Defining and developing operational psychology competency.

Abstract

Establishing competency in new or emerging areas of psychological practice is always difficult. For practitioners of operational psychology, it is even more challenging due to the requirement for highly specialized skills, novel applications, and the fact that many organizations employing operational psychologists operate in classified or sensitive settings. Despite the ethical obligation to do so, operational psychologists may face challenges in establishing and maintaining their credentials and competency. This article outlines the core competencies of operational psychology based on the extant literature, provides case examples illustrating their application, and identifies recommendations for training and consultation necessary for establishing and maintaining competence. Given the scarcity of current training opportunities, limited mentorship, and the lack of training standards, many operational psychologists may develop only some, but not all, of their specialty's core competencies. Furthermore, establishing and maintaining competency may take years of post-graduate study and experience for most practitioners. To accelerate this process and codify core competencies and training standards, the formation of an operational psychology society or association may be necessary. Such actions could create a collective agency among practitioners, securing advocacy for the needs and equities of this practice community, and advancing its policies, practices, and scholarship.