PsycCareers

• The Company shall be responsible for the accuracy, timeliness, completeness and removal of any employment requirements that are placed on PsycCareers.com, Monitor on Psychology and gradPSYCH.
• The Company shall present on PsycCareers.com, Monitor on Psychology and gradPSYCH only genuine existing employment requirements with the Company.
• APA assumes no responsibility or liability for any personnel selected by the Company and the Company represents that any selection, retention or hire of any individual or entity is based solely on the Company's investigation, verification and determination that such hire is suitable for the Company's purposes.
• The Company agrees to hold harmless APA from any claims, damages or losses incurred by the Company or any other party as a result of use of PsycCareers.com.
• APA reserves the right to remove the job posting(s) if an arrangement for the billing process has not been met within a 24-hours period of posting.
• APA reserves the right to edit all employment advertisements.
• No advertisement submitted by the Company shall reflect, imply or contribute to any discriminatory actions, practices or improper bias. APA reserves the right to edit any advertisement to remove any such offending language or implication.
• The Company shall take sole responsibility to assure that the content of its advertising is true and accurate and conforms to all applicable laws, standards and regulations and the Company represents and warrants to APA that it has all necessary authorization for the placement of the entire content of its advertising within the site, Monitor on Psychology and gradPSYCH. APA may however decline any advertising or discontinue further publication of any advertising, at any time and for any reason, and shall not be liable in any manner as a result of such action, except to refund a prorated portion of any unused prepaid posting packages.

GUIDELINES FOR USE IN COMPOSING AND RESPONDING TO CLASSIFIED ADVERTISEMENTS TO BE PLACED IN THE MONITOR ON PSYCHOLOGY, gradPSYCH, AND PSYCCAREERS APA’S ONLINE CAREER CENTER. These same guidelines are applicable to any position opening advertisements appearing in other APA publications. Readers receive the Monitor on Psychology and gradPSYCH approximately mid to late month. APA recommends that response deadlines in advertisements be no earlier than the 15th of the month following the month of publication. The date of first appearance is noted at the end of each Position Opening listing.

EQUAL EMPLOYMENT OPPORTUNITY
The American Psychological Association endorses equal employment opportunity practices and accepts only ads that are not discriminatory on the basis of race, color, gender, religion, age, national origin, veteran status, or physical disability. In addition, APA encourages advertisers to not discriminate on the basis of marital status, the numbers and ages of dependent children, mental disability, or sexual orientation. In keeping with this policy, the use of “recent PhD” in the Monitor on Psychology, gradPSYCH, and the PsycCareers advertising is not allowed on the basis that it is potentially age-discriminatory (see U.S. Department of Labor prohibition on use of “recent graduate”). The term “beginning-level salary” may be used. Positions may also be defined in terms of teaching load, specified number of years away from a tenure decision, or requirements of certain skills. We reserve the right to edit all copy and to refuse ads that are not in consonance with the principles of Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Veterans’ Reemployment * Rights Act Handicap Bias, the Vietnam-Era Veterans’ Readjustment Assistance Act of 1974, and the Americans With Disabilities Act of 1990. The Equal Employment Opportunity Act, in addition to Public Law 100-238, makes specific legally permissible exceptions to discrimination in hiring by religious institutions, Indian tribes, and federal correctional facilities. For this reason, certain Position Openings advertisements will include job opening restrictions on the basis of religious, racial, and age factors. Without limiting PsycCareers's terms, conditions, and policies, PsycCareers in accordance with Department of Justice guidelines: 1) Prohibits any job posting that requires U.S. citizenship or lawful permanent residence in the U.S. as a condition of employment, unless otherwise required in order to comply with law, regulation, executive order, or government contract. 2) Prohibits any job requirement or criterion in connection with a job posting that discriminates on the basis of citizenship status or national origin. You can review more information at http://www.justice.gov/crt/about/osc/htm/best_practices.php. For complete EEO guidelines please refer to the following resource: http://www.justice.gov/crt/osc/.

CENSURED INSTITUTIONS
By vote of the Council, 1974, listings will be accepted from academic institutions under Censure by the American Association of University Professors (AAUP). However, these listings are identified in print and online by the placement of the symbol (•) preceding line classified position openings (and by an editor’s note located in the Advertising Guidelines for display classified ads) in order to advise applicants that the employing institution, or its administration, which includes the administrative officers and the governing board of the institution, has been censured by the AAUP, and that further information may be obtained from the relevant AAUP Bulletin.

“PSYCHOLOGIST” TERM USE
APA policy on the use of the title “psychologist” is contained in the General Guidelines for Providers of Psychological Services, which defines the term “Professional Psychologist” as follows: “Psychologists have a doctoral degree in psychology from an organized, sequential program in a regionally accredited university or professional school.”APA is not responsible for the specific title or wording of any particular position opening, but it is general practice to refer to master’s-level positions as counselors, specialists, clinicians, and so forth (rather than as “psychologists”). In addition, it is general practice to refer to APA-accredited programs as “APA-accredited” rather than “APA approved.” The position as described must be in conformity with the statute regulating the use of the title psychologist and the practice of psychology in the state in which the job is available.

ADVERTISEMENTS SHOULD BE WRITTEN TO CONVEY THE FOLLOWING INFORMATION

• Any limits or restrictions on Position Opening advertisements including any restrictions on the basis of geographical, age, and/or religious factors.
• Job title with area of specialization (required)
• Name of employer and address, e-mail, or fax number required (blind or box ads cannot be accepted)
• Description of position, responsibilities involved, permanent or temporary,tenure-track or not, etc.
• The minimum qualifications required
• Salary range and period covered
• Closing date for applications and the date the position will commence
• An indication if interview expenses are not to be fully paid
• List of documents that must accompany initial letter of application, e.g., vitae, names of references, etc.
• Name and address of person to whom application should be directed

PLACING OF AN ADVERTISEMENT IMPLIES THAT

• Jobs exist as described.
• There is/are no prescribed candidate(s).
• Employer will acknowledge receipt of applicant’s material.
• It is recommended that advertisers inform an applicant when (s)he is eliminated from consideration or when the position is filled.

RESPONDING TO AN ADVERTISEMENT IMPLIES THAT

• Training experience and interests are accurately represented by letter of application and supporting material and are consonant with those specified in the advertisement.
• Applicant should notify prospective employer if (s)he no longer wishes to be considered for the position.

SAMPLE POSITION OPENING AD
ASSOCIATE PROFESSOR: Statesville University, Central City Campus, Department of Psychology. Permanent tenure-track teaching and research position in an APA-accredited program. Minimum qualifications include: doctorate in psychology, 5 years’ teaching and research experience in (1) cognitive psychology, especially middle-to-late years’ human memory processes, or (2) animal models of aging. Responsibilities include: teaching 12 credit hours per year, maintaining vigorous research program, supervising student dissertation research. Nine-month salary range is $00,000-$00,000 dependent upon qualifications. Position commences September 1, 2006. Applications must be received before April 4, 2006. Out-of-state interviewees will be expected to cover one-half of their travel expenses for the initial interview. Submit a letter of application, vita, names and addresses of four references, and two recent publications from refereed journals to: J. A. Doc, Chairperson, Search Committee, Psychology Dept., Statesville University, Central Campus, Any State, U.S. An Equal Opportunity/Affirmative Action/ADA Employer.

Advertising Policy for APA Publications
The acceptability of an ad for publication in APA publications or on the APA Web site is based upon legal, social, professional, and ethical considerations. In addition, an ad must be in keeping with the generally scholarly and professional nature of the publication. The general policy is stated as follows: “The publications of the APA are published for and on behalf of the membership to advance psychology as a science, as a profession, and as a means of promoting human welfare. The association reserves the right to, unilaterally, REJECT, OMIT, or CANCEL advertising which it deems to be not in the best interest of APA, the objectives set forth above, or which by its tone, content, or appearance is not in keeping with the essentially scientific, scholarly, and professional nature of its publications. Conditions, printed or otherwise, which conflict with this policy will not be binding on the publisher.”

Elaboration of the above general policy is contained in the following specific statements about the kind and content of ads that are not acceptable for publication in APA periodicals or on the APA Web site. The statements are intended to establish guidelines for APA personnel responsible for administering the policy and also for advertisers in submitting ads for publication and Web posting.

• The APA undertakes to comply with the letter and the spirit of Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, the Veterans’ Reemployment Rights Act Handicap Bias, the Vietnam-Era Veterans’ Readjustment Assistance Act of 1974, and the Americans With Disabilities Act of 1990. As such, the Association endeavors to not discriminate on the basis of age, race, color, religion, gender, sexual orientation, national origin, physical or mental disability, veteran status, marital status, or the numbers and ages of dependent children in its own employment practices and will not knowingly permit its publications and Web site as ad media, to be used by others in support of discriminatory practices.
• Advertisers will be encouraged to use gender-neutral terms in ad text because the use of certain pronouns, i.e., him or her, in ad text could under certain circumstances be taken to imply discrimination (not necessarily job discrimination) on the basis of gender.
• Advertising of doctoral programs in APA publications and on the APA Web site will be restricted to those schools or other institutions fully accredited by regional or other institutional accrediting associations recognized by the U.S. Department of Education.
• The Association reserves the right to refuse advertising submitted for the purpose of airing either side of controversial social, ethical, or professional issues.
• As a general rule, candidates for the office of APA President may not be featured (within text or photographs) in advertisements appearing in APA publications or on the APA Web site during the election period (April through November). Exceptions to this rule include an advertisement for a book authored or edited by a presidential candidate or the inclusion of a candidate’s name in a department faculty listing. A final determination of the appropriateness of any mention of an APA presidential candidate within an ad will be made by APA’s executive editors and may include consultation with the APA Elections Committee.
• Pharmaceutical advertisements must conform to all federal regulations and policies of the Food and Drug Administration in every respect. Products intended for human use or consumption that do not come under the jurisdiction of the FDA must be safe and effective in their intended use, and proof of safety and effectiveness must be provided by the advertiser upon request.apps.website. It should be noted that the regulations of the Food and Drug Administration provide exacting legal controls over the claims that drug advertisers may make for their products and require them to state contraindications, hazards, etc., unless “reminder advertising” makes no product claims. Adherence to legal requirements concerning the content of drug advertising is the manufacturer’s responsibility. The disorder or symptom for which a drug or other product is being recommended must be prominently stated within the advertisement, except in reminder advertisements, as provided by the FDA regulations. Advertisements will not be accepted that suggest in any way the use of a medication or other substance for the relief of the tensions or problems of everyday life rather than for the relief of symptoms of illness or disorders. In pharmaceutical advertising copy, the full generic name of each active ingredient shall appear. Pharmaceutical products for which approval of a New Drug Application by the Food and Drug Administration is a prerequisite for marketing will not be eligible for advertising until such approval has been granted. Special purpose food products (e.g., foods for carbohydrate-restricted diets and other therapeutic diets) are eligible when their uses are supported by acceptable data. Regarding vitamin prescriptions, if claims not generally recognized are made for any vitamins, such claims must be substantiated by clinical studies acceptable to the Association.
• Advertising of insurance programs in APA publications (including division publications) and the APA Web site will be limited to only those programs endorsed or sponsored by the American Psychological Association Insurance Trust (APAIT).
• APA reserves the right to decline advertisements from companies advertising products and services that could be considered competing with the APA Member Benefits Program. Examples include, but are not limited to, affinity credit cards, telephone long-distance services, financial programs, car rentals, hotels, and magazine services.
• It is the responsibility of private agencies to insure that they are in compliance with provisions of the state laws which relate to the title and/or practice of psychologists. Further, the use of the term psychologist by private agencies in recruitment ads implies that such psychologists are engaged in the independent practice of psychology and as such are subject to the guidelines stated in the Ethical Principles of Psychologists. (Copies are available from APA.)

CAREER SERVICES DISCLAIMER
These career services are provided as a service of the American Psychological Association. While APA endeavors to provide quality services, APA can not guarantee the accuracy nor completeness of the services provided and neither assumes any liability or responsibility in connection with the services or any errors or omissions in the services. Under no circumstances shall APA be liable for any direct, indirect or consequential damages that may result from the services. APA relies on job seekers and employers to provide ethical, accurate and reliable information about themselves and does not make any independent verification of posted content. Accordingly APA makes no warranties or representations about and is not responsible for the content of job listings or applicant credentials.