Supporting Accountability in the Field of Mediation

Over time, many fields of work - law, medicine, and teaching - matured from informal bodies of knowledge and skills, passed from one practitioner to another, into professions. In the process each began enumerating and affirming their intellectual and practical roots. Each also began testing practitioners to insure comprehension of relevant knowledge and an ability to demonstrate relevant skills. Family mediators in Canada have moved in this direction. In the United States, people who mediate interpersonal disputes also feel pressured to take additional steps to assure the quality of our work. This article summarizes what mediation organizations in the United States have done and could do to vouch for work in our field. But, taking additional steps calls for a clearer understanding of what a mediator should know and what they are expected to do. These two critical pieces of information remain nebulous. So, this article goes beyond describing ways of insuring accountability by also describing a recently completed job analysis, a tool frequently used in other fields of work to describe the skills and knowledge relevant to a particular job.     

Defining Mediator Knowledge and Skills

A two-year collaboration among researchers, practitioners, and advisers from the major national organizations of mediators produced a job analysis relevant to mediators involved in interpersonal disputes (i.e., divorce, community, formal parent-child mediation, etc.). One byproduct of the job analysis is an extensive list of the knowledge areas and skills important to effective job performance. This essay defines the knowledge and skill areas that emerged from the analysis.