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to the room rate, the key or keys are obtained for the guest. The key being issued must be checked against the room number assigned on the registration card before it is handed to the guest. A key for room 969 can look like 696 if it is viewed upside down. The key for room 243 could mistakenly be picked up for room 234. These errors occur when the front desk staff is busy checking people in and out. Giving the room key to the guest should be handled with utmost discretion, for the guest s safety. The front desk clerk should not loudly announce, Here is your key to room 284. It is better to say, simply, Here is your key or Your room number is written on the inside of your check-in packet. It is also important to instruct a guest on the procedure for using an electronic key, a plastic-key with electronic codes embedded on a magnetic strip. If there is a special waiting period or a certain-colored indicator light on the guest room door, this should be pointed out.

rm your credit card number to open the account or for your password do not disclose them to anyone.

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If a psychologist is primarily seeking a clinical position in an outpatient clinic, hospital, or group private practice, the application and interview strategy will be very different from those for an academic position. Typically, these jobs will be advertised in the APA Monitor on Psychology only for organizations who wish to pursue a national search for a job candidate. Not all clinical settings are interested in interviewing people from all over the United States and therefore will not advertise in the APA Monitor on Psychology or other national publications. The costs for advertising in these national publications can be high, and many organizations may not be interested in the expense of having job candidates fly in from all over the country to interview for their job opening. Therefore, finding out about job openings can be challenging. Often, word of mouth is the best and most opportune way to find out about job openings (APA, 1997, 2003d). Also, contacting various hospitals, clinics, group practices, state and county psychological associations, postgraduate training institutes, and colleagues may help to determine if positions are available. Positions are also often listed at local professional conferences (e.g., state psychological associations). Networking is the key to ultimately securing clinical jobs. Clinical job applications usually require a Curriculum Vitae, cover letter outlining clinical interests and experiences, and three letters of recommendation. Often, a sample assessment or other clinical report (removed of all identifying patient information) is requested. All materials are reviewed and a small number of applicants are selected for interviews. The interview often includes individual (and

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rifices in other spheres of life. They have a strong athletic identity, and their sport achievements and recognition contribute a lot to their self-esteem. This stage usually lasts between 5 and 15 years and cannot be seen as a homogeneous period. For example, signing a professional contact may mark a new stage, or at least a substage, but it is not reflected in the models. Stambulova identified a final stage during which athletes try to maintain their sport results on a high enough level and to prepare for termination. Existence of such a preamble for athletic career termination was also confirmed by Durand-Bush (2000) and was called the maintenance years. The discontinuation stage in Bloom s (1985), Salmela s (1994), and Wylleman and Lavallee s (2004) models corresponds to the recreational years in C t s (1999) model and is not emphasized as an athletic career stage in Stambulova s (1994) model. During this period athletes stop participating in competitions on the level they had previously achieved, but they may continue training or sport participation for recreational purposes. Because their new focus is on starting a new professional career or studies and developing an identity related to their new social roles, for-

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