Doctoral Internship in Clinical Psychology. 115 Rockwood Lane Hazard, KY

Transcription

1 Doctoral Internship in Clinical Psychology 115 Rockwood Lane Hazard, KY

2 Kentucky River Community Care, Inc. Doctoral Internship in Clinical Psychology Internship Manual Introduction Diversity and Non-Discrimination Policy Philosophy and Training Objectives Overview Administrative Structure Professional Demeanor Orientation Intern Schedule Seminars and Additional Training Opportunities Research Financial Assistance Vacation and Sick Time Other Intern Benefits Internship Requirements Program Completion Evaluation Supervision Site Descriptions Important Contact Information Appendix A Goals, Objectives and Competency Grid Mid-year/End-of-year Evaluation Supervisee Evaluation of Supervisor Program Evaluation Distal Data Evaluation Weekly Didactic Evaluation Form Training Expectations and Policies Agreement Note: This manual is a summary of intern activities and program expectations to provide general information regarding the internship. All topics discussed herein are subject to change throughout the course of the internship year. The complete policies and procedures that govern interns are found in the policy and procedure manual for Kentucky River Community Care (KRCC).KRCC participated in the APA accredited Rural Appalachian Consortium, formerly East Kentucky Pre-doctoral Internship Program from 1998 to This manual reflects the same guidelines developed for KRCC s role as a member of that consortium. 2

3 Introduction Kentucky River Community Care, Inc. (KRCC) is a Community Mental Health Center (CMHC) organization located in the heart of the Appalachian Mountains. The rural areas served offer challenging training opportunities for clinical psychology students. The internship was developed in response to the under-served needs of the area s population. The structure of the program presents interns with a wide variety of learning experiences. Diversity and Non-Discrimination Policy The Kentucky River Community Care (KRCC) Psychology Internship strongly values diversity and believes in creating an equitable, hospitable, appreciative, safe, and inclusive learning environment for its interns. Diversity among interns and supervisors enriches the educational experience, promotes personal growth, and strengthens communities and the workplace. Every effort is made by the KRCC Internship to create a climate in which all staff and interns feel respected, comfortable, and in which success is possible and obtainable. The KRCC Internship strives to make every effort to dispel ignorance or anxiety associated with multicultural experiences. The KRCC training program includes an expected competency in diversity training, and multiple experiences are provided to be sure that interns are both personally supported and well-trained in this area. The KRCC Psychology Internship welcomes applicants from diverse backgrounds. The program believes that a diverse training environment contributes to the overall quality of the program. The KRCC Psychology Internship provides equal opportunity to all prospective interns and does not discriminate because of a person s race, color, religion, sex, national origin, age, disability, or any other factor that is irrelevant to success as a psychology intern. Applicants are individually evaluated in terms of quality of previous training, practicum experiences, and fit with the internship. Philosophy and Training Objectives Mission of the Kentucky River Community Care Doctoral Psychology Internship Interns, upon completing the Kentucky River (KRCC) Doctoral Psychology Internship, will have a strong generalist training that has successfully prepared 3

4 them for entry into the practice of psychology as health service providers who are trauma-informed, adept at interpersonal and professional relationships and sensitive to issues of diversity. The KRCC Doctoral Psychology Internship Program achieves its mission by providing interns with diverse training experiences within a trauma-informed Community Mental Health Center (CMHC) setting, which is rural and Appalachian in nature, and by adhering to the Local Clinical Scientist model of practice. Community Mental Health Center: As a CMHC, KRCC represents a complex model of mental health care that includes preventive, assessment, diagnostic and therapeutic intervention services. The model requires inter-professional collaboration and a holistic approach to fulfill its mission. The nature of a CMHC setting allows interns to not only hone traditional and generalist clinical skills, but to experience a broader working knowledge of the impact of public policy, advocacy, research and organizational management on the provision of services. For example, the advent of the Patient Protection and Affordable Care Act (PPACA) is altering the financial payment systems and service delivery designs of KRCC. The internship provides an opportunity for interns to participate with KRCC s management team on developing the new strategies needed in response to the PPACA by using an evidence-based approach, NIATx. The interns are also expected to engage in quality improvement for their internship program by using the NIATx approach, thus their program design and evaluation skills become part of their broader generalist knowledge base. Trauma-Informed: KRCC, as a CMHC in the public health sector has followed the lead of The National Association of State Mental Health Program Directors (NASMHPD) in its endorsement of prevention, education and treatment initiatives to address the issue of trauma. These initiatives began in response to community surveys showing that 90% of public mental health clients had been exposed to trauma (Jennings, 2004). Thus, interns whose clients are trauma survivors must become skilled in treatment from a trauma-informed perspective during their internship year. They are trained in trauma-specific evidence-based treatments and learn about advocacy on behalf of victims of interpersonal violence. Rural Appalachian: The rural Appalachian nature of the internship provides challenges for trainees that may not be taught to students in the urban settings of most graduate programs. For example, the rural area of the Kentucky River region is underserved by health and mental health professionals, a situation that may easily produce distress and burnout in providers who do practice in the area. Thus, the KRCC Internship program emphasizes the importance of self-care for Rural Psychology practitioners. Practicing Rural Psychology in Appalachia can also mean being engaged in the cutting edge practices of Technology/Telehealth (Riding-Malon & Werth, 2014). KRCC has begun integrated health services with the opening of one Rural Health Clinic and has plans for additional Rural Health Clinics. The Internship Program is being incorporated into the program design of KRCC s Integrated Health initiative. Likewise, KRCC uses Technology/Telehealth throughout the eight-county region, in 4

5 multiple venues, some of which are available to interns. One of the most encompassing aspects of practicing psychology in a rural area is relational in nature. Managing, in an ethical manner, the intertwined multiple relationships of small communities, requires knowledge, skill, integrity, creativity and wisdom on the part of an intern. All aspects of the internship program provide opportunities for an intern to become adept at interpersonal and professional relationships. The Local Clinical Scientist Model: The Local Clinical Scientist model (Stricker & Trierwiler (2006) provides the framework for elevating training in a rural Appalachian CMHC to a higher level of professionalism than might otherwise be expected. This model upholds a standard of practice in psychology that requires clinicians to act like scientists, using discipline, critical thinking, imagination, openness to falsification, and rigor (p. 41) when faced with the realities of daily clinical practice. These scientific approaches or attitudes toward practice emerge from a foundation of recognizing that there are areas of common concern between scientists and practitioners (p.38). The Local Clinical Scientist model endorses skills in problem solving and making local observations that are not necessarily generalizable to all situations. Thus, the model acknowledges the importance of local knowledge of cultures or sub-cultures and context-dependent meaning, while at the same time stressing the importance of addressing such uniqueness with a scientific attitude of inquiry (p, 40). The model supports the importance of having scientific knowledge based in research, for example knowing the studies behind evidence-based practices, and at the same time maintaining a scientific attitude in identifying context-related factors. The model of Stricker and Trierwiler (2006) is especially relevant for a training program that is located in the heart of the rural Appalachian Mountains where the persons receiving services come from sub-cultures defined by one s family, holler, or county. However, the scientific approach to contextual factors associated with the Local Scientist Model serves not only as a basis for working with Appalachian persons, but persons of any other diverse culture/sub-culture, resulting in a sensitivity to and scientific approach to all issues of diversity. Summary The complex culture of the Kentucky River region can offer doctoral students a challenging environment to practice the application of a scientific attitude toward improving the health and well-being of those in need of services. Here interns can become adept at not only implementing evidence-based practices, but also adept at taking contextual factors into consideration when assessing outcomes, based on scientific principles. Furthermore, the mission of the KRCC Doctoral Psychology Internship, incorporates the supposition that the scientific approach of Psychology brings improvements to the underserved area of the Kentucky River Region that would not be realized without the Internship program. Thus, the Internship is a vital and important 5

6 component of KRCC s mission of improving the health and well-being of the people of our region. The Internship serves as a model of aspiring to best practices in a region where individuals have traditionally not only been underserved, but often poorly served, as well. Therefore, the mission of the KRCC Doctoral Psychology Internship embraces the belief that a synergy develops between psychology interns, an organization, and a region. Furthermore, this synergy works to improve the health and well-being of all involved: The individuals in the region, the Community Mental Health Center staff and the Internship participants. Overarching Goals of the KRCC Internship The KRCC Psychology Internship has outlined six overarching training goals for the program. Goal 1: Interns will achieve competence appropriate to their professional developmental level in the area of Professionalism. Goal 2: Interns will achieve competence appropriate to their professional developmental level in the area of Relational. Goal 3: Interns will achieve competence appropriate to their professional developmental level in the area of Science. Goal 4: Interns will achieve competence appropriate to their professional developmental level in the area of Application. Goal 5: Interns will achieve competence appropriate to their professional developmental level in the area of Systems. Goals 6: Interns will achieve competence appropriate to their professional developmental level in the area of Individual and Cultural Diversity. (See Appendix A for Goals, Objectives, and Competency Grid) Overview of the Internship KRCC s generalist model of training emphasizes an experiential method of learning, of which clinical assessment, evidence-based treatment, and crisis management,are critical components. These services are provided by the interns in a variety of different settings throughout the training year. The primary site for interns is Perry Outpatient Clinic where all persons, regardless of differences, are seen. For example, persons who have intellectual disabilities/developmental disabilities (DDID), persons with substance abuse 6

7 problems, or persons with dementia may be served by the interns. The Perry Outpatient Clinic also serves as the primary location for emergency walk-ins who are in crisis and in need of an immediate evaluation for possible psychiatric hospitalization. Thus, interns have an opportunity to gain proficiency in a wide array of clinical issues with a variety of populations, assuring a generalist training. Additionally, each intern spends approximately one day a week at a specific rotation site. The interns rotate through the three different specialties, spending four months with each rotation. Thus, at the end of the training year, each intern will have had the opportunity to gain proficiency in all three areas of concentration. The rotations provide opportunities for: Working with children and adolescents in a residential crisis stabilization unit and in a school setting Working with adult and adolescent female trauma survivors at a day treatment site, as well as at a rape crisis center Working with persons who have serious mental illnesses (SMI) at a therapeutic rehabilitation center and at the regional psychiatric hospital. Interns are required to work 40 hours/week under close supervision with frequent opportunities to directly observe psychologists performing clinical functions. As interns progress, they are expected to assume an increasingly independent role in working with clients. The KRCC internship program requires interns to possess a master s degree in the field of psychology from a regionally accredited university so that they may meet the requirements of the Kentucky Board of Examiners of Psychology to become Licensed Psychological Associates (LPA). The LPA designation allows interns to participate in the gamut of clinical work available to psychologists functioning within our CMHC. The program assists interns in completing the application process with the Kentucky Board and provides financial support for paying licensure application fees. Interns may further choose to prepare for the national licensure exam, EPPP, at some point during the training year, which will support career development beyond their pre-doctoral experience. Administrative Structure The internship is governed by an internship training director and an internship committee. The nature of the internship is such that certain decisions need to be discussed by all internship committee members before a decision can be reached. If an intern has an administrative question, this question should first be directed to the intern s primary supervisor. If the question cannot be answered by the 7

8 supervisor, the intern should bring the issue up at the monthly internship meeting so that it can be discussed jointly by the internship committee. If the question is such that it needs to be answered sooner than the internship meeting would allow, the intern should ask their supervisor to communicate the question to the committee members via . Professional Demeanor The interns are expected to conduct themselves in a professional manner at all times. Interns should adhere to the dress code at KRCC, which typically includes business casual attire including pants, dress shirts, skirts and blouses, for example, rather than jeans and t-shirts. The dress code is described more fully in the Policy and Procedure Manual of KRCC. Interns should always clearly identify themselves as psychology interns to both clients and other staff. Orientation During the first week of the internship, interns will be in orientation. Interns attend new hire orientation and are provided with training on services available within the agency and the basics of documentation and reporting. It is during these initial weeks that the interns shadow other psychologists and providers, gradually beginning the development of their caseload. They are introduced to the agency facility sites that have significance to the internship through tours provided by staff. Intern Schedule Summary of Hours Although each intern s daily/weekly schedule may vary by rotation, the following chart represents an approximation of how time may be allocated. All interns will provide services at both outpatient and residential settings. Client Contact... 30% Documentation/Paperwork... 30% Training/Supervision... 20% Meetings... 15% Research... 5% 8

9 The following are activities for all interns throughout the internship year: Event Day Time Location Didactic Seminars Friday 3:00-5:00 Perry Board Room Group Supervision Tuesday 4:00-6:00 Perry Outpatient Internship Meetings First Tues. every month 8:00-10:00 Group Room A Staff Meeting As announced 8:00-9:00 Perry Outpatient Other typical daily tasks at KRCC include: Individual Therapy Sessions Family/ Couples Therapy Sessions Facilitating Groups Psychological assessment Emergency Triage Medical Record/ paper work Seminars and Additional Training Opportunities Didactic Seminars and Presentations - Training seminars are an integral part of the internship experience and provide interns with opportunities to interact with peers and professional staff. Topics have been selected to provide interns with a knowledge base to assess and treat a wide variety of presenting concerns and to work with a diverse group of clients. As interns progress, they will participate in and facilitate training seminars by offering case presentations, research presentations, and group topic/clinical presentations. Interns are required to evaluate each didactic seminar using the Didactic Seminar Evaluation Form in Appendix A. Relevant State and Local Presentations - When appropriate, interns are provided the opportunity to attend Kentucky Psychological Association (KPA) sponsored presentations, presentations by local community colleges, hospital or other mental health centers, and meetings of professional associations. 9

10 Research While research is not a required component of the internship program, interns are encouraged to explore their own research ideas and interests as time permits. Interns are afforded access to a number of valuable resources to assist in literature searches, such as the ARH Medical Center library where various research databases are located, as well as interlibrary loan services, and hospital no-cost Internet access. Hazard Community and Technical College library is also available to community patrons. Prior to graduation, interns complete a research presentation demonstrating their ability to formalize research questions, gather/analyze data, and apply/present their findings. Both original data obtained during the internship year or data utilized in an intern s doctoral program dissertation may be used to satisfy this requirement. Stipend, Benefits, and Resources Financial Assistance Each of the available three (3) intern slots is allotted an annual stipend of$23,660. All interns are employed by Go-Hire, the employment agency that serves KRCC, during the internship year. Interns receive employee benefits including healthcare insurance coverage with options to add spouses/dependents at the intern's expense, participation in a 401-k program, holiday and Paid Time Off (PTO) for vacation and sickness leave. When traveling to distant work sites outside of Hazard, KY, interns receive mileage reimbursement, both to and from their work destination, as regulated by agency policy. Also, financial assistance is available for licensure application fees, as well as EPPP fees. Vacation and Sick Time Interns are allotted PTO and Holiday time as full time employees of Go-Hire as summarized below: PTO time is accrued during the year per agency policy and can be used by interns as soon as it is accrued. If an intern needs to call in sick, s/he should notify his/her supervisor and complete a leave request form to be turned in with the corresponding time sheet. 10

11 It is requested that interns provide as much notice as possible prior to any scheduled medical procedure that will require the use of PTO. PTO time cannot be utilized within the last two weeks of internship. Interns are employed by Go-Hire, the employing company of KRCC with the title Psychology Intern, which is a Professional Employee Classification. The intern is expected to work a minimum of 40 hours per week with this classification and may work up to 42 hours per week without supervisor approval to count toward their 2,000 hour internship requirement. They may not plan to work excessive overtime to permit for greater use of vacation time, as it is important for interns to participate in the daily treatment process. This classification provides a monthly accrual rate of 1.66 PTO days resulting in a total entitlement of 20 days per calendar year. Eight of the 20 days are allocated toward holidays. Thus, 12 days are available to be used as requested. It is also possible for an intern to work on a holiday if they would choose to do that and take off another day, if their supervisor approves. Under special extenuating circumstances and with prior approval of the internship training director, an intern may work more than the 42 hours per week to count toward the 2,000 hour internship requirement. The intern is reimbursed at the end of the internship year for any unused PTO time. Allocation of Internship Hours over one 12-month period working 40 hours per week: Total Internship Hours..2,000 Total PTO Hours weeks at 40 hours/week.2, 080 (10 days PTO plus pay for 10 days not used) Allocation of Internship Hours over one 12-month period working hours per week: Total Internship Hours..2,000 Total PTO Hours weeks at hours/week.2,160 (20 days PTO and no reimbursement) Dissertation Release Time Interns may use 5 days (40 hrs.) of dissertation time during the internship year. 11

12 This time must be taken as PTO, but hours will be credited towards total internship hours. A maximum of 40 dissertation hours may be credited towards an intern s total internship hours. Other Intern Benefits Interns are provided administrative, clerical, and technical support, as is provided to all other full time employees at KRCC. This support includes, administrative supervision, client scheduling, filing and medical record maintenance, claims processing, technical support with computers, and other administrative services. Internship Requirements Eligibility Applications are welcomed from qualified doctoral students in Clinical or Counseling psychology programs, who have: a) completed a relevant educational curriculum and obtained a master's degree in psychology as required for licensure by the Kentucky Board of Examiners of Psychology as a Licensed Psychological Associate, b), gained practicum experience with a minimum of 400 direct client contact hours, and c) endorsement of their clinical training director. All eligible applicants will be considered without regard to race, ethnic origin, gender, age, religion, sexual orientation or physical disability. The KRCC internship program cannot guarantee that the Board of Examiners of Psychology will temporarily grant interns the licensed psychological associate status. However, the program, upon review of their credentials and transcripts, can suggest to the applicants that they most likely will meet the Board s requirements. Should an intern not become licensed, s/he will still participate in the full array of experiences offered by the internship, including individual and group therapy, as well as psychological testing. The only service the intern will not be able to perform is that of doing evaluations for involuntary hospitalizations, as Kentucky s mental health law requires that a Qualified Mental Health Professional (QMHP) do this. QMHP is a designation that includes licensed psychological associates. The internship recognizes the contractual nature of the internship offer and will uphold the agreement whether or not the Kentucky Board of Examiners of Psychology approves the intern s application for licensure. A complete copy of Kentucky s Laws and Regulations Relating to Licensure in the practice of psychology can be found at Intern Selection The intern s experience as reported on his or her APPI is reviewed and rated on an internal rating form by two or more members of the training committee. Several areas rated reflect the program s effort to identify interns with experiences that will 12

13 prepare them to be a successful part of a CMHC. The number of direct hours and amount of experience at CMHC s similar to those of the internship program is considered. Experience working in a rural environment is assessed based on reports contained in the APPI and on the applicant s vitae. Interest and desire to work with a rural underserved population is assessed based on the content of an applicant s essays and cover letter. Once all interns who meet the basic requirements have been ranked, a cutoff number is chosen based on the number of qualified applicants and the number of available interview slots. Interns scoring at or above the cutoff number are offered an interview. During the interview process interns meet individually with two or more members of the training committee and are further evaluated and rated with an emphasis on identifying interns who possess clinical skills, experience, and demonstrate interest in a rural client population to the degree necessary for successful participation and completion of this training program. Internship applicants are then ranked on a rank order list that is submitted to National Matching Services according to APPIC policies. Three (3) interns will be chosen for each training year. The annual deadline for applications is dependent on APPIC s recommended date for applicants to register. APPIC match number is Program Completion In order to successfully complete the program, interns must satisfy both hours and evaluation requirements. Hours For successful completion of internship, interns must document a specified number of hours spent in the following activities: Total internship hours Direct client contact hours :1 Supervision hours To obtain the required number of hours, interns are advised to average approximately 15 hours per week of direct client contact time. This will allow enough hours to cover gaps such as those for orientation, training time, and PTO time. Hours spent on professional activities outside the normal work day are not permitted to be counted toward meeting the internship hours' requirement. Interns are encouraged to utilize time when clients unexpectedly cancel to complete their documentation requirements and report writing within their work time. The expected work hours are from 8:00 a.m. to 5:00 p.m., with an hour allotted for lunch. Interns are not expected to work overtime and are responsible for sound time management. Interns should maintain a time utilization log that records the distribution of hours spent in each activity. The log must be available 13

14 to the intern s site supervisor on a monthly basis for review, as needed. At the completion of the internship program a total summary of the time utilization log is to be submitted to the internship training- director. Bi-monthly time sheets will be turned into the site supervisor, per agency policy. These time sheets will serve as the official documentation of the required 600 hours of direct face-to-face time and the total 2,000 hours for completion of the internship program. Evaluation Procedures An evaluation will take place at the end of each six-month period, using the internship s evaluation form and conducted by the intern s primary supervisor. The evaluation form is made up of indicators of six (6) different areas of professional competency. Under each indicator there are a minimum of three (3) and no more than twelve (12) statements that will receive a rating of 1 4 or NA if not applicable. Four (4) being the highest level of competency to one (1) being the lowest. Interns are expected to score a rating of 3-Meets Expectations on all training competencies on the mid-year and end-of-year evaluation. Any score below a 3 on any competency on a mid-year or end-of-year evaluation will trigger KRCC s formal Due Process Procedures. A score of 3 on all year-end individual and broad competencies is required for the successful completion of the KRCC training program. The internship year begins August 1 st and ends July 31 st. Mid-year evaluations are completed within the month of January and year-end evaluations are completed in July. Program evaluations, as well as supervisor evaluations, are also completed by the interns during the month of January and at year-end in July. Finally, in the spring after graduating from the program, graduates will receive the KRCC Distal Data Form that collects further information related to graduate impressions of the training they received in the program, in addition to information related to the graduate professional activities following graduation. (See Appendix A for evaluations) Grievances about Interns Informal Review Due Process Procedures When a supervisor believes that an intern s behavior is becoming problematic, the first step in addressing the issue should be to raise the issue with the intern directly and as soon as feasible in an attempt to informally resolve the problem. This process should be documented in writing in supervision notes, but will not become part of the intern s professional file. Formal Review If an intern s problem behavior persists following an attempt to resolve the issue informally, or if an intern receives a rating below a 3 on an individual 14

15 competency within a supervisory evaluation, the following process is initiated: A. The supervisor will meet with the Training Director (TD) and intern within 10 working days to discuss the problem and determine what action needs to be taken to address the issue. If the Training Director is the intern s direct supervisor, an additional supervisor will be included in the meeting. B. The intern will have the opportunity to provide a written statement related to his/her response to the problem. C. After discussing the problem and the intern's response, the supervisor and Training Director may: 1) Issue an "Acknowledgement Notice" which formally acknowledges a) that the faculty is aware of and concerned with the problem, b) that the problem has been brought to the attention of the intern, c) that the faculty will work with the intern to specify the steps necessary to rectify the problem or skill deficits addressed by the inadequate evaluation rating, and d) that the problem is not significant enough to warrant further remedial action at this time. This notice will be issued within 5 working days of the meeting. 2) Place the intern on "Probation" which defines a relationship such that the faculty, through the supervisors and TD, actively and systematically monitor, for a specific length of time, the degree to which the intern addresses, changes and/or otherwise improves the problematic behavior or skill deficit. The length of the probation period will depend upon the nature of the problem and will be determined by the intern s supervisors and TD. The probation is a written statement to the intern and the Director of Clinical Training at the trainee s graduate institution and includes: a) the actual behaviors or skills associated with the problem, b) the specific recommendations for rectifying the problem, c) the time frame for the probation during which the problem is expected to be ameliorated, and d) the procedures designed to ascertain whether the problem has been appropriately rectified. This statement will be issued within 5 working days of the decision. At the end of this probation period, the training director will provide a written statement indicating whether or not the problem has been remediated. This statement will become part of the intern s permanent file and will also be shared with the intern and sent to the Director of Clinical Training at the intern s graduate institution. D. If the problem is not rectified through the above processes, or if the problem represents gross misconduct or ethical violations that have the potential to cause harm, the intern s placement within the internship may be terminated. The decision to terminate an intern s placement would be made by the internship committee in conjunction with the risk management department of the agency. Dismissal from the Internship would also result in termination from the agency. Likewise, termination from the agency would result in 15

16 Hearing termination from the internship. Interns, like other agency employees, may be dismissed for a single offense in the case of grossly unethical or negligent behaviors. However, the agency s standard personnel policy incorporates a progressive disciplinary process for most offenses consisting of: 1) A verbal warning, 2) A written warning (including consequences, up to and including termination, of failing to comply with written warning), 3) A disciplinary action, up to and including termination of employment and dismissal from the internship program. These actions may be initiated upon recommendation of the agency risk management department. Any determination for further action would be addressed during a meeting no later than 10 working days of the original meeting discussed in step A, or during the regularlyscheduled monthly Training Committee meeting, whichever could occur first. The Training Director would inform the agency risk management department and in conjunction with that department may decide to temporarily suspend an intern s clinical activities during this period prior to a final decision being made, if warranted. Interns will maintain their full time employment status during any suspension period. If the intern wishes to appeal the decisions made, he or she may request a Hearing before the Training Committee. This request must be made in writingan will suffice- to the Training Director within 5 working days of notification regarding the decision made in step C or D above. If requested, the Hearing will be conducted by a review panel convened by the Training Director and consisting of him/herself (or an appointed supervisor, if appropriate), the intern s primary supervisor, and at least two other members of the Training Committee. The intern may request a specific member of the Training Committee to serve on the review panel. The Hearing will be held within 10 working days of the intern s request. The review panel will review all written materials and have an opportunity to interview the parties involved or any other individuals with relevant information. The review panel may uphold the decisions made previously or may modify them. The review panel has final discretion regarding outcome. D. If either the Acknowledgment Notice or the Probation action occurs, the TD will inform the intern's sponsoring university within 5 working days, indicating the nature of the inadequate rating, the rationale for the action, and the action taken by the faculty. The intern shall receive a copy of the letter to the sponsoring university. E. Once the Acknowledgment Notice or Probation is issued by the TD, it is expected that the status of the problem or inadequate rating will be reviewed no later than the next formal evaluation period or, in the case of probation, no later than the time limits identified in the probation statement. If the problem has been rectified to the satisfaction of the faculty and the intern, the sponsoring university and other appropriate individuals will be informed and no further action will be taken. 16

17 Grievances by Interns It is the policy of the KRCC Internship that all interns should have an opportunity, when appropriate and practical, to present their Internship related grievances and perceived conflicts. These guidelines are intended to provide the psychology intern with a means to present these complaints. Interns are assured of freedom from restraint, interference, discrimination, and reprisal in voicing reasonable grievances. For situations in which an intern raises a grievance about a supervisor, staff member, trainee, or the internship program: Informal Review First, the intern should raise the issue as soon as feasible with the involved supervisor, staff member, other trainee, or Training Director in an effort to informally resolve the problem. Formal Review If the matter cannot be satisfactorily resolved using informal means, the intern may submit a formal grievance in writing to the Training Director. If the Training Director is the object of the grievance, the grievance should be submitted to the individual s direct supervisor. The individual being grieved will be asked to submit a response in writing. The Training Director (or appointed supervisor, if applicable) will meet with the intern and the individual being grieved within 10 working days. In some cases, the Training Director or appointed supervisor may wish to meet with the intern and the individual being grieved separately first. The goal of the joint meeting will be to develop a plan of action to resolve the matter. The plan of action will include a) the behavior associated with the grievance, b) the specific steps to rectify the problem, c) and procedures designed to ascertain whether the problem has been appropriately rectified. The Training Director or appointed supervisor will document the process and outcome of the meeting. The intern and the individual being grieved will be asked to report back to the Training Director or appointed supervisor in writing within 10 working days regarding whether the issue has been adequately resolved. If the plan of action fails, as perceived by any party involved, the Training Director or appointed supervisor will convene a review panel consisting of him/herself and at least two other members of the Training Committee within 10 working days. The intern may request a specific member of the Training Committee to serve on the review panel. The review panel will review all written materials and have an opportunity to interview the parties involved or any other individuals with relevant information. The review panel has final discretion regarding outcome. If the review panel determines that a grievance against a staff member cannot be resolved internally or is not appropriate to be resolved internally, then the issue will be turned over to the employer agency in order to initiate the due process procedures outlined in the employment policy. If the review panel determines that the grievance against the staff member can potentially be resolved internally, the review panel will develop a second action plan that includes the 17

18 same components as above. The process and outcome of the panel meeting will be documented by the Training Director or appointed supervisor. The intern and the individual being grieved will again be asked to report back in writing regarding whether the issue has been adequately resolved within 10 working days. The panel will reconvene within 10 working days to again review written documentation and determine whether the issue has been adequately resolved. If the issue is not resolved by the second meeting of the panel, the issue will be turned over to the employer agency in order to initiate the due process procedures outlined in the employment policy. Communication with Doctoral Program Training Directors are notified of the placement of internship applicants from their schools by providing each of them with a copy of the internship placement confirmation letter sent to their student. This letter contains contact information for KRCC s Internship Training Director as well as information on the start and finish date of the internship, plus the amount of financial compensation and the benefit package the intern will receive. Training Directors are then contacted within the first month of the internship year to notify them that their students have started at KRCC and to provide them with information concerning KRCC s evaluation practices. However, it is up to each intern to provide their primary supervisor with their school s specific evaluation form with appropriate instructions, should this be required. Communication with Training Directors occurs during the internship year should there be indication that their student is not meeting internship requirements or is not making satisfactory progress in the program as indicated by the initiation of the Due Process Procedures. However, the expectation of the program is that interns will successfully meet internship requirements and no disciplinary actions or dismissals from the program will occur. In this most likely case of success by the intern, a Training Director may be contacted at mid-year or other times to provide information on achievements and the satisfactory progress of their intern with final communication occurring at the end of the internship year with confirmation of their student s successful completion of the program. Supervision Each Intern will have a primary supervisor that is a Licensed Psychologist, Health Service Providers and approved for supervision by the Kentucky Board of Examiners of Psychology. Interns will also have one or more secondary supervisors who are also Licensed Psychologists and Health Service Providers. 18

19 Supervision times are expected to be regular and scheduled at times agreed upon by the intern and the supervisor. Each Intern will participate in two hours of individual, face-to-face and two hours of group supervision each week. Site Descriptions Each intern will spend approximately one day a week at a specific rotation site. The interns rotate through the three different specialties, spending four months with each rotation. Thus, at the end of the training year, each intern will have had the opportunity to gain proficiency in all three areas of concentration. The rotations provide opportunities for: Working with children and adolescents in a residential crisis stabilization unit and in a school setting Working with adult and adolescent female trauma survivors at a day treatment site, as well as at a rape crisis center Working with persons who have serious mental illnesses (SMI) at a therapeutic rehabilitation center and at the regional psychiatric hospital. Perry Outpatient: The largest of KRCC s county outpatient offices and the site where interns will spend the majority of their time. Interns primarily see individual clients and do psychological assessment at this site. Interns typically work with more adults than children at this site but there are opportunities to work with children and adolescents if desired. Dr. Kimberly Davies-Robinet is located at the Perry Outpatient and offers additionally support to interns when needed. Sewell Center: The residential crisis stabilization unit for children and adolescents. The length of stay varies for the residents from several days to several weeks. An intern typically spends part of one day a week doing assessments, individual therapy, o r group treatment. Project A.D.D.V.A.N.C.E.: (Addressing Dimensions of Domestic Violence and Addiction Needs through Community Efforts) An intensive treatment program for women with substance abuse, and/or trauma issues, such as domestic violence. Many of the women in this program are working to regain custody of their children. An intern spends one day a week at this site leading groups and seeing individual therapy clients. Interns are expected to use the evidence-based practice, Seeking Safety, for their group work, becoming familiar with the supporting research and adherence scale. A licensed psychologist will supervise interns at this site. 19

20 Breathitt Health and Wellness Center: A day treatment center that provides group activities for clients with severe mental illness. The center incorporates the evidence-based practice of Illness Management and Recovery into the treatment model. One intern spends half of one day at the Health and Wellness Center, providing group and/or individual therapy. The Rising Center: The Rising Center is committed to supporting survivors of all forms of sexual violence: sexual assault, sexual abuse and sexual harassment. The Center is also committed to changing attitudes in the culture that contribute to violence against women. Clinical, as well as outreach and advocacy services are provided at this site. Here, the interns co-lead, with a Licensed Psychologist, a DBT group for adolescent females, as part of the trauma rotation. 20

21 Important Contact Information KRCC Perry Outpatient Sewell Center Project ADDVANCE KRCC Crisis Line Breathitt Health and Wellness Center The Rising Center Staff Brenda Hughes, Ph.D ext Kim Davies-Robinet, Psy. D ext Adam Love, Psy. D ext Leigh Neale, Ph. D ext Sarah Tallentire, Psy.D. Christine Shaw, M.A. Becky Stacy (Administrative Support) ext ext ext.7258 Brooke Patrick (Administrative Support) ext

22 Appendix A Goals, Objectives and Competency Grid Mid-year/End-of-year Intern Evaluation Supervisee Evaluation of Supervisor Program Evaluation Distal Data Evaluation Weekly Didactic Evaluation Form 22

23 Goal 1 Professionalism Objective(s): 1a Professional Values and Attitudes 1b Ethical and Legal Standards and Policy Competencies Expected: 1c 1a 1a 1a 1a 1a 1b Reflective Practice/Self Assessment/Self Care Integrity By the completion of internship, interns will monitor and independently resolve situations that challenge professional values and integrity Deportment - By the completion of internship, interns will conduct themselves in a professional manner across settings and situations Accountability - By the completion of internship, interns will independently accept personal responsibility across settings and contexts Concern for the Welfare of Others - By the completion of internship, interns will independently act to safeguard the welfare of others Professional Identity - By the completion of internship, interns will display consolidation of professional identity as a psychologist; demonstrate knowledge about issues central to the field; integrate science and practice Knowledge of Ethical, Professional, and Legal Standards and Guidelines - by the completion of internship, interns will demonstrates advanced knowledge and application of the APA Ethical Principles and Code of Conduct and other relevant ethical, legal and professional standards and Guidelines How Outcomes are Measured: Minimum Thresholds for Achievement of Expected Competencies: 1b Awareness and Application of Ethical Decision Making - by the completion of internship, interns will independently utilize an ethical decision-making model in professional work Ethical Conduct - by the completion of internship, interns will independently integrate 1b ethical and legal standards with all competencies Reflective Practice - by the completion of internship, interns will demonstrate reflectivity 1c both during and after professional activity; acts upon reflection; uses self as a therapeutic tool Self Assessment - by the completion of internship, interns will accurately self-assesses competence in all competency domains; integrate self-assessment in practice; recognize 1c limits of knowledge/skills and acts to address them; have an extended plan to enhance knowledge/skills Self Care - by the completion of internship, interns will self-monitor issues related to selfcare and promptly intervene when disruptions occur 1c Participation in the Supervision Process - by the completion of internship, interns will 1c independently seeks supervision when needed 1a-1c Evaluation by supervisor A minimum score of "3" on Intern evaluation form by Supervisor Goal 2 Relational Objective(s): 2a Relationships Competencies Expected: 2a Interpersonal Relationships - by the completion of internship, interns will develop and maintain effective relationships with a wide range of clients, colleagues, organizations and communities 2b 2c Affective Skills - by the completion of internship, interns will manage difficult communication; possess advanced interpersonal skills Expressive Skills - by the completion of internship, intern verbal, nonverbal, and written communications will be informative, articulate, succinct, sophisticated, and wellintegrated; demonstrate thorough grasp of professional language and concepts How Outcomes are Measured: 2a-2c Evaluation by supervisor Minimum Thresholds for Achievement of Expected Competencies: 2a A minimum score of "3" on Intern evaluation form by Supervisor Goal 3 Science Objective(s): 3a Scientific Knowledge and Methods Competencies Expected: 3b 3a 3a 3a Research/Evaluation Scientific Mindedness: By the completion of internship, interns will independently apply scientific methods to practice Scientific Foundation of Psychology - by the completion of internship, interns will demonstrate advanced level knowledge of core science Scientific Foundation of Professional Practice - by the completion of internship, interns will independently apply knowledge and understanding of scientific foundation to practice. 3b 3b Scientific Approach to Knowledge Generation - by the completion of internship, interns will demonstrates development of skills and habits in seeking, applying, and evaluating theoretical and research knowledge relevant to the practice of psychology Application of Scientific Method to Practice- by the completion of internship, interns will demonstrate knowledge of application of scientific methods to evaluating practices, interventions, and programs How Outcomes are Measured: 3a-3b Evaluation by supervisor Minimum Thresholds for Achievement of Expected Competencies: 3a-3b A minimum score of "3" on Intern evaluation form by Supervisor 23