Due Process and Remediation
The due process and remediation policy is discussed in detail in our training manual. Interns are made aware of our policy during orientation in the first two weeks of the internship year.
In the event that an intern is performing in an unsatisfactory and/or unethical manner, CAPS supervisors and the Director of Training will attempt to resolve and remediate the situation with respect and professionalism. We want our interns to succeed and will do all we can to assist in this process. The following procedures guide the process.
Interns may be deemed inadequate, deficient, or unable to function in the training program for two general reasons:
1: Academic. Unsatisfactory performance of the duties of an intern including inadequate work, incompetence, carelessness, and unethical behavior, particularly behaviors that violate the APA Ethical Standards and Code of Conduct.
2: Disciplinary. Misconduct (CAPS or University policies, APA Code of Ethics), insubordination, unacceptable behavior (unexcused absences, excessive tardiness, poor work ethic) and others.
The Training Committee, in consultation with involved supervisors, will decide when any of the conditions for inadequate performance or professional deficiency are present. We will direct efforts to bring about improvement, and will decide when formal steps should be taken to discipline an intern and implement the established due process procedures. It is our hope that difficulties in performance will be resolved informally by close collaboration between the intern and supervisor. A written remediation plan may be put into place. An intern may have verbal discussion with a supervisor, written warning by supervisor, possible additional written warning, suspension and/or immediate termination in extreme situations.
If an intern feels dissatisfied with the training program or thinks that they have been treated unfairly, the intern is to take their concern directly to the person involved and attempt to come to a solution agreeable to both parties. It is hoped that all grievances can be addressed in this way. If needed, the intern may take a grievance to their primary and/or secondary supervisor or the Director of Training where an attempt will be made to resolve the grievance in an informal manner. If the grievance involves the Director of Training, and independent informal efforts to resolve the situation fail, the intern may seek resolution with the CAPS Director.
At any point in the evaluation process, an intern may appeal an evaluation given by a supervisor. Should an appeal be made, the Training Committee will meet jointly with the intern and the supervisor(s) to hear the basis for the evaluation and the grounds for the appeal. The intern also has the right to request that a change be made in the assignment of a supervisor. This request should come, in writing, to the Director of Training and should specify the basis for the request. Before a change is made, attempts will be made to resolve a possible conflict between the intern and their supervisor. In all cases, the Training Committee and, ultimately, the Director of Training will make the determination of the intern's request for a change in supervisor, professional competence, and standing in the training program. If the intern believes that the Training Committee has not dealt justly with his or her case, the intern may make a final appeal to the Director of Counseling and Psychological Services.