sociometry of training

[drkatetsi at mac.com]

And yes like the toronto center noone can pass any tsm level without onsite evaluation by ateast two tsm trainers and peer review.  The students must also keep records and reply to the written checklist after each supervised practice.

There is much moaning and groaning, esp in china where they want everything quick and easy.  But those who complete the process know they are the best!!!!

And of course they can also count their tsm hours as regular psychodrama training hrs too as all our trainers are teps or pats.

Kate
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-----Original Message-----
From: Ann Hale <annehale at swva.net>

Date: Mon, 24 Nov 2008 13:11:05 
To: Adam Blatner<adam at blatner.com>; <drkatetsi at mac.com>; <list at grouptalkweb.org>
Subject: Re: sociometry of training


Adam, the Toronto Centre for Psychodrama and Sociometry has operated with checklists and compentency standards, for each of the three level reviews, for 38 years.  It also has a review board, informally meeting which includes the trainer, a fellow student and a member of the community in which the person practices and the students record keeping documents.

The purpose is to enable students to attend training at all levels and to help manage the training so that key elements of the training are not missed due to choice-making activity of students when they are deciding between personal work and training practice.  

The students do moan and groan about the lists, and keeping their record; however, it is reassuring to know, in the end, that the passing of levels is community based and that favoritism is not an influential element in"moving through and up". 
Ann Hale
  ----- Original Message ----- 
  From: Adam Blatner 
  To: drkatetsi at mac.com ; list at grouptalkweb.org 
  Sent: Thursday, November 20, 2008 5:20 PM
  Subject: sociometry of training


  Kate Hudgins brings up another point that I want to echo.

  1. She notes "...the way sociometry at work in China.  It is called guan xi......getting 
  something based on your relationship connections."

  2. Notes also that her training is measured by check-lists! Their supervisors assess 
  hands-on skills according to these lists "...people get after each time they are on a 
  team.  As there have been many pulls to pass people based on relationship that I have been 
  able to resist by returning to the checklists."
      Wow! Now that I've thought of this, and the workshops I've done, some training 
  activities, there has been a range of taking-responsibility an demonstration of 
  competence" for which there are few built-in indicators or feedback. People just 
  accumulate "hours," but with what quality participation? Mere attendance should not be the 
  only criterion.

           It is a risky topic indeed. Warmly, Adam 


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