential, while other knowledge will be accepted to develop and extend once employed. The job description and selection criteria should indicate what knowledge may be important to prepare for. The depth of knowledge you have will be evident in your answers to the questions, particularly as they will compare what you say against their own knowledge and the answers from other interviewees. Admit if you don’t know something rather than attempting to bluff the panel. Do some research on the role that you have applied for, read what is available on the organisation’s website or ask friends / colleagues from the counselling association about the job you are applying for.

Motivation for the role: There may be a question about why you applied for the position. Many interviewers want someone who will be passionate about the position, client group, and/or organisation. Referring to the financial benefits as a major benefit of the role can send a message that this is all that is important to the applicant. Another mistake would complain about one’s previous position. I remember one interviewee who spent 5 minutes describing her burnout from her previous position and how unsupportive her previous employer was. As much as we felt for this person, we considered her an unacceptable risk, recognising we were hearing one side of a story.

While agencies can be quite toxic at times within the human services, employers are careful about the potential risk of work cover claims, of employees who may generate stress and blame within organisations, and sends a signal of the willingness of the former employee to diminish the reputation of her workplaces when dissatisfied. Compared to other applicants, the panel will want a person passionate towards the role, willing to learn and receive feedback, the organisation’s values, and objectives, and to have minimal risk and baggage with them.

Skills: Some interviews may assume your qualifications and experience means that you will have the necessary skills. Others may ask you to describe what you might do in hypothetical situations, or skills you might have used in the past. Some interviewers may ask you to demonstrate your skills in the interview itself in a simulated counselling interview. Regardless of how they assess your skills, the main thing is that they want to know if you can deliver the service they are employing you for.

If the panel asks you to demonstrate skills, consider what they may look for. Often it is simply about your ability to form a relationship with the client, particularly if they are asking for a brief five-minute simulated session. Demonstrate your counselling micro skills instead of problem-solving, ask open questions, empathise with your client, and if there’s an opportunity to summarise the session, demonstrate this in the role-play. Many counsellors can be prepared for these through their educational experience of counselling in front of their lecturers and producing counselling videos for assessment. Nonetheless, it can still trigger anxiety performing in front of a panel in a job interview context.

Practice frameworks: Some positions will not require the counselling applicant to align with a particular modality, while others may. It is not unusual for panels to ask what framework you work from and why. Citing a microskills textbook author or stating that one is Rogerian or Person Centred is common and can raise questions in the panel about whether one has gone beyond initial training in their development. Another common answer is that one uses an integrated approach. Be prepared to answer what you might integrate, otherwise it can be viewed as not following any model and flying by the seat of one’s pants. Be prepared to describe any modalities you have studied and influenced your practice and why you chose these. While the panel may not be particularly interested in the selection of models that influence you, they may be interested in whether your knowledge is basic and shallow, or alternatively, well considered. You might also ask the panel what practice frameworks the organisation prefers or adopts, and if appropriate, ask why the organisation adopts it. This will both show a willingness to engage with the organisation’s own preferred treatment framework and also enable you to consider whether this is a framework you would want to learn and practice.

This first instalment has listed eight areas to consider when planning for an interview, including topics such as impression management, motivation, skills, and practice frameworks. The next and final instalment will list another eight areas that may assist you in preparing for the counselling position interview.

Firm on expertise, soft on identity: How counsellors can be excluded from educating counselling students for their own profession

By Nathan Beel PhD

Written 2020. Please note PACFA’s training standards are regularly updated so view this paper as talking to a historical point in time.

Abstract

Biases within higher education may restrict opportunities for counsellors to teach counselling. While the counselling profession has provided training and accreditation standards that deliver common educational requirements for shaping counselling trainees, they may not do enough to ensure qualified counsellors are sufficiently represented as counselling educators. It is possible that some counselling students are graduating without being taught by any qualified counsellors. This article argues that counsellor education is more than transmitting counselling skills and knowledge, but importantly, develops a professional identity and connection with the counselling profession and its values. The profession’s accreditation guidelines implicitly treat qualified counsellors as optional for staffing counselling courses and enables higher education providers to prioritise employing staff from occupations deemed similar. I argue that the counselling profession must ensure it more clearly supports the hiring of registered and qualified counsellors as academics teaching and coordinating accredited counselling courses and meaningfully safeguards the inculcation of the profession’s values in counsellor training. Otherwise, the future of the counselling profession itself may be shaped in alignment with the values of other professions, as members of ‘equivalent’ professions’ gatekeep and mould those entering the counselling profession.

Introduction

Counsellors[1] in Australia have experienced discriminatory practices throughout the profession’s short history. Counsellors are all too familiar with adverts seeking to hire counsellors, only to find that they are ineligible to apply because they are not a psychologist or social worker. This ironically has extended into university student counselling services where counselling degrees are offered (O’Hara & O’Hara, 2015). While recognition of the profession of counselling has been improving over time, professional discrimination may still be occurring. An implicit devaluing of qualified counsellors[2] as underqualified for teaching their own students may happen in some training courses designed to prepare future counsellors for the profession and is enabled by over-inclusiveness in PACFA (and ACA) course accreditation guidelines.

A minority in teaching counselling

In 2018, a colleague and I reviewed the websites of eight counsellor training provider courses in Australia as part of an internal benchmarking exercise. We found that most staff who taught counselling subjects by these providers were not registered counsellors within the counselling profession, but were mostly psychologists, followed by social workers and teaching staff not visibly registered with any profession. A year later, I searched the staffing profiles of four universities who offered accredited training programs and this time checked registration status from professional registries (e.g., Australian Register of Counsellors and Psychotherapists (ARCAP), Australian Association of Social Workers (AASW), etc.). Two had no Counsellor Educators (i.e., qualified members of the counselling profession who teach into counselling courses), and the remaining two had a maximum of one continuing Counsellor Educator in the teaching teams. Of these four universities, Counsellor Educators were either the minority or entirely absent from the teaching teams. Again, most who taught counselling were psychologists. While the sample is too small to generalise, it raised questions for me about how it is possible that counsellors could be underrepresented or absent within the counselling discipline.

If the samples echo a more widespread lack of Counsellor Educators in higher education, it may partly reflect the relative recency of counselling’s emergence as a profession in Australia. The momentum for professionalising and consolidating counselling began with the establishment of PACFA in 1998 (Schofield, 2015) making it a very young profession in comparison to psychology (1944) (APS, 2020) and social work (1946) (Miller, 2016). Since this time, counselling training programs have proliferated both in private institutions and public universities, but I have not seen evidence of this demand translate into a significant number of applications by counsellors for counselling lecturer positions. The demand for counselling education appears to be much higher than the supply of suitably qualified and experienced Counselling Educators.

The counselling profession may not yet have a sufficient supply of Counselling Educators and thus may continue to rely on Educators of Counselling (i.e., educators from other professions who teach counselling) to fill the gaps. Even so, there are barriers in the education market that favour Educators of Counselling over Counselling Educators. Counsellor Educators are competing against a larger pool of similar professionals who typically have more extensive research and teaching backgrounds, hold doctorates, have more substantial research track records, are members of higher status professions, and can teach across disciplines in professionally accredited programs. Besides this, they often have extensive practice experience. In the interviews for Counselling Lecturer positions I have been involved with over the past 12 years, similar professionals outperform Counsellor Educators on most of the criteria. While counsellor applicants might outperform on possessing relevant membership, they lag behind with the level of qualifications, and experience in teaching, research, and even therapy practice experience. It is not an equal playing field for Counselling Educators, and unfortunately, those trained and qualified as counsellors may be on the losing side even in their own discipline area.

In the table below, I demonstrate the differential trends I have seen in applicants for counselling lecturer positions. If this reflects a broader trend, it is understandable if counsellors miss out on such appointments.

ValueCounsellors/PsychotherapistsPsychologists
Educational attainmentMasters qualifiedPhD qualified
Research experienceVery limited (if any) publicationsMore publications
Number of applicantsEstimated average 10-20%Estimated average 80-90%
Clinical experienceYesYes
Clinical supervisionCan supervise only counselling studentsCan supervise counselling and psychology students
Teaching experienceOften limited to professional development or internal trainingOften experienced in teaching in higher education
Administrative functionsMay not have high confidence administrativelyOften excel in administration
Team skills and communicationOften highly skilled and have warm and friendly interview presenceOften have a more professional persona and communication approach
Diversity of expertiseTherapy, supervision, and some management experience. Experience in private practice, education and human services organisations.Therapy, supervision, psychological testing, research supervision. Experience in private practice, human services, health, and education settings.

There are additional factors that influence how committed a tertiary institution may be in hiring Counsellor Educators. These include whether counselling is in a department with an ‘overlapping’ profession or not, how much the Head of Department supports the counselling discipline’s boundaries in teaching and hiring decisions, the professional composition of the staffing profile of the department, including its leadership[3]; and how much the organisation or department is focussed on strengthening its research profile.

My perception is that over time, Counselling Educators in continuing positions are numerically shrinking rather than growing. If this perception is accurate, I propose three key reasons. The first is that universities are generally showing less tolerance for hiring people without doctorates. The second is that when the counselling discipline is co-located with other similar higher status professions with more prescriptive accreditation requirements, staff appointments will be biased towards the dominant profession’s staffing profile. The imbalance of the staffing profile may reinforce perceptions of counselling’s sub-ordinance within the staffing structure (and to the student body) and diminish the counsellor influence in their own domain. The third reason is that the counselling profession’s existing accreditation requirements have enabled a type of interprofessional colonising of counsellor education by remaining relatively neutral and thus failing to compensate for an unequal playing field.

The contribution of counsellor training standards

In my view, PACFA’s training standards provide insufficient incentive to hire qualified counsellors or to address this potential inequity. PACFA’s training standards allow the selection of staff based on program needs with respect to staff experience or qualifications. For those overseeing the programs, they “… must be psychotherapists/counsellors or professionals from a related discipline… who are eligible for clinical or full membership of the professional body relevant to their qualification” (emphasis added) (PACFA, 2018b, p. 5). Of eight criteria for course coordinators in PACFA’s Training Standards, none address identity or knowledge of the counselling profession.

PACFA has second document called the Course Accreditation and Application Guidelines 2018 (PACFA, 2018a). This document requires core staff to hold “relevant degrees… preferably from PACFA accredited programs… or…a closely related field” (p.8). It additionally requires core staff to “identify with the counselling or psychotherapy profession through memberships and involvement in appropriate professional organisations (i.e. PACFA or PACFA Member Association)” (PACFA, 2018a, p. 8).

While PACFA’s wording in parts signals a preference for Counsellor Educators, the wording fails to safeguard against counsellors being excluded from counselling discipline staffing profiles. PACFA does not require teachers of counselling to have any affiliation, knowledge about, or experience with the counselling profession. Also, by treating alternative professionals as equivalent, the training standards imply that the hiring of Qualified Counsellors is ‘optional’. Staffing managers higher up in faculties may have little understanding or empathy for safeguarding distinctions between professions. Why should they hire lesser qualified ‘optionals’ instead of more qualified, experienced, versatile and research productive ‘equivalents’? The profession’s current suitability criteria, undoubtedly unintentionally, enables the exclusion of Counsellor Educators.

Compare this with alternative professions with evidence of more substantial protectiveness and regard for their own members’ professional identity, allegiance, expertise and relevance in the educational processes. The profession of Social Work mandates that a minimum of 50% of lecturers have social work qualifications (Australian Association of Social Workers, 2012). The profession of psychology requires qualified psychologists to teach psychology with an onus on the provider to justify alternative appointments (Australian Psychology Accreditation Council, 2019). These guidelines do not prevent receiving training contributions from suitably qualified professionals but influence training providers to prioritise the respective professionals in hiring. Both these professions have a stronger professional identity and higher professional status than counselling and ensure their members are prioritised in teaching appointments.

Interrogating equivalence

The second implication in the PACFA’s 2018 training standards wording is the assumption of equivalence. The counselling profession has historically struggled to form a clear collective identity that differentiates itself from other professions (Alves & Gazzola, 2011). Yet the formation of a counsellor and their professional identity is important both at a broader profession level and an individual level. One of the essential roles of Counsellor Educators and Educators of Counselling is to help counselling students develop a strong sense of counsellor identity, delineate its distinctiveness from other professions, and understand its core philosophical values. Doing so will help students gain a connection with, and pride and optimism about their profession (Woo et al., 2014). As part of developing their professional identity, “…students [should] develop a set of attitudes, perspectives, and personal commitment to the standards, ideals, and identity of the counseling profession” (Choate et al., 2005, p. 384). PACFA’s accreditation guidelines reinforce the importance of the developing professional identity, stating “All staff… will be clearly committed to preparing professional counsellors and psychotherapists and promoting the development of the student’s professional identity” (PACFA, 2018a, p. 8).

Education into membership of professions requires acculturation into the profession’s identity (Tan et al., 2017), and students’ values and attitudes are shaped by role models who they equate with their chosen profession (Day et al., 2005). Can educators who have been trained, socialised, and hold primary allegiance to different professions, paradigms and identities adequately prepare students to enter the counselling profession and infuse its values? Can educators who have no membership or participation in the counselling profession sufficiently understand the profession they are preparing students for?  While those outside the counselling profession can contribute valuable expertise from which to teach theories, skills, ethics, and research, they are likely to unconsciously (or consciously) and pervasively reflect their own professional identities and associated values. Denying students’ ongoing access to counsellor role models through their training is likely to add to the challenge of developing a clear professional identity (Woo et al., 2014). The international peak body, the Accreditation of Counseling and Related Educational Programs (CACREP) recognised the importance of staff alignment, and now requires all core counsellor teaching staff to demonstrate identification, via membership and ongoing commitment to the counselling profession and discipline as minimum requirements (CACREP, 2019).  

The questioning of equivalence is not intended to devalue the contributions and expertise interdisciplinary staff make into counselling programs, but to underscore the importance of utilising qualified Counsellor Educators in transmitting the values and traditions of the counselling profession. The critical numerical balance and the leadership roles in counsellor programs should favour members of the profession the students are being prepared for. Educators of Counselling not only train, but may arguably (and understandably) influence students towards their own professional values; just as they were appropriately influenced by the discourses of the profession they maintain an allegiance with. Exposure to Educators of Counselling is not problematic if it simply reflects a healthy exposure to interprofessional diversity of which counselling students should be exposed to. However if, for argument’s sake, psychologists make up the majority of those socialising counselling students without an adequate understanding of inter-professional differences in values, traditions, training approaches, and professional allegiance; could this ultimately lead to the dilution, replacing, and ‘psychologising’ of core counselling values over time within the profession itself?

The isolating of counsellor educators

Another issue that can emerge with a disproportionate weighting of Educators of Counselling is that Counselling Educators can be professionally isolated and be a minority in the staff teaching counselling courses. While Counsellor Educators may have strong collegiality with peers from other professions, if they are the only one, or one of a minority number, professional isolation and a reservation about speaking freely within their context may occur. If there is democratic decision-making in counsellor course decisions, the minority number of Counsellor Educators may be outvoted by the Educators of Counselling who may have little understanding or commitment to the counselling profession’s values and culture. There is a potential that the Counsellor Educator defaults to a role of monitor, guardian, discipline advocate, and staff educator about principles associated more closely with the counselling profession. They also occupy a position of being approached by students asking why most of their lecturers are not counsellors but belong to alternative professions. For institutions whereby counselling is taught alongside other disciplines, new continuing staff can be employed to meet the needs of the higher status and/or more restrictive disciplines, and counselling gaps filled with available existing staff (given that they can be taught by an ‘equivalent’ clinician) rather than staff specifically employed to contribute to the counselling course/s. Job applicants may also apply for Counselling Lecturer roles as a less competitive entry point from which to progress sideways back to their own discipline when the opportunity arises, while potential Counsellor Educators may be turned off applying for positions in universities where they see counsellor underrepresentation in the staffing profile. All these factors can affect the morale of Counsellor Educators as they find themselves minorities in their own discipline.

The influence of training standards

The current training guidelines currently enable those outside the profession to determine the professional makeup of those who train counsellors. In addition, non-members of the counselling profession also select and prepare students for entry into the counselling profession. In my opinion, the existing standards show insufficient concern for safeguarding the counselling profession’s disciplinary boundaries and identity when it comes to training. The counselling profession needs to ensure they are advocating first and foremost for the profession, its quality, its reputation, and the interests of its members; and training standards should adequately reflect this in all areas, including staffing. Universities are becoming more accustomed to practice-based professions like counselling (such as nursing, paramedicine, etc.) that produce relatively low numbers of academics from their graduates. Universities will hire and mentor staff without doctorates and research if required by professional training standards to hire from within a specified profession.

The authority to prioritise staff appointments of less experienced academics in the presence of stronger competition often does not come from the Course Leaders overseeing the programs but the professional training accreditation requirements. Course Leaders presently have no authoritative grounds within accreditation requirements to insist on advertising exclusively for, or for prioritising Counselling Educator appointments. Their recommendations to hire Counsellor Educators can be dismissed by Heads of Departments or faculties, who insist on the more qualified equivalents. While accreditation standards are what Course Leaders rely on to ensure the institution maintains appropriate quality in counsellor education, when it comes to staffing, these same standards undermine their efforts to prioritise hiring Counsellor Educators. If the profession’s guidelines do not prioritise Counsellor Educators, why should universities prioritise hiring them?

Until the guidelines are amended, Counselling Educators are likely to be limited mainly to sessional teaching appointments, particularly if Heads of Departments want to rationalise teaching staff to teach across complementary disciplines. Likewise, counselling applicants who do not possess PhDs, lack experience with teaching in higher education settings, cannot teach and supervise across disciplines and do not hold track records of research; or are not prepared to juggle the demands of a part-time practice with being a full-time academic, may also be disadvantaged.

Recommendations

It is understandable that the counselling profession would not set too stringent staffing requirements for such a young profession. Doing so would starve itself of academics (and potentially accredited courses) who can keep a steady pipeline of counsellors entering the profession from the higher education sector. However, at some point, a change of strategy is needed lest the existing standards contribute to starving the profession of its own identity and its own practitioners becoming excluded from teaching counselling in higher education. The concerns about the varying costs of too heavily relying on Educators of Counselling and the restricted opportunities for Qualified Counsellors to become academics, raise questions about what can be done to increase Counsellor Educator presence and influence in the teaching of counselling Courses. Available options should be considered in light of the profession’s priorities, the available supply of Counsellor Educators, the risks of institutions abandoning accreditation, and other less obvious and foreseeable impacts that such changes might bring. The choice, timing and strength of interventions also need to be considered.

There are several options available in relation to the issues posed in this paper. The first might be for PACFA’s research committee to commission a study of the professional staffing profile of PACFA-accredited Australia counselling courses. This would provide data from which to identify if a problem of significance does exist. A second might be that PACFA’s training standards more clearly prioritise the hiring of Counsellor Educators. For core staff, this might be by requiring institutions provide evidence of a commitment to meeting minimum quotas of Counsellor Educators. This would shift Counsellor Educators from being optional to being closer to an inherent requirement for staffing profiles. An alternative to quotas might be to ask new and renewal accreditation applicants to demonstrate how the course ensures students are appropriately socialised into the counselling profession. How does it ensure students have access to counsellors as role models throughout their studies? How does it ensure its staff are sufficiently familiar with the counselling profession and its values so they can align their teaching accordingly? How does it ensure the course leadership have sufficient understanding, commitment[4], and connection with the counselling profession whereby decisions are congruent with what is valued by the profession? For those with a strong staffing profile of Counsellor Educators, these will be more easily demonstrated. For others who do not meet some of these, they might be required to include a strategic plan to address shortcomings along with their accreditation application.

Academic staff and leaders can also play a part in stimulating the pipeline of future Counsellor Educators. At the higher education institution I work, the leadership team ensured that the research project in our Master of Counselling was substantive enough to enable entry into our PhD programs. We encourage students to think about a career in higher education and highlight the scarcity (and importance) of PhD holding Counsellor Educators, whilst also promoting research and academic careers as achievable and rewarding. Staff encourage individual students who demonstrate suitability, to consider PhDs and other opportunities for engagement with scholarly activity. With academic pathway students, we explain the need to develop as an experienced practitioner over time. We encourage the students to be on the doctoral journey simultaneously as developing experience as therapists.

Conclusion

This paper raised concerns that there is some evidence to suggest Counsellor Educators may be sidelined in favour of recruiting educators from other professions. It calls for increased strategic support for prioritising the hiring of Counsellor Educators (including psychotherapists), both for the interests of the profession’s members they represent, and also the interests of maintaining the profession’s distinctiveness and identity throughout the training offered to counselling students. It noted potential strategies that could prioritise Counsellor Educators in the hiring decisions for teaching staff, and of building the supply of future Counsellor Educators.

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A special thanks to the PACFA members who kindly provided valuable feedback and suggestions on drafts. Note: The views expressed in this article are the author’s alone, and not representative of his professional affiliations.


[1] While this article specifically references counsellors, it applies to psychotherapists where relevant.

[2] The term qualified counsellor is used to identify those who have training and experience that make them eligible for ARCAP (Australian Register of Counsellors and Psychotherapists) registration. The term Registered Counsellor refers to those listed on ARCAP.

[3] In August 2019 I read a position description for a Counselling Head in a private college that provides PACFA and ACA accredited degrees. The first criteria stated: “Registration as a psychologist in Australia required”. The provider did not offer psychology degrees so having this requirement appeared unjustifiably professionally discriminatory to those in the counselling profession. The outgoing Counselling Head was a psychologist.

[4] Currently there are eight guidelines for Course Coordinators overseeing counselling courses (PACFA, 2018b). In these, there are no requirements of any knowledge of, or connection with the counselling profession. The professional identity, commitment, and knowledge appears irrelevant.