Your FREE CRC Flashcards 2026 – 200+ Cards

The current ethics code for certified rehabilitation counselors, effective January 1, 2017 (superseding the 2014 edition). It is enforceable and organized into sections covering the counseling relationship, confidentiality, advocacy, assessment, supervision, research, and resolving ethical issues.

One of the six CRCC core principles: respecting a client's right to be self-governing and to make their own decisions within their cultural framework, free of counselor control.

The ethical principle of doing good — promoting the well-being of clients and acting in their best interest.

The ethical principle of avoiding actions that cause harm to clients; 'first, do no harm.'

The ethical principle of being faithful — keeping promises and honoring the trust and commitments made within the counseling relationship.

The ethical principle of treating individuals equitably and fostering fairness and equality in access to services and resources.

The ethical principle of dealing truthfully and honestly with clients and others in the professional relationship.

The client's voluntary, knowledgeable agreement to services after the counselor explains purposes, goals, techniques, costs, risks, limits of confidentiality, and the right to refuse or withdraw. Required at the outset and throughout the relationship.

The counselor's ethical duty to protect client-disclosed information from unauthorized disclosure. Distinct from privileged communication, which is a legal protection in court proceedings.

Situations where confidentiality may or must be breached: serious and foreseeable harm to self or others, legal requirements such as a court order, and mandated reporting of abuse. Clients must be told these limits at the start.

When a client poses a serious, foreseeable danger to an identifiable victim, the counselor may be required to take reasonable steps to protect, including warning the intended victim or notifying authorities.

A relationship in which the counselor occupies more than one role with a client (e.g., social, business, or sexual) that risks impairing objectivity or exploiting the client. The 2017 Code prohibits harmful or exploitative dual relationships.

A boundary crossing is a deviation from typical practice that may be benign or beneficial; a boundary violation is exploitative or harmful to the client. The Code requires counselors to manage boundaries to prevent harm.

The 2017 Code prohibits sexual or romantic relationships with current clients, and with former clients for a minimum specified period (and even then only with careful consideration of harm).

Counselors practice only within the boundaries of their education, training, supervised experience, and credentials, and seek consultation or referral when a client's needs exceed their competence.

A legal right, established by statute, that protects a client from having confidential communications disclosed in legal proceedings. It belongs to the client, not the counselor, and varies by jurisdiction.

A professional legally required to report suspected abuse or neglect of children, elders, or vulnerable adults to the proper authorities, overriding ordinary confidentiality.

A structured process for resolving ethical dilemmas: identify the problem, consult the Code and laws, generate options, consider consequences and principles, consult colleagues, choose and act, and evaluate the outcome.

The counselor's awareness of their own cultural values and biases, knowledge of the client's worldview, and use of culturally appropriate skills and interventions.

Acting at individual and systemic levels to address barriers and inequities that impede a client's access, growth, or development, including disability-rights and accessibility advocacy.

Counselors create, store, transfer, and dispose of client records in ways that protect confidentiality and comply with law, retaining records for the period required by regulation.

Communication that places the person before the disability (e.g., 'a person who uses a wheelchair'), emphasizing the individual over the condition; counselors model and promote it.

The knowledge, awareness, and skills to work effectively with clients of diverse cultural, racial, religious, gender, and disability identities, integrating that context into services.

An evidence-based, structured, present-focused approach that targets the links among thoughts, feelings, and behaviors, helping clients identify and change distorted cognitions and maladaptive behaviors.

Habitual, inaccurate thought patterns (e.g., catastrophizing, all-or-nothing thinking, overgeneralization) that CBT helps clients recognize and restructure.

A core CBT technique of identifying, challenging, and replacing distorted or unhelpful thoughts with more balanced, evidence-based ones.

Albert Ellis's approach holding that irrational beliefs, not events, cause distress. It uses the ABC model and disputes irrational beliefs to produce healthier emotional consequences.

A = Activating event, B = Belief about it, C = emotional and behavioral Consequence. REBT teaches that B, not A, largely determines C; disputing (D) irrational beliefs creates a new effect (E).

Carl Rogers's humanistic approach that views the client as the expert and uses a nondirective, growth-promoting relationship to support the client's self-actualizing tendency.

The three therapist-offered conditions believed necessary for change: empathy (accurate understanding), unconditional positive regard (nonjudgmental acceptance), and congruence (genuineness).

A nonjudgmental, accepting attitude toward the client as a person of worth, regardless of their behavior or disclosures — central to person-centered therapy.

Accurately sensing and reflecting the client's internal frame of reference and feelings as if they were one's own, without losing the 'as if' quality.

A client-centered, directive method for strengthening intrinsic motivation to change by exploring and resolving ambivalence, developed by Miller and Rollnick.

The core MI micro-skills: Open-ended questions, Affirmations, Reflective listening, and Summaries — used to elicit and reinforce change talk.

Client statements favoring movement toward change (desire, ability, reasons, need, commitment). In MI the counselor selectively elicits and reinforces change talk over sustain talk.

An MI principle (now framed within the partnership/evocation spirit) of avoiding argument and not confronting client resistance directly, instead reflecting it and redirecting toward the client's own goals.

The collaborative bond between counselor and client, comprising an emotional bond plus agreement on goals and tasks. A strong alliance is one of the best predictors of positive outcomes.

A future-oriented, strengths-based approach that focuses on solutions and exceptions rather than problems, using tools like the miracle question and scaling questions.

A solution-focused technique asking the client to imagine the problem solved overnight and describe what would be different, helping define concrete, achievable goals.

Interventions based on learning theory — reinforcement, shaping, modeling, systematic desensitization, and exposure — used to increase adaptive behaviors and reduce maladaptive ones.

A behavioral technique pairing deep relaxation with gradual, graded exposure to a feared stimulus to reduce anxiety responses.

A basic counseling skill of mirroring back the emotional content of a client's message to convey understanding and deepen exploration.

Open questions invite elaboration ('What brought you here?'); closed questions elicit brief or yes/no answers. Counselors favor open questions to encourage client exploration.

Integrating the best available research evidence with clinical expertise and client values and preferences when selecting interventions.

Prochaska and DiClemente's model: precontemplation, contemplation, preparation, action, maintenance, and (relapse). It guides matching interventions to a client's readiness.

Transference is the client's projection of feelings about past figures onto the counselor; countertransference is the counselor's emotional reaction to the client, which must be managed ethically.

Fully attending to the client through encouragers, paraphrasing, reflection, and summarizing to demonstrate understanding and build the therapeutic relationship.

A practice orientation that builds on a client's existing assets, abilities, and resources rather than focusing primarily on deficits — well aligned with rehabilitation values.

A counseling format in which a trained leader works with several clients simultaneously, using group dynamics, peer feedback, and shared experience to promote change.

Curative elements of group work identified by Irvin Yalom, including universality, instillation of hope, altruism, group cohesiveness, interpersonal learning, and catharsis.

The therapeutic group factor in which members realize they are not alone in their struggles, reducing isolation and shame.

The sense of belonging, acceptance, and solidarity among group members; analogous to the alliance in individual therapy and linked to better outcomes.

Tuckman's sequence that groups typically move through: forming, storming, norming, performing, and adjourning.

A structured group focused on teaching information and skills (e.g., coping with disability, job-seeking, stress management) rather than primarily on personal exploration.

The view that a family is an interconnected emotional system in which a change in one member affects all; the identified problem is understood in the context of family interactions.

Bowen's concept in which a two-person system under stress pulls in a third party to reduce tension, often shifting rather than resolving the conflict.

A graphic family-tree diagram mapping relationships, patterns, illnesses, and disabilities across generations, used to understand family influences on a client.

Family members can support or hinder adjustment and goal attainment; counselors assess family resources, caregiver strain, and educate the family about the client's disability and plan.

Recognizing how culture shapes family roles, communication, caregiving, and views of disability, and adapting family-focused interventions accordingly.

Short-term, immediate, action-oriented help to stabilize a person in acute distress, restore equilibrium, and connect them to ongoing support.

A three-stage framework: A — develop and maintain rapport; B — identify the problem and explore the precipitating event; C — coping strategies and referrals.

An evidence-informed approach to support people immediately after disaster or trauma: ensure safety, calm, connectedness, self-efficacy, and hope without forcing disclosure.

A service approach that recognizes the widespread impact of trauma, avoids re-traumatization, and emphasizes safety, trustworthiness, choice, collaboration, and empowerment.

A trauma- and stressor-related disorder marked by intrusion (flashbacks, nightmares), avoidance, negative changes in cognition and mood, and arousal/reactivity following a traumatic event.

A trauma reaction with symptoms similar to PTSD occurring within three days to one month after the event; if symptoms persist beyond a month, a PTSD diagnosis may apply.

Evaluating suicidal ideation, intent, plan, means, history, and protective factors to gauge risk and determine the level of intervention needed (e.g., safety planning, hospitalization).

A collaborative, written plan that lists warning signs, coping strategies, supports to contact, means restriction, and crisis resources to help a client stay safe during suicidal crises.

Judging how dangerous a client's situation is — assessing the seriousness of intent, the lethality and availability of means, and imminence — to set the urgency of intervention.

Verbal and nonverbal techniques (calm tone, active listening, respecting space, offering choices) used to reduce a person's agitation and prevent escalation to harm.

A structured group process used after a critical incident to help participants process reactions; its use is debated, and current trauma practice cautions against mandatory single-session debriefing.

A crisis triggered by a specific stressful life event or change — such as sudden onset of disability — that overwhelms a person's usual coping resources.

The mourning of pre-disability identity, roles, or abilities that many clients experience; counselors normalize the process and support adaptation without imposing a fixed sequence.

The effect of an impairment on a person's ability to perform activities — physical, cognitive, sensory, or psychological — that is central to vocational planning and accommodation.

Impairment is a loss of body structure or function; disability is the resulting activity limitation; handicap is the social/environmental disadvantage. Modern models emphasize person–environment interaction.

Damage to the spinal cord causing motor and/or sensory loss below the level of injury. Tetraplegia involves all four limbs (cervical injury); paraplegia involves the lower body (thoracic/lumbar).

Acquired brain damage from an external force, producing variable cognitive, behavioral, emotional, and physical deficits (memory, attention, executive function, impulse control) that affect work and daily life.

A chronic, often progressive autoimmune disease that damages CNS myelin, causing fatigue, weakness, sensory and visual changes, and cognitive effects that frequently fluctuate (relapsing-remitting).

The ongoing process of adapting emotionally, socially, and behaviorally to the impact of a disability — influenced by personal, social, and environmental factors rather than following a fixed sequence.

Theories (e.g., shock, denial, anger, depression, adjustment/acceptance) describing possible reactions to acquired disability; counselors treat them as variable and nonlinear, not a required path.

Persistent pain lasting beyond normal healing time that affects mood, sleep, function, and work capacity; managed through multidisciplinary, biopsychosocial approaches.

A mood disorder with persistent depressed mood or loss of interest plus changes in sleep, appetite, energy, concentration, and self-worth; common as a secondary condition to disability.

A serious psychotic disorder with positive symptoms (hallucinations, delusions), negative symptoms (flat affect, avolition), and cognitive impairment that affect functioning and supported-employment needs.

A chronic metabolic disorder of blood-glucose regulation; complications (neuropathy, retinopathy, vascular disease) can produce functional limitations relevant to work and accommodations.

Basic self-care tasks — bathing, dressing, eating, toileting, transferring, mobility — assessed to gauge independence and rehabilitation needs.

Effects of prescribed drugs (e.g., sedation, slowed reaction time, weight gain) that the counselor considers when planning work, safety, and accommodations.

The presence of additional disorders or conditions arising alongside a primary disability (e.g., depression with chronic pain), which can compound functional limitations.

Rotter's construct of whether a person attributes outcomes to their own actions (internal) or to outside forces (external); relevant to coping with and adjusting to disability.

The capacity to adapt positively and recover in the face of adversity, trauma, or disability; a protective factor counselors help build.

A framework viewing disability and health as the product of interacting biological, psychological, and social factors, rather than a purely medical phenomenon.

The International Classification of Functioning, Disability and Health — a framework describing functioning across body structures/functions, activities, and participation in interaction with environmental and personal factors.

A comprehensive, systematic process using interviews, tests, and work samples to assess a client's interests, aptitudes, abilities, values, and work behaviors for rehabilitation planning.

A method of identifying skills from a client's past work that can transfer to new occupations consistent with current functional capacities — central to vocational planning and job matching.

The consistency or repeatability of a test's results across time, items, or raters. Forms include test-retest, internal consistency, and inter-rater reliability.

The extent to which a test measures what it claims to measure. Types include content, criterion-related (concurrent and predictive), and construct validity.

Administering and scoring a test under uniform conditions and comparing results to a representative norm group, allowing meaningful interpretation of scores.

Norm-referenced tests compare a person to a norm group (percentiles); criterion-referenced tests compare performance to a fixed standard or mastery level.

An assessment that estimates a person's potential to learn or perform tasks (e.g., the GATB), used to match abilities to occupational requirements.

A simulated, hands-on task that mirrors real job demands, used to observe a client's abilities, work behaviors, and tolerance under realistic conditions.

Evaluation of a client's work performance and behaviors in a real or realistic work setting over time, providing ecologically valid information.

A systematic measurement of a person's physical abilities (lifting, carrying, standing, etc.) to determine work tolerances and safe job demands.

A systematic study of a job's tasks, physical and cognitive demands, environment, and required skills, used for matching, accommodation, and TSA.

The U.S. Department of Labor's Occupational Information Network — the primary online database of occupational requirements, tasks, skills, and worker characteristics (successor to the DOT).

A historical DOL reference that classified occupations by tasks and physical/skill demands; largely replaced by O*NET but still referenced in vocational and forensic work.

An estimate of the expected variation in an individual's test score due to measurement error; used to build confidence intervals around an obtained score.

An assessment of a client's vocational preferences (e.g., Strong Interest Inventory, Self-Directed Search) used to suggest compatible career directions.

The written, client-centered rehabilitation plan required under the Rehabilitation Act that specifies the employment goal, services, providers, timelines, and responsibilities, developed jointly with the consumer.

The consumer's right under VR policy to make meaningful decisions about their employment goal, services, and providers, with the information and support needed to choose.

Systematic observation and recording of a client's behaviors in assessment or work settings to inform planning, distinct from self-report or formal testing.

A structured assessment of a client's appearance, mood, affect, thought, cognition, insight, and judgment at a point in time, used to inform clinical and rehabilitation decisions.

A modification or adjustment to a job, work environment, or process that enables a qualified individual with a disability to perform essential functions, unless it causes undue hardship (ADA Title I).

The fundamental job duties of a position, as opposed to marginal tasks; under the ADA, accommodations must enable performance of these core functions.

Donald Super's developmental theory describing career stages (growth, exploration, establishment, maintenance, disengagement) and the role of self-concept and life roles across the lifespan.

Super's idea that career choice is an expression of the self-concept; people seek work that lets them implement and express who they believe they are.

John Holland's typology matching people and work environments across six types: Realistic, Investigative, Artistic, Social, Enterprising, and Conventional — congruence predicts satisfaction and stability.

The degree of fit between a person's personality type and their work environment; higher congruence is associated with greater job satisfaction, stability, and achievement.

A person–environment correspondence theory: work adjustment results from the match between a worker's abilities/needs and the job's requirements/reinforcers, measured as satisfactoriness and satisfaction.

Lent, Brown, and Hackett's theory emphasizing self-efficacy, outcome expectations, and goals in shaping career interests, choices, and persistence.

Bandura-derived belief in one's ability to perform tasks needed for a career; a key driver of interests and choices in SCCT and a target of vocational counseling.

Proactively cultivating relationships with employers and creating or locating job opportunities matched to clients' skills and accommodations needs.

The process of matching a job-ready client to a suitable position, including referral, application support, interview preparation, and follow-up to support retention.

A VR model placing individuals with significant disabilities into competitive, integrated work with ongoing support services, often via a job coach.

A professional who provides on-site training, support, and fading assistance to help a worker with a disability learn and maintain a job in supported employment.

An individualized approach that negotiates a job match based on a person's specific strengths, interests, and needs and the employer's unmet needs, often through job carving.

Modifying a job description by reassigning, removing, or combining tasks so the essential functions match a worker's abilities while still meeting employer needs.

Work in the community alongside workers without disabilities, paid at or above minimum wage (at the customary rate), with comparable advancement — the preferred VR outcome.

Research into the local availability, wages, demands, and hiring trends of target occupations, used to set realistic, attainable employment goals.

Helping clients present skills effectively in writing and in person, including how to address disability disclosure and accommodation requests strategically.

Building the soft skills, stamina, and behaviors needed for employment success through training, conditioning programs, and trial work experiences.

A client's voluntary decision about whether, when, and how to reveal a disability to an employer; required only if requesting accommodation. Counselors help weigh pros, cons, and timing.

Anne Roe's theory linking early childhood experiences and parent-child climate to later occupational orientations toward or away from people.

Building and maintaining relationships with employers as customers of VR — understanding their workforce needs and positioning qualified candidates and services to meet them (a dual-customer approach).

The VR practice of serving both the job seeker and the employer as customers, aligning client placement with genuine business needs.

Strategies that treat the employer as the customer — talent pipelines, retention support, and disability-inclusion consulting — rather than only advocating for an individual placement.

A free national service funded by the U.S. Department of Labor's ODEP that provides expert, confidential guidance on workplace accommodations and disability employment law.

The argument that hiring people with disabilities benefits employers through expanded talent, reduced turnover, innovation, tax incentives, and an inclusive culture.

A federal tax credit incentivizing employers to hire individuals from targeted groups, including certain people with disabilities referred through VR.

Requires federal contractors and subcontractors to take affirmative action to recruit, hire, retain, and promote qualified individuals with disabilities, with a utilization goal.

Respectful practices for interacting with people with disabilities (e.g., person-first language, speaking to the person not the aide, asking before helping) that counselors model and teach employers.

Advising businesses on recruitment, accommodation, accessibility, retention, and disability-inclusion practices as a value-added VR service.

A placement arrangement in which an employer trains a worker while VR may reimburse part of the wage during the training period, lowering the employer's risk.

Partnering with an employer to identify modified duty, transitional work, and accommodations that allow an injured or ill worker to resume employment safely.

An ongoing relationship in which VR supplies qualified candidates to meet an employer's recurring hiring needs, strengthening placement outcomes.

A state agency, funded largely under the Rehabilitation Act, that provides services to help people with disabilities prepare for, obtain, and keep employment.

Landmark federal law authorizing the state-federal VR program and containing Sections 501, 503, 504, and 508 that prohibit disability discrimination by federal entities, contractors, and funded programs.

Prohibits disability-based discrimination in programs and activities that receive federal financial assistance, requiring reasonable accommodation and accessibility.

The 2014 law that aligned VR with the broader workforce system, emphasized competitive integrated employment, and added Pre-Employment Transition Services for students with disabilities.

WIOA-mandated centers that bring together employment, training, and support services from multiple programs, including VR, in a single accessible location.

A consumer-controlled, community-based nonprofit run by and for people with disabilities, offering peer support, advocacy, skills training, and information and referral.

The movement and service model emphasizing consumer control, self-determination, peer support, and removal of environmental barriers so people with disabilities can live in the community.

SSA programs (e.g., Ticket to Work, PASS, Impairment-Related Work Expenses, trial work period) that let beneficiaries test employment while protecting benefits.

A free, voluntary SSA program connecting SSDI/SSI beneficiaries with employment services from VR or Employment Networks to help them work toward financial independence.

Helping a client understand how earnings affect SSDI, SSI, Medicaid, and Medicare, so they can make informed choices and avoid fear of losing benefits when working.

Collaborating across agencies (mental health, education, Medicaid waivers, workforce, CILs) to assemble a comprehensive service package and avoid duplication.

Systematically identifying and cataloging local services, supports, and natural supports available to meet client needs across domains.

Assistance provided by people ordinarily present in a setting — coworkers, supervisors, family, peers — rather than by paid service staff, promoting independence and inclusion.

The 1999 Supreme Court ruling that unjustified institutionalization of people with disabilities is discrimination under the ADA, requiring services in the most integrated community setting appropriate.

The 1990 civil-rights law prohibiting disability discrimination in employment (Title I), public services (Title II), and public accommodations (Title III), requiring reasonable accommodation and accessibility.

The 2008 amendments that broadened the definition of disability and directed courts to construe it in favor of broad coverage, reversing narrow judicial interpretations.

Significant difficulty or expense for an employer relative to its size and resources; an accommodation that imposes undue hardship is not required under the ADA.

Coordinating, monitoring, and advocating for the services a client needs across providers and agencies to achieve rehabilitation goals efficiently and effectively.

The typical sequence: referral and intake, evaluation/assessment, eligibility determination, planning (IPE), service delivery, placement, and post-employment follow-up and closure.

The initial structured meeting that gathers background, medical, vocational, and psychosocial information, establishes rapport, and begins the eligibility and planning process.

Deciding whether a person qualifies for VR services — generally a physical or mental impairment that is a substantial barrier to employment, who requires and can benefit from VR services to work.

A VR mechanism, used when resources are limited, that prioritizes serving individuals with the most significant disabilities first.

Arranging, sequencing, and linking the array of services in a client's plan, ensuring providers communicate and timelines are met.

Organizing and prioritizing an entire caseload — tracking statuses, deadlines, and follow-ups — to deliver timely services across many clients.

Establishing objectives that are Specific, Measurable, Achievable, Relevant, and Time-bound to guide and evaluate rehabilitation progress.

Ongoing oversight of whether planned services are being delivered, used appropriately, and producing progress toward the employment goal, with plan amendments as needed.

Accurate, timely, objective records of contacts, decisions, services, and outcomes that support continuity, accountability, and compliance with regulation.

Limited services provided after case closure to help a client maintain, regain, or advance in employment when problems arise that threaten job retention.

Ending a case when the goal is achieved (e.g., successful closure after stable employment, typically at least 90 days) or when services can no longer continue, with proper rationale documented.

A VR closure in which the consumer has achieved competitive integrated employment consistent with the IPE and maintained it for the required period (generally 90 days).

Continued contact after placement to confirm stability, address emerging issues, and arrange ongoing support, especially in supported employment.

The counselor's formal approval and funding commitment for a specific service or vendor, documenting cost, scope, and provider before services are rendered.

A formal revision to the IPE — made with the consumer — when goals, services, or providers change due to new information or circumstances.

Acting on behalf of the client to obtain entitled services, remove barriers, and ensure rights are respected within and across systems.

Standardized codes (e.g., applicant, eligible, IPE developed, services, employment, closure) used to track a case's stage through the rehabilitation process.

An employer-based, proactive process to prevent disability, reduce its workplace impact, and promote timely, safe return to work, controlling costs while supporting the worker.

A structured plan to bring an injured or ill worker back to suitable employment as soon as medically appropriate, often using transitional or modified duty.

Temporary, adjusted work tasks or reduced demands that let a recovering worker stay productive and connected to the workplace while healing.

A state-mandated, no-fault insurance system providing medical care and wage-replacement benefits to employees injured or made ill on the job, often funding rehabilitation services.

The point at which an injured worker's condition has stabilized and is not expected to improve further with treatment; used to assess permanent impairment and benefits.

An evaluation by a neutral physician, often requested by an insurer or employer, to assess a claimant's condition, work capacity, and treatment in a disability or comp claim.

A workers' compensation classification for a lasting impairment that does not fully prevent work; benefits are based on the degree of impairment and lost earning capacity.

A professional, often a nurse, who coordinates medical care and recovery in comp and disability cases, working alongside the rehabilitation counselor on RTW.

The reduction in a person's ability to earn wages caused by a disability, a central concept in forensic rehabilitation and damages analysis.

Expert opinion on a person's employability, transferable skills, labor market access, and earning capacity, provided in forensic, Social Security, or workers' compensation proceedings.

Analyzing the costs and outcomes of services and accommodations to support efficient, defensible decisions in employer and insurer-funded rehabilitation.

The science of fitting the job and tools to the worker to prevent injury and accommodate functional limitations through workstation and task design.

On-site evaluation of a specific job's physical and cognitive demands compared to a worker's capacities to identify accommodations enabling return to work.

Systematic collection and analysis of data on a program's processes and outcomes to judge effectiveness, demonstrate accountability, and guide improvement.

Outcome measures capture results (e.g., employment rate, earnings, retention); process measures capture how services were delivered (e.g., timeliness, fidelity).

The independent variable is the manipulated or grouping factor; the dependent variable is the measured outcome hypothesized to be affected by it.

Reliability is consistency of measurement; validity is accuracy — whether the instrument or study measures and supports the conclusions it claims. A measure can be reliable but not valid.

A research design tracking one or a few participants repeatedly across baseline and intervention phases (e.g., ABAB) to evaluate an intervention's effect on an individual.

Qualitative research explores meaning through narratives, interviews, and themes; quantitative research tests hypotheses with numerical data and statistics. Mixed methods combine both.

A result unlikely to be due to chance, conventionally when the probability (p-value) falls below a set threshold such as .05; it does not by itself indicate practical importance.

A correlation shows two variables vary together; it does not establish that one causes the other. Establishing causation requires controlled experimental design.

Using research findings, alongside clinical judgment and client values, to choose interventions with demonstrated effectiveness for rehabilitation outcomes.

Continuous quality improvement: ongoing measurement of performance indicators and feedback loops used to improve service quality and outcomes over time.