The Dean

It is our continuing desire to find ways of improving our training program and to select candidates who could benefit most from it. Toward that end procedures have been instituted and changed. Some are of long standing and others are more recent. They are the outcome of our attempt to learn from our previous experiences.

Among these policy changes is our tendency to become more rigorous in our admissions procedures, requiring more frequently, in the past year, a Rorschach test. Also, to obtain a diversity of opinion, the membership of the Admissions Committee has been rotated through the Faculty Council. The personal analysis of each new candidate, once accepted, is reviewed at the end of three and again after six months. Such discussions have not only been informative to the Faculty Council but also of benefit to the training analyst and in turn the candidate with whom he was working.

We are also encouraging training analysts to bring to the attention of the Faculty Council candidates whose progress is dubitable at any time during their training. Also, the total progress in training of all candidates is discussed, after a candidate's interview with his Faculty Adviser, when his advancement to senior status is being considered. The requirement of having three patients in treatment, for a minimum of three times weekly, as a requirement to senior status, has led to an increased experience and interest in analytic therapy. It has made for more fruitful work in supervision and has improved the quality of presentation in clinical courses as well as in class participation. The detailed reports on supervision have helped in evaluating a candidate's progress. As a result the number and spacing of supervisions has been more adequately timed to coincide with the rhythm of a candidate's development.

In order to help candidate and training analyst experience the analytic work more as a mutual therapeutic venture, the Faculty Adviser system was instituted. The candidate is encourag