Texas LPC Associate remediation can seem scary because of its impact on the supervisory relationship. To complete matters further, unless it is an egregious offense, remediation is the rule. In other words LPC Supervisor, if your supervisee is struggling, you must remediate before you terminate. Here's how.
What Does Remediation Mean in Clinical Supervision?
LPC and LMFT codes specify that supervisors are responsible for their supervisees’ actions, and that can be intimidating! You may have a supervisee who resists your instruction or who lacks clinical skills. Maybe you discover that your supervisee is so anxious that he or she hides important information from you.
These are scary situations that can impact your license.
If you determine that your supervisee is struggling to meet the requirements to become a Licensed Professional Counselor or a Licensed Marriage and Family Therapist what happens next? Can you ‘fire’ them immediately?
While every situation is different (and of course if you have a complicated case, consult your attorney) both licensing boards require a remediation plan first.
- LPC (as of this writing) 681.93 (e) (4) If a supervisor determines that the LPC Intern may not have the counseling skills or competence to practice professional counseling under a regular license, the supervisor shall develop and implement a written plan for remediation of the LPC Intern.
- LMFT (as of this writing) 801.143 (f) (4) If a supervisor determines that the LMFT Associate may not have the therapeutic skills or competence to practice marriage and family therapy under a regular license, the supervisor shall develop and implement a written plan for remediation of the LMFT Associate.
Essential Steps in LPC Associate Remediation
It is important to mention here that a good 40 Hour LPC Supervisor training course will teach preemptive steps to remediation. Additionally, if you are a supervisor who lacks a contract supervisees must sign, or you don't have a consistent evaluation process you WILL experience issues with communication, skill building, and the supervisory relationship.
If you have a supervisee who is struggling, highly anxious, unprepared, or just “getting under your skin,” before you remediate, ask yourself:
- Did I teach the issues that I am trying to remediate?
- Did I provide an orientation to supervision?
- Did I lay the foundation for our supervisory relationship in our supervision contract?
- Do I regularly evaluate my supervisees so I can establish teaching/learning objectives in a meaningful way?
- Have I separated job requirements from clinical requirements (see Remediation vs a Progressive Discipline plan)?
If the answer to any of these questions is “no” or “I’m not sure,” please consider revisiting those items before you begin supervising or take on your next supervisee.
Remember, your license is on the line!
What is an Example of a LPC Associate Remediation Plan?
When you are ready to remediate your post-graduate supervisee, first think in terms of specific, observable, behaviors.
For example, you can’t remediate ‘attitude’ or ‘flaky,’ but you can remediate ‘has forgotten to bring case notes four times in the last two months,’ and ‘takes phone calls and answers texts during supervision.’
You must be able to show a disgruntled supervisee or a board investigator that you did, in fact, remediate. How? Document the troublesome behaviors in a note that will go into your supervisee's file.
Once you have identified the specific behaviors you need to remediate, next create specific, measurable, attainable, realistic, trackable goals (SMART goals) with accountability dates. You can collaborate with your supervisee for better results.
Examples
- Research the LPC and LMFT rules regarding intern and supervisor liability and write a one page paper – Due March 3, 2025
- Attend supervision one extra hour each week (at the supervisee’s expense) for a total of eight hours for the month of March – Due March 31, 2025
- Refrain from cell phone use completely during supervision – Due immediately
Depending on the situation, you may want to include a “second chance” clause if the intern struggles to complete the assignments by the initial due dates.
Finally, end the remediation plan with a paragraph stating that failure to complete the initial and second chance remediation assignments will result in termination of the supervision relationship.
Ask your supervisee to sign and date the document, make a copy, and stick to it.
Remediation Doesn't Have to Negatively Impact Your Relationship
Texas LPC Associate remediation doesn't have to negatively impact the supervisory relationship. Following the remediation rule starts with a great contract, thorough orientation, and consistent evaluation. If your supervisee is struggling, unless it is an egregious offense, now you have some great steps to follow to create a remediation plan that will teach your supervisee and protect your license.
More Posts About Remediation/Action Items:
- Want to learn more? Mark your calendar for the Thursday 30 Live quick training at 9:30 CST over on the Texas Counselors Creating Badass Businesses Facebook page!
- Are you interested in learning more information about becoming an effective supervisor? Try one of these articles:
- Why Every Supervisor Needs a Planner
- Six Good Supervisor Characteristics to Strive For
- Clinical Supervision Topics: Essential Strategies and Tools for Effective Guidance
- Choosing the Right Online Supervision Course
- Supervisor Training Certification
- Effective Supervision Examples
- The Art of Client Load Balancing: Unlock New Income Streams with Clinical Supervision