Loan Officer – Career Rankings, Salary, Reviews and Advice #mortgage #refi #calculator

#mortgage loan officer


Loan Officer Overview


Financing a college education, buying a new car and purchasing a home for your family are among the dreams loan officers help you achieve. Loan officers are often part of the supporting cast that helps finance the milestones in our lives. Frank Donnelly, former president of the Mortgage Bankers Association of Metropolitan Washington, recalls one loan settlement he’ll always remember.

“The lady [purchasing the home] walked in with her son, who had on a suit and tie,” Donnelly says. “She herself was dressed up in a full-length gown with a headdress. And she said it was because she wanted to show her son how important it was to buy a house. When you do this day in and day out, you can sometimes forget about what a big deal this is to people.”

Loan officers advise, evaluate and authorize loans to people and businesses. They work in a range of settings, including commercial banks, credit unions, mortgage companies and car dealerships. The profession involves a lot of paperwork and managing logistics, and it also requires extraordinary interpersonal skills. Borrowing money can be a nerve-wracking experience, and a loan officer should make his or her clients feel at ease during the process while still educating them on their decision.

“I like to meet with customers face to face,” Donnelly says.”It’s my job to make sure that they come to their next purchasing decision with more knowledge and wherewithal for the process.”

The need for loan officers is related to the health of the economy. Economic growth, population growth and low interest rates all create demand for loans and employment opportunities for loan officers. The Bureau of Labor Statistics projects employment growth of 8 percent between 2014 and 2024, and 24,500 new positions are projected in the coming decade. However, the growing use of loan underwriting software, which automatically underwrites loans online, could temper some of the job growth.

Quick Stats

$62,620 Median Salary

7.9% Unemployment Rate

24,500 Number of Jobs


The pay scale for evaluating, originating and approving loans varies broadly. The median salary for a loan officer in 2014 was $62,620, according to the BLS. Top earners made a lucrative $128,390, while those in the bottom 10th percentile earned $33,050. According to Donnelly, many loan officers receive their pay from commissions, so their earnings could fluctuate from year to year. Jobs in New York City; Ocala, Florida; and Grand Junction, Colorado pay the top salaries.

75th Percentile. $89,970

25th Percentile. $44,400

How much do Loan Officers make in your city?

See current salary offers for jobs in this field


Loan officers typically need at least a bachelor’s degree, preferably in a business-related field such as finance, economics or accounting. Mortgage loan officers need a mortgage loan originator license, which requires passing an exam, at least 20 hours of coursework and background and credit checks. Additional training takes place on the job.

Job Satisfaction

Average Americans work well into their 60s, so workers might as well have a job that’s enjoyable and a career that’s fulfilling. A job with a low stress level, good work-life balance and solid prospects to improve, get promoted and earn a higher salary would make many employees happy. Here’s how this job’s satisfaction is rated in terms of upward mobility, stress level and flexibility.

Upward Mobility. Average
Opportunities for advancements and salary

Stress Level. Average
Work environment and complexities of the job s responsibilities

Flexibility. Above Average
Alternative working schedule and work life balance

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How To Become A Child Abuse Counselor #child #abuse #counseling #career,child #abuse #counseling #careers,become #a


Child Abuse Counseling Career

What Is Child Abuse Counseling?

For many of us, the thought of our childhood brings back happy memories. We may remember icy dips in a backyard pool on hot summer days, or a raucous snowball fight of a nippy winter afternoon. The thought of childhood might bring back memories of family gatherings, holidays, and important milestones. Even the times that we got in trouble as a child, like when we carved our brothers’ initials into the new coffee table, we can laugh about years later.

Some children, however, may not be lucky enough to have such happy memories. Thought of their childhood may bring back traumatizing thoughts of physical, emotional, or sexual abuse.

Child abuse counseling is a special field of counseling that focuses on treating children that have suffered at the hands of a trusted loved one. Patients of child abuse psychologists might be victims of abuse themselves, or they might have witnessed a loved one being abused, such as a parent or sibling.

As a career, child abuse counseling can be as difficult as they come. Professionals will often witness the marks and scars on children – visible or otherwise – on children each and every day of their professional lives. They might recognize signs of a few different common types of child abuse. Here are a few examples of the atrocities that child abuse counselors may bear witness to:

  • Physical Abuse – Intentionally aggressive actions on a child that inflict pain.
  • Emotional Psychological Abuse – Cruel behavior that cause mental anguish or damage to one’s mental state.
  • Neglect – The absence of parental care. Lack of supervision, proper diet, medical attention, shelter, and safe conditions.
  • Sexual Abuse – Any type of behavior that is sexual in nature, or intended to provide the offender with sexual stimulation.

There was once a time that child abuse, as we define it today, was not talked about. In the case of physical abuse, for instance, a parent striking a child was not uncommon and even expected at certain times. In 1875, however, this attitude began to change, when Mary Ellen Wilson, an eight year old little girl was found to have been badly abused by her step-mother. Etta Angell Wheeler, a missionary and social worker, was asked by a neighbor to investigate the case. Upon finding evidence of abuse and neglect, Wheeler turned to the local American Society for the Prevention of Cruelty to Animals, because there were no laws restricting child abuse at that time. Eventually, Mary Ellen Wilson was removed from her home and adopted by Wheeler and her family.

This case was one of the most shocking of its time, and it ultimately led to the creation of the New York Society for the Prevention of Cruelty to Children.

Today, we now have laws against all types of child abuse. However, it still remains a big problem, in the United States and across the globe. Child abuse counselors are the compassionate professionals that dedicate their live to trying to reverse the effects of abuse, one little life at a time.

Featured Counseling Programs

How Do I Become a Child Abuse Counselor?

To become a child abuse counselor you will need to go through a rather rigorous amount of schooling. This includes obtaining a Bachelor’s Degree. then a Master’s Degree. and finally entering into a Doctorate or PhD program. If you are serious about entering into this field of study, request information from programs available for you here .

Why Do We Need Child Abuse Counselors?

Child abuse can be one of the most detrimental experiences that can happen to a child. Research has shown that children who are abused are more likely to have low self-esteem, be more emotionally detached, and have substance abuse problems. In many ways, abuse also begets abuse. This means that children – particularly males – who have been victims of abuse are more likely to either become abusers themselves. Female child abuse victims, on the other hand, are more likely to get trapped in abusive relationships as adults.

Child abuse counseling, however, is a method that can be used to reverse the negative effects of child abuse, and stop the vicious cycle.

What Does a Child Abuse Counselor Do?

Child abuse counselors typically work closely with child victims of abuse. They are often called upon to help recognize possible signs of abuse in a child. Listed below are several indicators of child abuse:

  • Physical Abuse – Unexplained bruises, cuts, or other injuries. Child flinches when touched.
  • Emotional Abuse – Withdrawn or overly shy, excessively low self-esteem. Extreme behavior.
  • Sexual Abuse – Inappropriate touching or fondling of other children. Trouble sitting or walking
  • Neglect – Poor hygiene. Clothes ill fitting, dirty, or inappropriate

Once a child abuse counselor has an idea of the type of abuse a child has suffered, she will then attempt to get the child to open up about his experience. This is often a difficult task, since abuse is traumatizing to many children, and it can make them leery to trust any adults. Before this next step can be achieved, a child abuse counselor must be able to earn the trust of the abused child. This often takes copious amounts of compassion and patience. A child must usually feel comfortable in the presence of a child abuse counselor.

There are a few ways that a counselor can get an abused child to open up about his experience. First of all, she must be friendly, approachable, and non-judgmental. Many child abuse counselors will also use a concept known as play therapy. This process involves encouraging children to play, which can lead to them opening up about their experiences. A child may be asked to play with a doll, for instance, or draw pictures. More often than not, a child will reveal his experiences while “playing”. For example, a victim of sexual abuse might touch a doll inappropriately, much as his abuser touched him.

Once a child abuse counselor knows more about the type and severity of the abuse, she can then begin treatment. While recovering from abuse, one of the most important things that a child abuse counselor can communicate to her patient is that the abuse was not his fault. She may also need to treat any psychological and emotional problems caused by the abuse, such as depression, anxiety, or post-traumatic stress syndrome.

A child abuse counselor will also usually work with caregivers, like parents, foster parents, or other legal guardians. She may instruct them on how to act around the child and what to expect during the recovery process.

Where Do Child Abuse Counselors Work?

Child abuse counselors are often employed where abused children need them the most. This might include hospitals, social service offices, domestic violence shelters, foster care centers, children’s homes, and schools. Some child abuse counselors might also choose to open their own private practices as well.

What Are the Education Requirements to Become a Child Abuse Counselor?

A bachelor’s degree in counseling psychology or social work, with an emphasis on child psychology, is often a great start to a child abuse psychology career. Coursework should cover aspects of counseling, social work, abuse, and childhood development. Some bachelor degree program graduates might be able to work in entry level positions in the child abuse counseling field.

Most individuals pursuing child abuse counseling careers, however, usually choose to earn graduate degrees in this field. Graduate degrees in social work and counseling are also acceptable for individuals trying to become child abuse counselors.

You will also usually be required to become licensed to work as a child abuse counselor. In addition to stringent education requirements, most states will require you to complete 3,000 hours of supervised work experience before you take your state’s counseling licensure examination.

What Is the Annual Average Salary of a Child Abuse Counselor?

Child abuse counselors generally fall under the broad category of mental health counselors. These counselors are admittedly some of the lowest paid on average, but according to the United States Bureau of Labor Statistics. mental health counselors made an annual average salary of $43,990 and the top 10 percent of the profession makes an average of $66,930. Local government and private companies pay the most for child abuse counselors but aren’t the biggest employers. Those are family services clinics and outpatient care centers.

Influences on Child Abuse Counseling

  • Mary Ellen Wilson was one of the first documented cases of severe child abuse in the United States. Because there were no laws or groups that pertained to child abuse, her situation prompted the formation of the New York Society for the Prevention of Cruelty to Children.
  • Hermine Hug-Hellmuth was the first to use “play therapy” to analyze children.

Additional Resources and Further Reading

ACT Career Curriculum #career #training #course








ACT Career Curriculum

Welcome to the ACT Career Curriculum.

The ACT Career Curriculum is a comprehensive learning system focused on the knowledge and abilities important for success in the workplace. The Curriculum sharpens the skills of students, prospective employees, and longtime staff. We offer interactive courses and a system for assigning, tracking, and reporting your users progress.

Our goal? Simple but big. To foster individual and organizational success through skills development.

Our goal is simple but big.

To foster individual and organizational success through skills development

You can also contact us for information about organizational licenses for any of the bundles.

Other Services/Offerings

Our ACT KeyTrain Career Curriculum experts can offer in-depth training, both on-site at your location and through live webinars .

Looking for an individual account? You can purchase ACT KeyTrain courses at the ACT Online Store .

It s Effective!

Check out this technical brief describing an analysis of high school student participation in the ACT KeyTrain curriculum and its impact on improving ACT WorkKeys assessment scores.

The results of this analysis showed significant gains in the posttest mean scale scores for the students who took the ACT KeyTrain curriculum for Applied Mathematics, Locating Information, and Reading for Information compared to students who were given other non-ACT WorkKeys skill related instruction.

Our curriculum on your terms

The ACT Career Curriculum is built to run on the device you are used to using.

We re not going to tell you what browser to use or require you to step through some confusing plug-in installation process just so you can use our curriculum.

Are you on an iPad? Android tablet? PC? Mac? It doesn t matter! Use what you re used to. *

* Check the system requirements to see the full array of browsers and devices we support.

Medical Billing Clerk Salaries by education, experience, location and more #medical #billing #and #coding #schools


Medical Billing Clerk Salaries

Alternate Job Titles: Medical Biller, Medical Billing Clerk

  • What is the average annual salary for Medical Billing Clerk?

      How much does a Medical Billing Clerk make? The median annual Medical Billing Clerk salary is $36,255. as of June 28, 2017, with a range usually between $32,814 – $39,858. however this can vary widely depending on a variety of factors. Our team of Certified Compensation Professionals has analyzed survey data collected from thousands of HR departments at companies of all sizes and industries to present this range of annual salaries for people with the job title Medical Billing Clerk in the United States.

      This chart describes the expected percentage of people who perform the job of Medical Billing Clerk in the United States that make less than that annual salary. For example the median expected annual pay for a typical Medical Billing Clerk in the United States is $36,255, so 50% of the people who perform the job of Medical Billing Clerk in the United States are expected to make less than $36,255.

      Source: HR Reported data as of June 28, 2017

      • About this chart

          This chart describes the expected percentage of people who perform the job of Medical Billing Clerk that make less than that salary. For example 50% of the people who perform the job of Medical Billing Clerk are expected to make less than the median.
          Source: HR Reported data as of July 2017

          Responsible for reviewing, researching, coding, and generating third party billing for a medical facility. Completes and verifies ICD-10 coding. Inputs and maintains all payment records in database or systems. Performs basic customer service for routine patient or other inquiries. Requires a high school diploma. Typically reports to a supervisor or manager. Possesses a moderate understanding of general aspects of the job. Works under the close direction of senior personnel in the functional area. May require 0-1 year of general work experience. View full job description

      Clinical Research Coordinator Salaries by education, experience, location and more #what #is #a #clinical #research


      Clinical Research Coordinator Salaries

      Alternate Job Titles: Clinical Research Coordinator, Clinical Research Specialist

      • What is the average annual salary for Clinical Research Coordinator?

          How much does a Clinical Research Coordinator make? The median annual Clinical Research Coordinator salary is $58,985. as of June 28, 2017, with a range usually between $50,655 – $68,143. however this can vary widely depending on a variety of factors. Our team of Certified Compensation Professionals has analyzed survey data collected from thousands of HR departments at companies of all sizes and industries to present this range of annual salaries for people with the job title Clinical Research Coordinator in the United States.

          This chart describes the expected percentage of people who perform the job of Clinical Research Coordinator in the United States that make less than that annual salary. For example the median expected annual pay for a typical Clinical Research Coordinator in the United States is $58,985, so 50% of the people who perform the job of Clinical Research Coordinator in the United States are expected to make less than $58,985.

          Source: HR Reported data as of June 28, 2017

          • About this chart

              This chart describes the expected percentage of people who perform the job of Clinical Research Coordinator that make less than that salary. For example 50% of the people who perform the job of Clinical Research Coordinator are expected to make less than the median.
              Source: HR Reported data as of July 2017

              Organizes research information for clinical projects. Selects and observes subjects and assists with data analysis and reporting. Oversees experiment scheduling and collection of data. Requires a high school diploma or its equivalent. Typically reports to a supervisor or manager. Gaining or has attained full proficiency in a specific area of discipline. Works under moderate supervision. Typically requires 1-3 years of related experience. View full job description

          Cyber Security Career and Education Information #mba #information #security, #cyber #security #career #and #education #information


          Cyber Security Career and Education Information

          Cyber security programs prepare students to protect computer systems from viruses and hackers by teaching computer forensics and networking fundamentals. Continue reading for an overview of possible majors, career options and certification information, as well as employment and salary statistics for graduates.

          Show Me Schools

          View popular schools

          Cyber security refers to the means used to protect computers and networks from illegal attempts to access personal, business, or classified information via the Internet. Those interested in a career in the field of cyber security may pursue work as a security administrator, cyber policy analyst, information security analyst or software developer.

          Essential Information

          Any computer connected to the Internet is vulnerable to cyber attacks. Cyber security is the technique used to protect computers and networks from these types of intrusions. As illegal efforts to gain personal or classified information via the Internet continues to increase, the demand for skilled workers who can prevent such attacks is also increasing. A relevant bachelor’s degree is the most common academic requirement for careers in cyber security.

          Information Security Analysts

          Career Options

          Numerous job possibilities exist within the field of cyber security. They include digital forensics experts, security administrators, cyber policy analysts and cyber security software engineers.

          Information Security Analysts

          Information security analysts are in charge of installing the software that is designed to safeguard an organization’s computerized data. These specialists research and recommend security measures and investigate security breaches.

          The U.S. Bureau of Labor Statistics (BLS) states that job growth in the field of information security analysts is expected to be faster than the average for all occupations from 2014-2024, at 18%. The BLS additionally reports the median salary for information security analysts was $90,120 per year in 2015.

          Cyber Security Software Engineers

          Cyber security software engineers monitor the security of an organization’s networks and attempt to minimize computer system vulnerabilities. They must have experience in malware protection, firewalls, routers and intrusion prevention systems.

          While there was no data specifically for cyber security software engineers, the BLS reported that median annual salaries for systems software developers was $105,570 in May 2015. The BLS also predicted a growth rate of 17% among these professionals between 2014 and 2024.

          Find schools that offer these popular programs

          • Information Systems Security
          • Networking Management
          • Systems Administration
          • Webmaster and Multimedia Management

          Cyber Security Career Info

          Securing the Internet and its stores of sensitive digital information is becoming increasingly important in the field of information technology. The demand for workers with specialized education or training is growing at a rapid pace.

          Job prospects for those with specialized training or education in the field of cyber security are strong, with an increasing number of private businesses seeking to secure sensitive information.

          Cyber Security Education Info

          The path to a career in cyber security can vary greatly depending on a particular employer’s needs. Earning a bachelor’s degree in computer science or management information systems is a good place to start. A bachelor’s degree in a related field, such as math or engineering, can also lead to opportunities in the field. Some jobs require an associate degree coupled with professional certifications, which are increasingly important in the technical world. These certifications are offered through software and hardware companies, professional associations and other institutions. In the computer industry, many employers view these credentials as the industry standard.

          Since the demand for cyber security experts is rapidly increasing, more degree programs focused solely on the subject are being created. The government is actively involved in the recruitment and training of cyber security workers. The National Cyber Security Division (NCSD) works with the federal government and other agencies in this effort. The NCSD seeks applicants who have the necessary skills and education to detect vulnerabilities in information systems and respond to incidents of cyber security breeches. No particular degree is required for these jobs, but experience is crucial.

          The growing demand for Internet security has contributed to strong job growth for those interested in a career in cyber security. These professionals typically require a degree in computer science, computer engineering, or computer programming.

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          Dispatcher Salaries by education, experience, location and more #dispatcher #software, #dispatcher #unemployment #insurance #benefits #compensation


          Dispatcher Salaries

          Alternate Job Titles: Dispatcher

          • What is the average annual salary for Dispatcher?

              How much does a Dispatcher make? The median annual Dispatcher salary is $41,857. as of May 30, 2017, with a range usually between $35,949 – $49,083. however this can vary widely depending on a variety of factors. Our team of Certified Compensation Professionals has analyzed survey data collected from thousands of HR departments at companies of all sizes and industries to present this range of annual salaries for people with the job title Dispatcher in the United States.

              This chart describes the expected percentage of people who perform the job of Dispatcher in the United States that make less than that annual salary. For example the median expected annual pay for a typical Dispatcher in the United States is $41,857, so 50% of the people who perform the job of Dispatcher in the United States are expected to make less than $41,857.

              Source: HR Reported data as of May 30, 2017

              • About this chart

                  This chart describes the expected percentage of people who perform the job of Dispatcher that make less than that salary. For example 50% of the people who perform the job of Dispatcher are expected to make less than the median.
                  Source: HR Reported data as of June 2017

                  Assigns drivers and vehicles to convey freight or passengers. Coordinates drivers according to customer requests and in compliance with DOT regulations and company rules. Communicates with customers to determine driver demand and driving schedules. Notifies drivers of assignments and enters assignment data into a computer database. Requires a high school diploma with 2-4 years of experience in the field or in a related area. Familiar with standard concepts, practices, and procedures within a particular field. Relies on limited experience and judgment to plan and accomplish goals. Performs a variety of tasks. Works under general supervision. A certain degree of creativity and latitude is required. Typically reports to a supervisor or manager. View full job description

              My favorite 3 lead generation techniques for REALTORS® to keep those leads coming in! #realtor


              My favorite 3 lead generation techniques for REALTORS® to keep those leads coming in!

              Most successful Real Estate Agents are the ones that do daily lead generation. Whether they are on the phone or out there in the field, lead generation is paramount for a REALTORS® success.

              By devoting just 1 hour per day to lead generation, can put you at the top of your company’s sales stats, and keep you there consistently. Over a month’s time, that constant focus on lead generation will quickly add up.

              The key is that it has to be done every day. You cannot expect to get Top Producer results by working at lead generation part time. It has to be done daily. If you want to have a rewarding real estate career, then this is a must.

              Here are 3 of the best lead generation techniques you can use to keep the push on and keep those leads coming in.

              1. Call through your database! Your database is full of past clients and people you have recently met. They have either done business with you in the past or are a prospect for doing business in the future. STAY IN TOUCH WITH THEM. It is so much easier to contact someone you already know. They already know who you are and they will be more willing to listen to what you have to say.

              If you are new to the business then you should be calling your sphere of influence. That is everyone you know including friends and family and previous co-workers etc.

              Be diligent and call through your database every day. You should be calling through your database at least once a quarter. So if you have a database of 60 people, divide that by 60 (number of work days in 3 months) and that’s how many people you need to phone per day. 60 divided by 60 = 1 call per day.

              Remember to follow up each phone call with a personal note thanking them for talking to you and letting them know how much you appreciate them. Let them know that you are there for them with any questions they may have about real estate.

              2. Work your farm area

              When I started in Real Estate, my farm area was 300 town homes. I regularly walked the area dropping off flyers, door knocking and phoning them. Once I got a listing I would drop off “Just Listed” flyers.

              I would then schedule an open house for the following weekend and I would send out invitations to the street. This would ensure that my open house was successful in attracting many people to come and see it. This put me face to face with more potential clients.

              Finally I would drop off “Just Sold” flyers letting everyone in my farm area know that I could get their house sold. So the next time I was door knocking or doing an open house, people in the neighborhood knew my ability to sell their most valuable asset and get the job done.

              Become the area expert for your farm area. Work it as much as you can. There are many people that have been thinking about moving within your area. You want to be top of mind for when they are ready to move. The best way to do this is keep communicating with them.

              It takes awhile, but within a short amount of time you can be the recognized expert for that area. I would start off small as I did with about 300 homes and then expand from there. Having a farm area of 1000 homes or more should be a REALTORS® goal.

              Facebook is a phenomenon that just won’t quit. It continues to grow and grow quickly. With over 500 million people on it now, it has more people than most countries! What a great place to market to.

              By building up a close knit list of friends and clients, you can easily keep communications open on your activities. Engage with them by commenting on their activities as well as your own. Offer advice and ask a lot of questions to stimulate conversations.

              Using this type of attraction marketing. you should be able to pick up many people to add to your client database.

              Just remember to keep at it! It doesn’t happen overnight but the agents that I’m working with have been getting lead after lead which is turning into nice commissions for them.

              The key is being consistent. Many agents give up when they don’t get a call in the first week. Trust takes time to build. Just keep at it and you will start to see the results as well.

              Remember to mix it up a little. DO NOT TALK ABOUT REAL ESTATE ALL THE TIME. People get tired of this. They will think the only reason you friended them is to spam how great you are with Real Estate. This will not work.

              People are attracted to you when they find out that you have things in common. Remember, when selling a home, it is not about you it is about them. So try to post things on Facebook that your clients will be interested in.

              So talk about your day and your kids or your car or any activities that you are involved in. Add in the occasional Real Estate topic. If you keep it to 80% personal and 20% business you will be fine.

              Use Facebook to connect with your farm area. You can bring interesting information to them about their area. Take pictures of new business’s opening up around them. Add information about the community they live in. Quarterly stats are always great to post to keep people updated about their home price.

              So there you have it, 3 great tips to keep the leads coming in, but it all comes down to you and your effort. Are you willing to step up and commit to 1 hour a day of these activities? Just 1 hour a day can be the difference between you having a great real estate career or giving up and quitting the business.

              So get busy, create a plan and get at it. You will start to see the rewards very quickly.

              I believe you can do it or you wouldn’t be reading this post. So get started today, create a plan of attack for tomorrow and get to it. First thing in the morning always worked best for me and my agents.

              If you combine these 3 techniques and stick with it, you will find that you will be generating many leads and helping families get moved. This will ensure you will have a great career in real estate .

              All the best and good luck!

              Marty Green

              P.S. This post is brought to you by Please sign up for our FREE newsletter with more great updates and Real Estate training info on how to make sure you achieve all your Real Estate Goals.

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              Choosing Between the PsyD and PhD Psychology Graduate Degrees #american #psychological #association,apa,associate #executive #director,carol #williams,clinical


              Choosing Between the PsyD and PhD Psychology Graduate Degrees

              Because clinical psychology programs are known for being competitive, most students don’t care so much where they get in. They just care if they get in. It’s this attitude of “I’ll go anywhere that picks me” that can get students into trouble, according to Tara Kuther. Ph.D, professor at the Department of Psychology at Western Connecticut State University and guide to graduate school.

              Students get so excited about becoming psychologists that they “don’t take the time to look into programs,” said Carol Williams-Nickelson. Psy.D, former associate executive director of the American Psychological Association of Graduate Students and co-editor of Internships in Psychology: The APAGS Workbook for Writing Successful Applications and Finding the Right Fit .

              Glossing over the specifics can happen when you’re deciding between a Psy.D (Doctor of Psychology) and Ph.D (Doctor of Philosophy). Many people assume that one is better than the other. But you might be surprised to learn that it isn’t a matter of superiority. Rather, it’s a matter of personal goals and being fully informed about each program, Williams-Nickelson said. Here’s more on making a wise and knowledgeable decision.

              What are your career goals?

              Both Kuther and Williams-Nickelson underscore the importance of thinking long-term. While it’s “hard to imagine what you’ll be doing six years from now, it’s critical because [Ph.D and Psy.D programs] offer different types of preparation,” she said.

              As a whole, university-based Ph.D programs prepare students to conduct research and work in academia. Psy.D programs prepare students to practice psychology. But the lines seem to be “more blurred than in the earlier days,” Williams-Nickelson said.

              For instance, many Psy.D programs do offer research opportunities. Ashley Solomon, Psy.D, a post-doctoral fellow at Insight Psychological Centers in Chicago and author of the blog Nourishing the Soul. chose to attend Xavier University because it “focused on clinical skills, but also placed a very heavy emphasis on research.” Their Psy.D program requires completion of an empirical dissertation. (Many Psy.Ds do, though usually this isn’t enough training if you want to pursue a research career.) “To me, that signified the value placed on not only appreciating, but doing research.”

              So “it doesn’t matter whether it’s a university setting, distance learning program or a freestanding doctoral program, students need to think in advance why they want a doctoral degree and what work they envision doing down the road,” Williams-Nickelson said.

              Interested in a tenure-track academic position, for example? Then Ph.D programs would be best. Put another way, “if you want to go into academia, you should be looking at programs that clearly prepare you for that,” because “Psy.D programs are designed to be a practical program.”

              But what do you do if you’re unsure about your professional path? Solomon was in the same boat. “When I was applying to graduate school, I actually wasn t certain whether my long-term career goals would include research, clinical work or both,” she said. Her solution? She applied to a variety of Psy.D and Ph.D programs. (She also applied to non-psychology programs.)

              When it came time for the interview process, she focused on fit, which is key in picking a program. She said: “When I interviewed at Xavier, it immediately felt like the place that matched my interests and needs best.” As mentioned above, Solomon liked that the program focused on clinical skills and research.

              Is the program APA-accredited?

              It’s really important to select programs that are accredited by the American Psychological Association. “If you enter a program that’s not accredited, then you have a hard time getting an internship or depending on the state, you’ll have a hard time getting licensed,” Kuther said.

              “Accreditation standards set a reasonable quality bar for graduate psychology education,” Williams-Nickelson said. If “a program isn’t accredited, a student should ask a lot of questions about why.” If the program is in the process of achieving accreditation, “find out where they are in that process.”

              Visit APA’s website for more on accreditation.

              What experiences does the program offer?

              It’s not enough to know whether a program focuses more on research or practical work. Look specifically at the types of experiences each program offers. That gives you a better idea of whether it’ll prepare you for your future goals and be a good fit.

              What are the program’s post-graduates doing?

              Ask about the types of positions students who’ve graduated from the program occupy. Solomon used this as one of her criteria when choosing a school. “When I heard some of the things recent grads were doing, I was excited and felt like I would love to be doing those things too. That helped me feel like it was the right place for me.”

              Williams-Nickelson sees a lot of Psy.Ds running organizations, consulting and working with systems and working on medical school faculties, which she believes is a good fit. She actually serves as the executive director of the American Medical Student Association.

              What are your financial needs?

              For many students, finances are an important factor in picking their program. “The data still show that Psy.D programs tend to be more expensive than Ph.D programs,” and Psy.D students tend to graduate with more loans, Williams-Nickelson said.

              The reason? Some Psy.D programs are housed in freestanding for-profit institutions that charge tuition. Most Ph.D programs waive tuition and provide students with stipends. Faculty members in Ph.D programs receive grants to conduct their research, so they’re able to pay their students, who assist with the research. However, again, look at programs individually, because some Psy.D programs do offer funding. Solomon had an assistantship for three of her five years, which she said, “helped cover some of the costs of tuition and provided a modest stipend.”

              Is the program a quality one?

              Williams-Nickelson recommended focusing on the following questions to help you in determining a program’s quality:

              • What is the class size? Pay particular attention to the student-faculty ratio. It’s telling when it comes to the quality of training and clinical supervision you’ll receive, the ability to get into an internship and performance on the Examination for Professional Practice of Psychology (EPPP), the national licensing test. (Individuals must pass the EPPP and have the required number of clinical hours to get licensed and practice independently.) Also, don’t assume that all Psy.D programs have large class sizes — a common misconception. While this may be the case with certain programs, there are many exceptions, Williams-Nickelson said. For instance, her doctoral Psy.D class only had seven students. Solomon’s had 14 students.
              • What is the graduation rate?
              • How many students successfully match for an internship? Research has shown that Psy.D students may not gain acceptance into their preferred internship site at the same rate as Ph.D students.
              • How well do students do on exams such as the EPPP? On average, students with a Psy.D tend to score lower on the EPPP than students with a Ph.D.
              • “What are the priorities of the faculty in terms of teaching and mentoring?”
              • Are there a lot of part-time or adjunct faculty members? If so, there “might be less opportunities for individualized attention.”
              • “What is the longevity of faculty members? If they tend to rotate, what is the turnover like?”
              • How long has the program existed?

              Also, when you’re interviewing at each program, ask their students for honest feedback, Williams-Nickelson said, including: What does the program look like? How happy are you with the program? What has surprised you the most about it? What has been disappointing?

              Again, you can’t automatically assume the quality of a program just by considering Psy.D versus Ph.D. Consider your own career goals, do your homework into individual programs and ask many questions.

              Related Articles

              Financial Aid and Other Programs, spouse education and career opportunities.#Spouse #education #and #career #opportunities



              In addition to the benefits you’ll receive under the GI Bill, you will also have access to various scholarships and financial aid programs that will help you reduce the cost of your education.

              Here is a quick summary of the benefits you’ll find on this page:

              The Federal Perkins Loan Program allows you to cancel your current student loan debt if you have served on active duty in a combat situation.

              The Concurrent Admissions Program (ConAP) allows you to earn college credit towards your degree while you serve in the Army or Army Reserve.

              The Military Spouse Education And Career Opportunities (SECO) program will allow your spouse access to tuition funding, free career counseling services, and employment readiness tools that he or she can use to get an education.


              If you have already been to college, and you are currently serving on active duty, you may qualify for a cancellation of your student loans.

              This program permits Soldiers who have served in combat situations to cancel up to 100 percent of their Federal Perkins Loans, or National Direct Student Loans. This benefit does not apply to Stafford loans or PLUS loans.


              Under the Loan Repayment Program, the Army will repay part of your student loans under certain conditions:

              • Soldier must decline enrollment in the Montgomery GI Bill in writing, using DD Form 2366

            • Soldier must have Loan Repayment Program guaranteed in writing in the enlistment contract using DA Form 3286-66)

            • Soldier must have no prior military service

            • Soldier must have a high school diploma and a score of 50 or higher on the Armed Services Vocational Aptitude Battery (ASVAB)

            • Soldier must enlist in one of the critical Military Occupational Specialties (MOS) that are required under the Loan Repayment Program. (Your recruiter will have a full list of the specialties.)

              The Concurrent Admissions Program (ConAP) allows you to earn credit towards your college degree while serving in the Army or Army Reserve.

              • Enlist in the Army or Army Reserve

              While in ConAP, you will also be able to utilize other education benefits, including the GI Bill, the Army Loan Repayment Program, and Tuition Assistance.


              Through the Military Spouse Education Career Opportunities program, eligible military spouses receive funding support for education, licensing and credentials, career counseling services, and employment readiness tools and resources to assist them no matter where they find themselves in their career.

              • Military OneSource SECO Career Center where certified career

              counselors provide comprehensive counseling services at no cost.

              development program that provides up to a $4,000 scholarship for education,

              training and licensing to eligible military spouses.

              employment and career partnership connecting military spouses with more than

              270 corporate partner employers who have pledged to recruit, hire, promote

              and retain military Spouses in portable careers.