Ethics and Scope of Practice

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• Ethics and Scope of Practice

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Performance Objective 1 Ethical Standards

• State the ethical standards required of certified
  OWDSs/CDFs

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Personal Standards

• OWDSs
• avoid public behavior in violation of moral and
  legal standards.
• avoid discussion of personal or work issues.

4
Knowledge and Scope of Practice

• OWDSs
• do not provide services in which they have not
  been trained.
• do not use assessments in which they have not
  been trained.
• refer clients to others who are trained.
• participate in continuing education.

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Relationship with Clients

• OWDSs
• advocate for clients and services.
• maintain confidentiality.
• assure that the client is capable of profiting
  from interventions offered.
• do not form personal or physical relationships.
• do not engage in stereotyping or discrimination.

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Relationship of OWDSs with Supervisors

• OWDSs
• recognize and support the needs of the
  organization.
• are responsible for informing employers about
  conditions that diminish their effectiveness or
  impact the organization.

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Relationship of OWDSs with Supervisors (continued)

• OWDSs
• request assistance from their supervisors.
• establish working relationships with both
  internal and external entities that provide
  needed services.

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Performance Objective 2 Application of
Ethical Standards

• Apply the ethical standards to specific cases

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Activity Case Studies

• Read case studies.
• Join assigned group.
• Determine whether there is a breach of ethics.
• Identify ethical statements that apply.

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Performance Objective 3 Scope of Work

• Describe a method that OWDSs can use to decide if
  getting outside assigned scope of work

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The Role Boundaries Chart
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Activity Role Boundaries

• Complete worksheet on page 17, current or past
  situation.
• Complete worksheet on page18 - same situation.
• Share with group.

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Performance Objective 4 Consultation

• Describe how to use the knowledge of their team
  leaders or certified CDF/OWDS professionals

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Consultation

• The process of asking for and receiving feedback
  or assistance with decisions related to working
  with a given offender or group of offenders

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Temptations

• Violating an ethical standard
• Using tools or techniques that are outside your
  training
• Providing services that are outside agency
  mission or job description

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Clues

• Considering using assessment tools or techniques
  for which you have not been trained
• Breaking confidentiality by talking with others
  who have no need to know about a person or case
• Feeling emotionally concerned or stressed about
  how you are dealing with an offender

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Clues, continued

• Feeling manipulated
• Spending much more time with one offender than
  others
• Agreeing to do things that are not in job
  description

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Arenas for Consultation

• Staff or case conference meeting
• Privately and in confidence with your supervisor
• Privately and in confidence with a trusted
  colleague

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Consultation Questions

• What is your immediate reaction to this
  situation?
• Do you think of some ways I can handle this
  situation within ethical and scope-of-practice
  guidelines?
• What ethical or scope-of-practice guidelines are
  at stake?
• What kind of referral, if any, should I be
  making?