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In her brief introductory remarks, Joan Fleming emphasized the need for systematic study of the problems encountered in the selection of psychoanalytic candidates. Decisions for admission to training are based on assessments of undeveloped potentials and therefore are predictive judgments compared to assessments of performance as an analyst after a period of training. A systematic study must therefore turn to the methods used in prediction studies in general.
In a systematic study of this sort, there are two basic questions to be answered. (1) What does the work of analysis require that would call for special talents and skills in the analyst? (2) How can we recognize at the stage of admission and evaluate at that time the capacities for the development of these special talents and skills in an applicant? The first question requiries a "job analysis" for the definition of the qualities to be developed. The second question calls for a study of instruments and procedures which will measure the potentialities present in the applicant.
This panel was planned to provide a review of the literature on the subject of selection of psychoanalytic candidates; a description of a "job analysis"; some ideas on the work of the selector as an instrument in the predictive process; and a paper on the process of evaluation in the individual interview. This was followed by a report of some of the findings in Columbia's ten-year systematic study of selection.
The first formal presentation was by George H. Pollock, who spoke on "Historical Perspectives in the Selection of Candidates for Psychoanalytic Training." He outlined the important steps and changes which have occurred in the training of psychoanalysts, beginning with Freud's first remarks in 1902 and proceeding to the present day. It was a fascinating experience to make the journey from discussions of training which consisted of two weekly after-dinner walks with Freud, to the comprehensive and demanding minimal standards wh