Evaluation of Trainees and the Training Program

Continuing evaluation of supervisors and trainees is carried out throughout the year. Training occurs within an apprentice/mentor model where open discussions between supervisors and trainees are fostered. Training objectives are discussed and reviewed at the beginning of each major rotation and intern progress is initially reviewed at the two-month mark, when intern and supervisor review progress towards their training objectives. A formal written evaluation is completed with the intern at the end of each rotation, assessing performance within each program aim and elements of core competencies. Interns complete evaluations of their supervisors after each rotation and again at the end of the internship. Direct observation of intern performance is used via recorded sessions or by joint interviews with the supervisor. Interns complete end-of-year evaluations of all aspects of their internship experience.

Specific skills and competencies are expected to develop over the year and are evaluated by the supervisor(s) and reviewed by the Training Committee and Training Director.

Requirements for Completion of Internship

Successful completion includes:

• Completion of all paperwork, including reports, consultations, and progress notes.
• Presentation of case conceptualization during psychology rounds.
• Attendance at weekly didactic opportunities.
• Completion of 1960 hours; at least 40% of time in direct services.
• Minimum Thresholds for Achievement - satisfactory performance within each competency, as indicated by supervisory ratings of at least “3” on all rated areas by year’s end, reflecting the intern is capable of practicing independently.

Remedial Instructions

In the rare situation when it is recognized that a trainee needs remedial work, a competency assessment form should be filled out immediately, prior to any deadline date for evaluation, and shared with the trainee and the Director of Training. In order to allow the trainee to gain competency and meet passing criteria for the rotation, these areas must be addressed proactively and a remedial plan needs to be devised and implemented promptly.

Goal for internship evaluations done prior to 12 months

Interns will be acquiring skills both over the 12 months of training and over each four-month rotation. While each track emphasizes different specific skill sets, overall growth should be clear during the training period. Any areas rated 1 (problem area) or 2 (new skill with close supervision and substantial training required) at any time point will require increased emphasis to ensure that the intern adequately grows by the end of the year. All competency areas will be rated at a level of competence of Entry Level of Competence (3) indicating frequent supervision and some training required or (4) some supervision required/mostly independent on the evaluations completed at 12 months.

Goal for internship evaluations done at to 12 months

All competency areas will be rated at a level of competence of Entry Level of Competence (3) indicating frequent supervision and some training required or (4) some supervision required/mostly independent on the evaluations completed at 12 months.

Remediation and Termination

The program’s minimal levels of achievement are linked to the evaluations that directly correspond to the APA competencies of Health Service Psychologists and program aims and elements of competencies within the program. Interns, supervisors, and the Training Director can easily track progress through the year and identify areas where an intern might be in jeopardy of not meeting the program’s minimal levels of achievement. Should an intern not achieve minimum thresholds for achievement at any four-month evaluation (or if significant concerns are raised at other times), a developmental or remediation plan will be collaboratively developed by the intern’s supervisor(s) and the Director of Training. This plan will be presented to the intern and the intern will be given the opportunity to present feedback and suggestions. The resulting remedial plan will serve as a training contract between the intern and the program staff, and adherence to this plan will be closely monitored on a weekly basis. The intern will be required to sign the training plan. Due Process Guidelines will also likely be implemented.

An intern failing to comply with the remedial plan due to lack of motivation or gross deficits in skills will be scheduled for a performance review. The intern will be notified of the impending review and concerns to be addressed. This performance review may be requested by the Director of Training, medical director, current rotation supervisors, or the intern. The intern will have the opportunity to respond to concerns.

A written report of the performance review will be presented to the Training Committee, who will determine the need for further action, such as continued monitoring, revision of the remediation plan, and/or probation. The intern will be notified in writing of the Training Committee’s decision and will be required to review and sign the new training plan. Interns wishing to appeal any aspects of this remediation plan will submit a written request to the Director of Training within 14 days of being presented with the new plan.

The intern failing to comply with the remediation plan, failing to improve while on probation, violating ethical and professional codes, or transgressing official policies, may be recommended for termination from the Internship after a meeting of the Training Committee. In such a case, the Director of Training will provide the intern with a written notice of the Training Committee’s decision to recommend to the hospital that the intern be terminated from employment. The intern will have the opportunity to appeal the decision through the hospital’s Human Resources Department and request consultation with APPIC and/or APA.