|
Item 1: Supervisor provides incentives to the staff to become linguistically and culturally responsive, despite investment of time and resources
|
237
|
2.916 (1.121)
| |
0.596 (0.434)
|
.885
|
|
Item 2: Supervisor creates opportunities to talk to the staff about ways to respond to clients’ cultural and linguistic service needs despite his or her other administrative responsibilities (e.g., documentation and billing)
|
239
|
3.410 (1.045)
| |
0.665 (0.285)
|
.847
|
|
Item 3: Supervisor provides clear guidance about how to respond to clients’ cross-cultural issues despite busy schedule
|
241
|
3.577 (1.014)
| |
0.602 (0.410)
|
.829
|
|
Item 4: Supervisor has emphasized the importance of translation of material and development of policies and procedures to respond to clients with limited English proficiency, despite her or his other multiple responsibilities
|
238
|
3.378 (1.043)
| |
0.540 (0.449)
|
.845
|
|
Item 5: Supervisor prioritizes enhancing the staff’s cultural competence by helping resolve cross-cultural issues with clients
|
240
|
3.546 (0.967)
| |
0.636 (0.453)
|
.850
|
|
Test scale
| | |
.07
|
0.774 (0.221)
|
.878
|
