- NOMC - lists.nbpcb.org

FW: Introducing Planes, Trains, and Canes
by ebell＠pdrib.com 26 Apr '21

26 Apr '21

Dear NOMC, Please see the link below for a youtube series called planes, trains and canes. I only watched he Trailor but it actually looks interesting. Wonder if any of you might have time to dive a little deeper to see if this is a resource we wish to promote or whether there are some bad messages here. Again, I only watched the trailer so far. <https://can01.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.youtu be.com%2Fchannel%2FUCUAGEcdoYLOD7x5hTDKmVoA&data=04%7C01%7C%7C304e3cf4c2424d c753c208d9077473ac%7Cfbd8a8d99ca948378d3ba5982af51080%7C0%7C0%7C637549019089 799822%7CUnknown%7CTWFpbGZsb3d8eyJWIjoiMC4wLjAwMDAiLCJQIjoiV2luMzIiLCJBTiI6I k1haWwiLCJXVCI6Mn0%3D%7C1000&sdata=5WKrcywyDAYUHbmUJAS2QY%2BeV7y0cwEm53p2wPc wTUg%3D&reserved=0> https://www.youtube.com/channel/UCUAGEcdoYLOD7x5hTDKmVoA

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Registration Now Open- Integrated Employment Conference
by jklgabias＠hotmail.com 22 Apr '21

22 Apr '21

Please pass this information along to anyone you know who would be interested in participating as an employer or as a consumer. REGISTRATION IS NOW OPEN!! ?Integrated Employment- Cultivating a Culture of Strengths? conference held via Zoom on May 14th 2021. You can find the description of the conference, who should attend, the rough agenda at http://saavi.us/iec/<http://saavi.us/iec/?fbclid=IwAR3DZJ4-JmiBEfgsG0dn1thJIxy6ve-TPEv9O4B5prciE…>. The Integrated Employment ? Cultivating a Culture of Strengths conference will provide information critical to fostering a culture of asset-based employment by bringing together employers, community partners, families, and consumers who are blind and/or those who have other disabilities. The overall purpose of this conference will be for persons with disabilities to gain information to help them transition to competitive, integrated employment settings where they can work in positions that play to their strengths and allow them to earn a competitive wage. Most importantly, this conference will positively impact many Arizonans with IDD, some of whom currently working in sheltered work environments, and those who are under- or unemployed. Informing local companies and community members who will participate in our conference to gain information cultivating a culture of strengths. This conference will highlight advancements gained by the blind community to provide companies with information to take an integrated approach to strength-based employment; inform consumers of their rights and responsibilities; and provide information for families, caregivers, and professionals central to integrated employment. The conference will culminate with a job fair at the end of the day, where participants will be exposed to companies with various employment options, as well as have a chance to network. Joanne Gabias, M.A., NOMC, NCUEB, NCRTB Deputy Operations Officer SAAVI Services for the Blind

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Facebook Posts Regarding NBPCB
by braille＠nbpcb.org 22 Apr '21

22 Apr '21

Hello, Because of possible litigation, lawyers have asked that responses not be made to allegations being made on social media or newspapers. But enough, is enough. Stacey Cervanka has posted several times during the past several months on Facebook regarding NBPCB. She seems to have apparently known of misconduct in the past but never bothered to report it. If she were certified by NBPCB, she could lose that certification for not filing a complaint and, by the way, so could you. I will be forwarding these and other comments to an attorney to determine if they are actionable as they are completely unfounded and I believe constitute libel. If you, or anyone you know, is not satisfied with the result of any complaint you filed, I am sure that NBPCB will be glad to have an impartial third party review it. Also, if any of you are not proud of your certification, by all means, contact NBPCB and ask to have it relinquished. Maria Morais

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Idea: Special Issue of the Braille Monitor or JBIR on What Structured Discovery Is Supposed to Be
by PRESIDENT＠alumni.ecu.edu 21 Apr '21

21 Apr '21

Hi everyone, As we're all in the middle of the firestorm about Structured Discovery centers and NFB in the news, I'm wondering if it might be helpful for us to push out a special issue of either the Braille Monitor or JBIR to talk about what Structured Discovery is supposed to be and to try to articulate how low expectations and other social phenomena have created a volatile situation that enabled these systemic problems to occur. For example: I believe respectability politics has played a big role in this. Basically, in our society, we are only allowed to be progressive to a certain extent before society rejects us. The groups that are the most progressive at anything and successful at all tend to be pretty conservative in other areas. For example, a lot of successful LGBT Q IA / SOGIE activist groups have a lot of challenges with racism. A lot of racial justice groups have a lot of challenges with homophobia and ableism. It's not that surprising that we have struggled with other dimensions of diversity in the NFB because we have spent all of our progressiveness allowance on blindness. I think we are currently reassessing that, and I think we're better for it. Whether or not you agree with me on that hypothesis, I think it could be really helpful for us to publish some materials relatively quickly on the interplay between Structured Discovery and the issues that are now coming to public consciousness. Perhaps, if lots of us tried to hone in on what societal problems have made these issues possible, that can become the foundation for the beacon that we build to guide our reform. I obviously do not have the authority to decide that such a publication would exist, but I think there are a lot of people here who could be capable of putting out Braille Monitor-type articles explaining what we think made this all possible. I am NOT (in all caps) suggesting that we try to excuse what bad things have happened, but that we really pinpoint the core social foundations of these issues so that then we can work to change those foundations, which will impact the entire blind rehab system. I think there are a lot of things that have made these misconduct issues possible that go beyond exactly what our existing materials have been articulating, such as what I put above with the respectability politics. That's what has enabled these things to become what they have become. What do you all think? Am I off-course? Do you think it could help us? Would you actually make the time to help, or does it just sound cool? Aloha, Justin Justin Mark Hideaki Salisbury he/him/his Phone: 808.797.8606 Email: President at Alumni.ECU.edu<mailto:President at Alumni.ECU.edu> LinkedIn: https://www.linkedin.com/in/justin-salisbury ResearchGate: https://www.researchgate.net/profile/Justin_Salisbury "Once social change begins, it cannot be reversed. You cannot un-educate the person who has learned to read. You cannot humiliate the person who feels pride. You cannot oppress the people who are not afraid anymore." Cesar Chavez

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Recent Articles in the Ruston Newspaper
by braille＠nbpcb.org 20 Apr '21

20 Apr '21

FYI Friday, April 16, 2021 Don't convict the LCB in court of public opinion This week, the Ruston Daily Leader has published stories regarding the beginning of an investigation by the Ruston Police Department into complaints of sexual abuse at the Louisiana Center for the Blind. A former student filed a complaint in January alleging abuse by a former employee at the center. The LCB has faced several allegations that began going public in December of 2020.RPD Deputy Chief Chad Hamlin confirmed to the Leader staff this week that investigators were meeting with a woman who recently told the department she had been sexually abused a little more than two years ago . Let us be clear - the accused is said to be a former employee. This subject is a volatile one. It's an emotional issue, not only for the hundreds of students who have attended the LCB, but also their families and the many staff members who have worked there and continue to work there. This is an investigation, not a trial conducted in the court of public opinion. We know there will be comments made - on the street and on social media platforms. Remember that any heated opinions made off the cuff affect many people. We've already received comments from other former students who said they have fond memories from their days at the center. One even mentioned to us that lives have been changed for the better due to training received there. Of course, someone's positive experiences do not invalidate the trauma others may have suffered. So you can see this issue is complicated and extremely emotional. This is why, as with all criminal cases, we are taking the stance that as a publication, we will await the results of the investigation before we pass judgment or opinion on the staff at the center. Police detectives do this for a living. They take their jobs to heart, and we know they will do whatever they need to in order to uncover what has happened at the LCB in the past. We also want to clarify that the RPD investigation is not centered on the LCB itself, but of the complaints made. We also are aware there have been numerous other complaints alleged by other former students. However, at this time, none of the others have come forward to press charges. In essence, we've only scratched the surface reporting this story. As it unfurls before us, we certainly will keep you informed every step of the way. Sunday, April18, 2021 Dear Editor, Many of us who are former students of the Louisiana Center for the Blind have recently been sad to hear that allegations have been made regarding misconduct that has reportedly occurred during their training. Anyone who has been a victim in any situation, regardless if it has been a training center, a university, a place of employment, church, a doctor's office, or even in their own home, should know there is help. You can contact RAINN, the nation's largest anti-sexual violence organization, for help at 800-656-4673, or DART at 251-2255.All of us have become far too aware of issues dealing with misconduct in almost every aspect of our culture, and the blind community is no different as we are a cross-section of society. The accusations being made in this particular situation have now put these issues front and center for the Louisiana Center for the Blind, and we hope that this will lead to very thorough protections being adopted. Many of us believe that after all this scrutiny, there will be no safer place for blind people to go for training. Blind people are just like the sighted - some are highly intelligent, some have intellectual disabilities, but most of us are just average. Some of us have emotional issues, and some have mental health problems just like some of your family members. Some of us are compassionate, and some are rude and obnoxious. Again, just like some of your family members. Unfortunately, even blind people can engage in conduct that victimizes others. Most of us, though, are just trying to live the best lives that we can. Just like you. Thousands of us from throughout Louisiana and the country who have received services over the past 35 years at the Louisiana Center for the Blind could not have gone on to live independently, be successful in our classrooms, have families, earned college degrees, have rewarding careers, and to live full and meaningful lives without the extraordinary training we received in Ruston. Although we recognize and are saddened that a small minority of our fellow students may have been victimized, the vast majority of us had tremendously positive life-changing training, and we are looking forward to when the media will only have inspiring stories to report about our successes. Sincerely, Maria Morais Maria

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VR Counselor Job Posting at the NJ Commission for the Blind
by carleymullin＠gmail.com 20 Apr '21

20 Apr '21

Hi everyone, Attached is a posting for a vocational rehabilitation counselor position at the NJ Commission for the Blind's Joseph Kohn Training Center. The center is located in New Brunswick, NJ, and as someone who lives in the town next to it, I can say it's a very walkable area full of mass transit, restaurants, shopping, and parks. The center itself is preparing to reopen for in-person instruction and is in the process of hiring for multiple positions (I put in a transfer to work here as a cane travel instructor), so now is a great time to get involved with the center and make some positive change there. The acting director (who may very well become permanent) is blind and seems to be open to improving its policies and philosophies. Plus, the high salary never hurt either. If y'all have questions about this position, feel free to reach out, and I'll do my best to answer. Thanks, Carley Mullin, NOMC, NCRTB

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Register Now: 20th Annual Rehab Conference
by ebell＠pdrib.com 15 Apr '21

15 Apr '21

Registration is now open! National Blindness Professionals Certification Board presents: Contemporary Issues in Rehabilitation and Education For the Blind TWENTIETH ANNUAL REHABILITATION AND ORIENTATION AND MOBILITY CONFERENCE Held Via Zoom Attendance Monday and Tuesday, July 5 & 6 2021 10:00 am - 5:00 pm Eastern Daylight Time Come and join us! Once again, this year's conference will be action packed with a variety of new speakers, topics, and hands-on events will be held online via the zoom video conferencing platform. To maximize the quality of conference participation we are asking that all participants have access to either the desktop Zoom application or the Zoom iPhone app. You do not need an account, but you are encouraged to have at least the free account. Presentations and breakouts including: . Morning General Sessions filled with thought provoking and inspirational speakers . Hear from employed blindness professionals on how they implement Structured Discovery in different teaching areas . Learn about teaching to consumers with different backgrounds, characteristics, and intersectionality's. . Learn where to find new material and secrets to running a dynamic philosophy discussion. . Share ideas and network in multiple rehabilitation disciplines, including Braille, home management, cane travel, and access technology. . Topical workgroup follow up from the 2020 Dare to be Remarkable conference . Bring Structured Discovery alive when Face-to-Face is not an option Schedule: (Note: all times are Eastern Daylight Time) 10:00 -Conference Begins each day 1:00 - 5:00- Interactive Breakout Sessions *Including 3:30 - 5:00 pm-Happy Hour Mix and Mingle on July 5th The registration fee for this online conference is $50 for professionals and free for students /consumers and entitles you to all general and breakout sessions, continuing education points, and access to the recorded conference sessions. Register Here <https://nbpcb.org/members/er.php?eid=434> https://nbpcb.org/members/er.php?eid=434 Visit the National Blindness Professionals Certification Board website to learn more about a career in changing lives: http://www.nbpcb.org Edward C. Bell, Ph.D., CRC, NOMC, Director, Professional Development and Research Institute on Blindness Louisiana Tech University 600 Mayfield Ave / 210 Woodard Hall PO Box 3158 Ruston LA 71272 Office: 318.257.4554 Fax: 318.257.2259 <mailto:ebell at latech.edu> ebell at latech.edu www.pdrib.com ************* "I am somehow less interested in the weight and convolutions of Einstein's brain than in the near certainty that people of equal talent have lived and died in cotton fields and sweatshops." -- Stephen Jay Gould

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FW: Vacancy Notice - Rehabilitation Counselor II
by jeff.altman＠nebraska.gov 14 Apr '21

14 Apr '21

From: Halvorson, Kevin <Kevin.Halvorson at nebraska.gov> Sent: Tuesday, April 13, 2021 2:56 PM Subject: Vacancy Notice - Rehabilitation Counselor II Hello, The following position is being posted and available for application: Rehabilitation Counselor II - Commission for the Blind and Visually Impaired Closes - 04/22/2021 For more information, click HERE <https://gcc02.safelinks.protection.outlook.com/?url=https%3A%2F%2Fwww.gover…> *if the link doesn't work, copy the link into a different web browser It is important that your application show all the relevant education and experience you possess, including your current position. Information contained in a resume will not be considered in lieu of the formal application. AS Personnel will reject your application if it is not complete or if you do not provide the required materials. Please read the job posting and the requirements carefully before you submit your application. Once you submit your application for a job, you cannot modify it for that job, nor re-apply for that job, unless the job is posted again. When you have successfully applied for a job, you will receive an instant confirmation via e-mail. Thank you, Kevin Halvorson, C.L.S.S.Y.B. Lead Human Resources Specialist - Recruitment | Shared Services HR Nebraska Department of Administrative Services 1526 K Street, Suite 150 I Lincoln, NE 68508 OFFICE 531-207-3602 | FAX 402-742-8361 kevin.halvorson at nebraska.gov<mailto:kevin.halvorson at nebraska.gov> Treating others with dignity and respect, acting ethically, and creating a culture where the customer is always the priority.

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Research study
by ebell＠pdrib.com 07 Apr '21

07 Apr '21

Dear NOMC, I am forwarding this request to you on behalf of Arielle Silverman. We are researchers at the American Foundation for the Blind (AFB), and we are partnering with Guide Dogs for the Blind (GDB) to learn more about people's experiences related to guide dog travel. We would like to interview an NOMC-trained cane travel instructor about the skills you teach, your attitudes about guide dog travel, and your experiences working with clients from diverse backgrounds. We are especially looking for someone who works with older teens or adults in their home communities. We would like to invite you to participate in an interview with a member of the research team. The interview will occur over Zoom and will last for about an hour. In appreciation of your time, you will receive a $25 gift card after the interview. For more information and to sign up for an interview time slot, click This Link <https://afb.iad1.qualtrics.com/jfe/form/SV_6lHrZHK1dM32mEu> Do you have questions or need more information? Please email Dr. L. Penny Rosenblum, AFB's director of research, at prosenblum at afb.org <mailto:prosenblum at afb.org> . Best regards, The AFB research team Edward C. Bell, Ph.D., CRC, NOMC, Director, Professional Development and Research Institute on Blindness Louisiana Tech University 600 Mayfield Ave / 210 Woodard Hall PO Box 3158 Ruston LA 71272 Office: 318.257.4554 Fax: 318.257.2259 <mailto:ebell at latech.edu> ebell at latech.edu www.pdrib.com ************* "I am somehow less interested in the weight and convolutions of Einstein's brain than in the near certainty that people of equal talent have lived and died in cotton fields and sweatshops." -- Stephen Jay Gould

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NBPCB revised Code of Ethics
by ebell＠pdrib.com 06 Apr '21

06 Apr '21

Dear NOMC: As you may be aware, the NBPCB has been working on major revisions to the code of professional ethics. As a holder of an NBPCB certificate, you will become bound by all provisions of the new code of ethics once it is adopted by the board and it will become official policy. I am pasting for you below the new code in its entirety. Next week, April 13, the NBPCB board will be meeting with one intention to adopt this new code. We are therefore giving you until this Friday to review this code and provide any comments or questions that you may have before the new code is enacted. Please send all feedback to: admin at nbpcb.org <mailto:admin at nbpcb.org> DRAFT NATIONAL BLINDNESS PROFESSIONAL CERTIFICATION BOARD CODE OF CONDUCT July 2002 (As updated April 2021) PREAMBLE The National Blindness Professional Certification Board's (NBPCB) PROFESSIONAL CODE OF ETHICAL CONDUCT is a public statement of the common set of values and principles used to promote and maintain high standards of behavior among those specialists in work with the blind who elect and are accepted to become Structured Discovery (SD) Professionals through this Board's certification processes. The Board is committed to furthering the ability of persons who are blind or low vision to function competently, independently and successfully--not only in their own environments--but also as fully integrated and participating citizens in the broader society. To this end, all SD PROFESSIONALS, working at all professional levels, shall treat persons who are blind or low vision with dignity and respect and will provide the best possible training and related vocational rehabilitation services which can be offered, based upon the most current techniques and training principles available at the time. Attainment of a Structured Discovery Professional certification commits individuals to adherence of the stated ethical principles. Any action in violation of either the spirit or purpose of this Code shall be considered to be unethical and shall be grounds for immediate suspension or revocation of certification. An intentional Code violation by any SD PROFESSIONALS shall serve as prima facia evidence of the desire and voluntary choice to relinquish NBPCB certification and to forfeit all rights or privileges which inure to a person by reason of holding one of this Board's Structured Discovery Professional certifications. It is the responsibility of each SD PROFESSIONAL to review and to come fully to understand these ethical principles. Lack of knowledge or understanding of an ethical responsibility may not be used as a defense against a charge of unethical conduct. Since the use-in connection with a certificant's name and/or title-of a designation relating to one of the NBPCB certifications (such as NOMC or NCRTB) is a privilege granted by the NBPCB, this Board reserves unto itself the sole power to suspend or revoke this privilege upon a determination that a Code violation has occurred. If a violation is found, the SD PROFESSIONAL will relinquish the certification designation. Individual Enforceable Standards are not meant to be interpreted in isolation. Instead, Enforceable Standards should be interpreted as a body, with each Enforceable Standard interpreted in conjunction with other, related standards, throughout the Code. Actions of SD Professionals should be consistent with the spirit, as well as the letter, of these Enforceable Standards. The Enforceable Standards within the Code are the exacting, enforceable standards intended to provide guidance in specific circumstances and serve as the basis for processing complaints initiated against certified SD Professionals. A breach of the Enforceable Standards provided herein do not necessarily constitute legal liability or violation of the law; such action is established in legal and judicial proceedings. SD Professionals need to be aware of laws related to their practice. At times legal and ethical standards may conflict. In such situations, SD Professionals are encouraged to consult with NBPCB board members, supervisors, legal/ethical experts, and others as appropriate and to use an ethical decision-making model to inform decisions. SD Professionals acknowledge that resolving ethical issues is a process. When SD Professionals are faced with ethical dilemmas that are difficult to resolve, they are expected to engage in a carefully considered ethical decision-making process, consulting available resources as needed. Ethical reasoning includes consideration of professional values, professional ethical principles, and ethical standards. SD Professionals are expected to use a credible model of ethical decision-making that can bear public scrutiny of its application. Through a chosen ethical decision-making process and evaluation of the context of the situation, SD Professionals work to resolve any ethical dilemmas that may arise. CORE VALUES AND BELIEFS SD Professionals are committed to facilitating the personal, economic, and social independence of individuals who are blind or visually impaired. In fulfilling this commitment, SD Professionals recognize diversity and embrace a cultural approach in support of the worth, dignity, potential, and uniqueness of all individuals within their social and cultural context. They look to professional values as an important way of living out an ethical commitment. The primary values that serve as a foundation for this Code include a commitment to the Tenants of Structured Discovery Methodology; Beneficence; Nonmaleficence; Privacy and Confidentiality; Duties; Justice; Veracity; and Fidelity. SD Professionals are aware that all individuals exist in a variety of contexts and understand the influence of these contexts on an individual's behavior. Structured Discovery Professionals are aware of the continuing evolution of the field, changes in society at large, and the different needs of individuals in social, political, historical, environmental and economic contexts. The commitment involves providing respectful and timely communication, taking appropriate action when cultural diversity issues occur, and being accountable for the outcomes as they affect people of all races, ethnicities, genders, national origins, religions, sexual orientations, or other cultural group identities. SD PROFESSIONALS operate from an understanding that persons who are blind or low vision are normal people who cannot see and that blindness is a normal characteristic like the hundreds of others which, taken together, mold each person into a unique human being. Based upon this fundamental truth, the SD PROFESSIONALS provide services with the high expectation that the blind or low vision consumer, or potential consumer, will be able to do what normal people do, upon completion of proper blindness training and services. Personal empowerment and complete integration into the broader society are the aspirational goals and objectives for consumers of SD PROFESSIONALS services. The SD PROFESSIONALS strives at all times to help the blind or low vision consumer, or potential consumer, achieve these objectives. SD PROFESSIONALS understand that persons who are blind or low vision are members of a visible and identifiable minority and that, therefore, the primary problem faced by persons who are blind is attitudinal rather than physical-that is, there are widespread public misconceptions and misunderstandings about blindness which led to beliefs and feelings of inferiority. While these public attitudes about blindness are socially constructed rather than factual, they are prominent in our society and in the emotions of consumers of services for the blind. Therefore, each of the blindness services which are provided by SD PROFESSIONALS must be designed and intended to teach consumers of services a new and constructive set of attitudes, based upon an understanding that the prevailing views about blindness are wrong and harmful. SD PROFESSIONALS understand that the overarching objective of the services which are being provided is to enable the blind or low vision consumer to come emotionally-not just intellectually-to understand that he or she is a normal person who can be truly independent and self-sufficient. SD PROFESSIONALS understand that quality training in the skills or alternative techniques of blindness is essential to freedom and independence for persons who are blind or low vision and that the skills should not merely be introduced-they should be mastered by the consumer. The SD PROFESSIONALS also understand, however, that the simple skills of blindness such as Braille or cane travel are not ends unto themselves but are merely small parts of a larger objective-helping the consumer adjust fully to blindness. SD PROFESSIONALS understand that the blind or low vision consumer must learn to cope calmly and unemotionally with the unusual or demeaning things other people will do or say because of the public's misconceptions about blindness. Therefore, discussions concerning prevailing misunderstandings and misconceptions and the consumer's responses to them should appropriately and conscientiously be intertwined throughout class or training sessions. SECTION ONE. TENANTS OF STRUCTURED DISCOVERY METHODOLOGY 1.1 SD Professionals actively and consistently demonstrate the importance and efficacy of non-visual Skills where ever sight is absent or faulty. SD Professionals believe that non-visual skills are equal to their sighted counterparts, and are transferable across all environmental situations. 1.2 SD Professionals actively and consistently use blindfolds in all instructional environments as an integral tool in the development of non-visual techniques 1.3 SD Professionals actively and consistently use long white canes as they have been proven to be superior to short, folding, or telescoping canes. 1.4 SD Professionals actively and consistently use confidence-building activities to provide novel experiences where consumers can apply developing non-visual skills. All efforts are made to provide appropriate, diverse, and challenging activities for all consumers. 1.5 SD Professionals actively and consistently promote role modeling as part of the rehabilitation process. Consumers are afforded the opportunity to engage with a wide variety of role models who demonstrate non-visual skills and positive attitudes regarding sight loss. These role models can be instructors, other students, and blind community members. Sighted instructors can also serve as role models by demonstrating non-visual skills with the use of teaching/sleep shades and by demonstrating expectations of how sighted individuals should interact with blind people. 1.6 SD Professionals actively and consistently promote problem-solving strategies. Consumers are taught to think critically, strategically, and derive answers to novel or unique problems. SD training provides the foundation necessary to engage in successful critical problem solving both throughout training and far beyond. 1.7 SD Professionals actively and consistently demonstrate the importance of positive Personal Attitudes regarding blindness. Every aspect of skill training is in support of fostering positive attitudes, self-esteem, and hope. 1.8 SD Professionals actively and consistently communicate that public misconceptions and low expectations are the largest environmental barrier facing blind people. All aspects of SD training include the development of robust problem solving, advocacy, and support networks to combat misconceptions and lowered expectations. 1.9 SD Professionals actively and consistently communicate the concept of giving back or contributing in a meaningful way to the general community. SD professionals understand that this concept is equally as important as skills training, and that blind persons must be given opportunities to give of their time, unique talents, and heart to help others. Section Two. BENEFICENCE 2.1 SD PROFESSIONALS shall demonstrate an ongoing concern for the welfare of consumers and potential consumers at all times. 2.2 SD PROFESSIONALS shall always use their best professional judgement and accepted practices in assessing, training, and supervising consumers in all settings according to the principles of Structured Discovery methods and principles. 2.3 SD PROFESSIONALS shall always provide relevant, factual, and complete information about programs and services to enable consumers and potential consumers to make informed choices. 2.4 SD PROFESSIONALS shall always advocate for the provision of appropriate services and/or referrals for consumers or potential consumers. 2.5 SD PROFESSIONALS shall always collaborate with consumers in setting goals and priorities throughout training and ensure that goals are appropriate and commiserate to the consumer's goals, abilities, and potential capabilities. 2.6 SD PROFESSIONALS shall make every effort to advocate for consumers or potential consumers to obtain needed high quality educational or adjustment to blindness services through all available means. 2.7 SD PROFESSIONALS shall always be aware of and avoid imposing their own cultural values, personal preferences, beliefs, and behaviors on to consumers or potential consumers. 2.8 SD PROFESSIONALS shall always communicate information in ways that are both developmentally and culturally appropriate to consumers or potential consumers. 2.9 SD Professionals shall understand the unique nature of working with minors and members of vulnerable populations and their responsibility to appropriately involve parents, guardians and relevant decision makers in the process. Section Three. NONMALEFICENCE 3.1 SD PROFESSIONALS shall always take reasonable precautions to avoid imposing or inflicting physical, emotional, or psychological harm to any consumer or potential consumer. 3.2 SD PROFESSIONALS shall always consider the consumers' needs when designing and implementing training lessons rather than considering personal comfort or convenience. 3.3 SD PROFESSIONALS shall maintain relationships that do not exploit or manipulate consumers or potential consumers sexually, physically, emotionally, financially, socially, or in any other manner. 3.4 SD PROFESSIONALS shall not engage in personal virtual relationships with current consumers (e.g., through social media and other platforms). 3.5 SD PROFESSIONALS shall not engage in electronic and/or in-person sexual or romantic interactions or relationships with current consumers, their romantic partners, or their immediate family members. 3.6 SD PROFESSIONALS shall not engage in electronic and/or in-person sexual or romantic interactions or relationships with former consumers, their romantic partners, or their immediate family members for a period of one year following the last professional contact. 3.7 SD PROFESSIONALS shall always avoid actual or the appearance of inappropriate or exploitive relationships with consumers, potential consumers, their romantic partners, or their immediate family members. 3.8 SD PROFESSIONALS shall maintain relationships that do not exploit or manipulate blind or sighted colleagues, stakeholders, or members of the general public sexually, physically, emotionally, financially, socially, or in any other manner. 3.9 SD Professionals shall understand the elevated responsibility when working with minors and members of vulnerable populations and shall appropriately involve parents, guardians, and related professionals in the decision-making process. 3.10 SD PROFESSIONALS shall never condone or engage in the prejudicial treatment of an individual or group based on their actual or perceived membership in a particular group, class, or category including, but not limited to race, gender, national origin, religion, sexual orientation, age, disability, or socioeconomic status. Section Four. PRIVACY AND CONFIDENTIALITY 4.1 SD PROFESSIONALS shall always respect the privacy rights of consumers or potential consumers, and only solicit private information when it is beneficial to the assessment or training process. 4.2 SD PROFESSIONALS shall always protect and keep confidential all privileged forms of written, verbal, and electronic communication concerning consumers or potential consumers, unless consent has been provided by the consumer, or unless otherwise mandated by local, state or federal laws or regulations. 4.3 SD PROFESSIONALS shall always obtain permission from consumers or potential consumers prior to any recording or videotaping sessions through electronic or other means. 4.4 SD PROFESSIONALS shall always obtain permission from consumers or potential consumers prior to observing or sharing sessions, reviewing session transcripts, and/or listening to or viewing recordings of sessions with others. 4.5 SD PROFESSIONALS shall never engage in duplicitous behavior in either secretly recording, broadcasting, publishing, or posting information regarding consumers or potential consumers. 4.6 SD PROFESSIONALS conducting research shall always follow best practices in conducting research and obtain informed consent from consumers or potential consumers before using any personal information which might be published as a result of the research. Only statistical information may be used without consent. 4.7 SD Professionals shall obtain consent from parents or guardians prior to any interaction with minors or members of a vulnerable population and shall protect all privileged communications between these parties from public disclosure. Section Five. PROFESSIONAL DUTY 5.1 SD PROFESSIONALS practice only within the boundaries of their competence, based on their education, training, supervised experience, professional credentials, and appropriate professional experience and do not misrepresent their competence to consumers or others. 5.2 SD PROFESSIONALS act to avoid harming consumers, students, employees, supervisees, and research participants and to minimize or to remedy unavoidable or unanticipated harm. 5.3 SD PROFESSIONALS shall refer to or consult with other qualified service providers whenever such a referral or consultation would be beneficial to consumers or potential consumers. 5.4 SD PROFESSIONALS shall continuously monitor their effectiveness as professionals and, when necessary, take steps to improve performance through supervision, consultation, peer supervision, or input from other sources. 5.5 SD Professionals shall obtain specific training and continuing education in the area of age/stage appropriate instruction for minors and shall work collaboratively with parents and guardians on the development of training programs that are developmentally appropriate for vulnerable populations. 5.6 SD PROFESSIONALS recognize the need for continuing education to acquire and maintain a reasonable level of awareness of current scientific and professional information in their fields of activity. They maintain their competence in the skills they use, are open to new procedures, and keep current with professional and community resources for diverse and specific populations with which they work. 5.7 SD PROFESSIONALS shall provide appropriate supervision to supervisees and ensure that responsibilities and goals are clearly defined, remediation opportunities are offered without penalty, and ensure, when relevant, supervisees' violations of this code are reported to this Board. 5.8 SD PROFESSIONALS actively develop and maintain knowledge, personal awareness, sensitivity, and skills and demonstrate a disposition reflective of a culturally competent SD Professional working with diverse consumer populations. 5.9 SD PROFESSIONALS are alert to the signs of impairment due to their own health issues or personal circumstances and refrain from offering or providing professional services when such impairment is likely to harm consumers or others. They seek assistance for problems that reach the level of professional impairment, and if necessary, they limit, suspend, or terminate their professional responsibilities until it is determined they may safely resume their work. 5.10 SD PROFESSIONALS assist colleagues or supervisors in recognizing their own professional impairment, provide consultation and assistance when colleagues or supervisors show signs of impairment, and intervene as appropriate to prevent harm to consumers. 5.11 SD PROFESSIONALS accurately represent the accreditations of their academic programs and accurately describe their continuing education and specialized training. 5.12 SD PROFESSIONALS do not condone or participate in any form of harassment, including sexual harassment. 5.13 SD PROFESSIONALS are accurate, honest, and objective in reporting their professional activities and judgments to authorized third parties (e.g., courts, health insurance companies, recipients of evaluation reports). 5.14 When SD PROFESSIONALS provide advice or commentary by means of public lectures, demonstrations, radio or television programs, recordings, technology-based applications, printed articles, mailed material, or other media, they make reasonable efforts to ensure that: (1) the statements are based on appropriate professional literature and practice; (2) the statements are otherwise consistent with the Code; and (3) it is clear that a professional teaching relationship does not exist. 5.15 When making professional statements in a public context, regardless of media or forum, SD PROFESSIONALS clearly identify whether the statements represent individual perspectives or the position of the profession or any professional organizations with which they may be affiliated. 5.16 SD PROFESSIONALS do not exploit others in their professional relationships to seek or receive unjustified personal gains, sexual favors, unfair advantages, or unearned goods or services. 5.17 SD PROFESSIONALS recognize their own personal or professional relationships may interfere with their ability to practice ethically and professionally. Under such circumstances, SD PROFESSIONALS are obligated to decline participation or to limit their assistance in a manner consistent with professional obligations. 5.18 SD PROFESSIONALS identify, make known, and address real or apparent conflicts of interest in an attempt to maintain the public confidence and trust, discharge professional obligations, and maintain responsibility, impartiality, and accountability. 5.19 SD PROFESSIONALS do not engage in any act or omission of a dishonest, deceitful, or fraudulent nature in the conduct of their professional activities. 5.20 SD PROFESSIONALS do not disparage individuals or groups of individuals. Section Six. JUSTICE 6.1 SD PROFESSIONALS shall comply with all federal, state, and local laws, ordinances, and policies. 6.2 SD PROFESSIONALS shall comply with the principles, both explicit and implicit, of this Professional Code of Ethical Conduct. 6.3 SD PROFESSIONALS shall require those professionals whom he or she supervises in educational or training to adhere to this Professional Code of Ethical conduct. 6.4 SD PROFESSIONALS shall take reasonable steps to ensure that employers are aware of the obligations set forth and promulgated in this Professional Code of Ethical Conduct. 6.5 SD Professionals understand that employers or potential employers will be notified by this organization of any violations to this code of ethics that results in sanction from this board to the certified professional. 6.6 SD PROFESSIONALS shall take reasonable steps to ensure that consumers and potential consumers are aware of the obligations set forth and promulgated in this Professional Code of Ethical Conduct. Section Seven. VERACITY 7.1 SD PROFESSIONALS shall claim or imply only professional qualifications actually completed and correct any known misrepresentations of their qualifications by others. They truthfully represent their qualifications and those of their professional colleagues. 7.2 SD PROFESSIONALS shall disclose any professional, personal, financial, business or volunteer affiliations that potentially could pose a conflict of interest to those with whom he or she may establish a professional, contractual or other working relationship. 7.3 SD PROFESSIONALS shall refrain from using or participating in the use of any form of communication that contains false, fraudulent, deceptive or unfair statements or claims concerning colleagues or service providers. Section Eight. FIDELITY 8.1 SD PROFESSIONALS shall treat colleagues and other blindness professionals with fairness, discretion, and integrity at all times. 8.2 SD PROFESSIONALS shall preserve, respect and safeguard confidential information about colleagues and other professionals, unless otherwise mandated by national, state or local laws. 8.3 SD PROFESSIONALS shall accurately represent the qualifications, views, contributions and recommendations of colleagues and other professionals. 8.4 SD Professionals will not accept a position of employment where ethical principles of Structured Discovery are compromised or abandoned, unless the position is accepted with the intention of amending or modifying the questionable practices. The SD Professional is prohibited from participating in behavior which violates this Code. 8.5SD PROFESSIONALS shall take adequate measures to discourage, prevent, expose, and correct any breaches of this Professional Code of Ethical Conduct and report any breaches to appropriate NBPCB officials for curative action. 8.6 SD PROFESSIONALS shall become familiar with established NBPCB policies and procedures created for the purpose of handling and resolving complaints arising out of alleged violations of the standards set forth in this Professional Code of Ethical Conduct. As indicated above in the Preamble to this document, an intentional violation of any Section of this Code shall be prima facia evidence of a SD PROFESSIONALS s affirmative decision to voluntarily choose to relinquish N BPCB certification. DEFINITIONS Beneficence - To do good to others; to promote the well-being of consumers Blind - any person who is totally blind or whose sight is sufficiently affected that alternative techniques are necessary to perform daily activities Blindfolds - items designed and intended to preclude the use of sight Board - the National Blindness Professional Certification Board, Inc. Confidence-Building Activities - activities that are novel experiences which are appropriate, diverse, and challenging and designed to increase the confidence or self-efficacy of the consumer. Consumer - any person receiving rehabilitation training by a Structured Discovery Professional. Fidelity - to be faithful; to keep promises and honor the trust placed in Structured Discovery Professionals. Justice - to be fair in the treatment of all consumers; to provide appropriate services to all Long White Cane - a cane designed for the use of blind people which gives ample time to respond to received information and that is one singular piece and cannot be reduced in size NBPCB - the National Blindness Professional Certification Board, Inc. Nonmaleficence - to do no harm to others Non-visual skills - those skills, techniques and technology that blind persons employ as alternatives to the use of sight Potential consumer - any blind or low vision person that is currently not a consumer Problem-Solving Strategies - plans of action used to find solutions Role Model - a person whose behavior, example, or success can be emulated by others, SD Professional - any professional in work with the blind who has qualified for and received certification from the National Blindness Professional Certification Board in the areas of Structured Discovery rehabilitation training Veracity - to be honest Vulnerable Populations - those under the legal age of consent, those with debilitating mental health conditions, or those with a cognitive impairment We would like to thank both the American Counseling Association and the Commission on Rehabilitation Counselor Certification for permission to adapt each organizations' code of ethics in developing our own code. By means of this email, Edward C. Bell, Ph.D., CRC, NOMC, Director, Professional Development and Research Institute on Blindness Louisiana Tech University 600 Mayfield Ave / 210 Woodard Hall PO Box 3158 Ruston LA 71272 Office: 318.257.4554 Fax: 318.257.2259 <mailto:ebell at latech.edu> ebell at latech.edu www.pdrib.com ************* "I am somehow less interested in the weight and convolutions of Einstein's brain than in the near certainty that people of equal talent have lived and died in cotton fields and sweatshops." -- Stephen Jay Gould

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