NC State Response to Ebola Outbreak

Updated 8/8/14

NC State Student Health Services (SHS) has begun preparations in the unlikely event students, staff or faculty returning from the affected regions of West Africa display symptoms consistent with the Ebola Hemorrhagic Fever. SHS is coordinating with the Office of International Affairs and the Office of International Services to identify anyone who may have traveled to or are traveling from Ebola- affected regions, which includes Guinea, Liberia, Nigeria and Sierra Leone.  SHS is closely monitoring Centers for Disease Control and Prevention (CDC) and World Health Organization (WHO) communications, as well as local health departments, and will inform the campus community when new information becomes available.

Continue reading

Massage Therapy Now Available

Come relax with us! Massages for students, faculty and staff are offered by appointment Tuesdays & Wednesdays 8:30 a.m. -12:30 p.m. and Thursdays 10 a.m. – 2 p.m. with licensed massage therapists.  Please call 919-513-3260 for details and to schedule your appointment today.  Sessions are 25 or 50 minutes and packages are available.  

More information available here: Therapeutic Massage at NC State

Construction Summer 2014

We are renovating space to better meet the needs of students and improve the patient experience.  During the summer there will be several projects that will generate dust and noise.  Please let us know if there are special concerns during your visit so we can assist in making the visit more comfortable.  Thank you for your understanding and patience.

Student Blue Insurance Waiver or Enrollment Open

Eligible students who wish to enroll in Student Blue coverage for Fall 2014 are encouraged to submit an enrollment request no later than September 10, 2014 to ensure timely receipt of insurance ID cards. Students who are enrolled by default will not receive ID cards until after the deadline has passed. Students are automatically charged for Student Blue coverage.
Need to waive Student Blue coverage?
+ If you have creditable health insurance coverage, you must waive the Student Blue coverage and provide proof of your coverage each university semester. The charge will then be removed.

Continue reading

Appication Process – Pre-Doctoral Internship in Psychology

Application Requirements:

  • Our pre-doctoral internship program is open to clinical or counseling psychology doctoral students who will have completed all required coursework and practicum experiences prior to start of internship and have not graduated.
  • Interns must have a minimum of 400 direct service hours completed prior to internship, and these hours must include experience with young adult and adult populations.
  • All comprehensive exams must be successfully completed before application is submitted.
  • Be certified as ready for internship by their doctoral programs.

Desired Qualifications:

  • Previous practicum/clinical/volunteer work in a college or university counseling center.
  • Dissertation proposal accepted prior to application.
  • Enrolled in a Counseling or Clinical Psychology doctoral
    program
  • Demonstrate a genuine commitment to multicultural counseling
  • Commitment to multicultural competencies and strong interpersonal skills.
  • Ability to work effectively and collaboratively as part of a cohesive team-oriented environment.

Application Process:

We are in the process of submitting our Pre-Doctoral Psychology for APA accreditation and APPIC Membership.  We are participating as non-members through APPIC this year.   Our current process for application submission is described below:

In an effort to move as quickly as possible during the post match phase, we will begin reviewing applications by 3/28/14.   We will continue to review applications that come in after that date if we need to widen our search pool.  Applications should include:

  • Completed University Application (Submitted electronically through NC State University Human Resources Website – Search for Psychology Intern)
  • A cover letter that addresses your short-term and long-term personal and professional goals and how you feel our internship may fit in with your goals
  • A complete, up-to-date curriculum vita or your AAPI.

 

AA/EOE. In addition, NC State welcomes all persons without regard to sexual orientation or genetic information. Persons with disabilities requiring accommodations in the application and interview process please call (919) 515-3148. Final candidates are subject to background checks and verification of authorization to work legally in the US . These must be successfully passed as a condition of employment.

We accept applications that are submitted electronically via the NC State University HR Website.  Our application deadline is 3/31/14, and your application must be complete and electronically submitted to us by that date.

Summary of the selection process:

Applications should be received by the 3/31/14 deadline to receive full consideration.  Applications will continue to be received beyond this deadline and will be reviewed if needed to broaden our applicant pool.

The selection committee then reviews your materials, and you will be sent an e-mail no later than the end of the day on 4/1/14 that indicates whether or not you will be offered an interview. We notify all applicants of their interview status if they submitted a complete application. Please contact the Training Coordinator if you have not received an e-mail notification by that time.

Telephone interviews will be conducted primarily during the two weeks following the deadline. These interviews last about an 30 minutes and are semi-structured, but we try to keep them as relaxed and informal as possible. During the interview, we will ask you questions about your interests, background, and experiences, and will provide you with an opportunity to ask questions.

In person interviews will occur by Mid-April. These interviews last for most of a day and involve meetings with staff, current interns, and with the Vice Provost for Student Development, Health and Wellness. For candidates who are unable to attend an on-campus interview please speak to the Training Coordinator.

Throughout the process, you are always welcome to contact the Training Coordinator if you have any questions or if you wish to speak to a current intern.

Intern Stipend, Leave, and Benefits – Pre-Doctoral Internship in Psychology

The Pre-Doctoral Psychology Internship is a full-time, one year, 2000 hour, paid internship.  The Pre-Doctoral internship is for a full calendar year (July through June) and interns must be able to commit to full-time work during the training program.  Focus of time will be on direct service with clients.

The stipend for the internship is $25,000 annually (July through June).  The training program also provides full benefits and leave equivalent with an EPA position at the university.  This includes full employee benefits, including health care and flex options.  Interns receive the same amount of leave as other EPA employees. Annual leave is accrued at 16 hours per month, and sick eave is accrued at 8 hours per month. In addition, interns have university holidays off.  The university typically closes between Christmas and New Year to save on energy costs. Depending on the designated state holidays staff, including interns, may need to use some leave during this time (usually 0-2 days).  Leave requests must be submitted for approval and it is encouraged that larger amounts of leave taken during slower times of the semester to allow us to
better serve students.  Please review NC NC State University Benefits Website for more information.  In addition, Interns will be provided with professional development money and educational leave.

Interns receive a University ID which allows them access to the NC State University Library and check out materials for an extended length of time.  Interns also have membership at the university recreational center (for a nominal fee), access to many cultural and social events on campus, use of the Wolfline bus, and access to dining facilities on campus.

Interns are also entitled to purchase a staff parking permit.  Transportation will deduct the cost monthly, pre-tax, from employees checks if they prefer.  Interns receive clerical and technical support for client scheduling, business and travel arrangements, computing, and general office functions.  Each intern has a private fully furnished office with a computer and wi-fi access.  Interns are also eligible for a number of other employee discounts that are outlined on the HR Benefits page.

There are nearby a number of other activities that are close by that might be of interest. The Pullen Arts Center, run by the city of Raleigh, is adjacent to campus and offers affordable classes in pottery, jewelry making, painting and more. Pullen Park is also close-by and houses picnic areas, paddle boats, playgrounds, and a merry-go-round and mini-train.  The location of the university allows for numerous opportunities.

Sample Weekly Schedule – Pre-Doctoral Internship in Psychology

The Pre-Doctoral Internship in Psychology is a full-time, one year, paid internship.  A sample 40-hour weekly schedule is described below. While the experiences described in this section generally remain constant, the specific number of hours devoted to each activity may vary.  This is a sample of a typical Intern schedule and may be modified depending on the time of the year, completion of activities or seminars, and with respect to any specialized focus, and any systemic changes in the Center.

Direct Services Activities: Hours Per Week
Intakes (Personal, Academic & Career) 4 – 6
Individual Counseling Follow-Ups 12 – 20
(Personal, Academic & Career)
Triage 0 – 3
Outreach Programming 0 – 4
Group Counseling 0 – 2
Consultation 0 – 1
After Hours / On-Call 0 – 1 (Rotates through staff)
Observing Senior Staff 0 – 1
Total Direct Service: Ave 20 – 25
Training – Supervision Activities:
Individual Supervision 2
Group Supervision 1
Training Seminar Topics 2 – 3
Case Consultation 1
Supervision of Group Counseling 0 – 1
Supervision of Supervision 0 – 1
Total Training & Supervision: Ave 8
Administrative Activities:
Clinical Notes & Paperwork 5
Preparation for Supervision 1
Outreach Preparation 0 – 2
Staff Meeting 2
Professional Development 0 – 2
Committee Meetings / Center Involvement 0 -2
Total Administrative: Ave 10
Approximate Totals: 40

 

Please note: We expect all trainees to take a lunch break when appropriate (when full or most of day is worked).  Self-care is essential for a positive and successful training experience.  We attempt, with all staff, to encourage balancing our busier times with some respite where possible. We feel that for all new professionals learning to set
limits and establishing reasonable goals is an important part of self-care and
is a goal of the training program. Also, trainees are not able to see students after the Center is closed, unless the supervisor has agreed to remain and be available.  This does not include educational outreach presentations which may be scheduled after-hours.

Intern Seminar:

Intern Seminars are designed to enrich the training experience of emerging mental health professionals.  In addition to weekly group process time with the intern cohort and case-consultation meetings with fellow trainees and senior staff, training seminars are offered on a variety of topics.  Seminars are didactic in nature and are illustrated with rich case examples.  Seminars will be offered on a weekly basis for a minimum of two hours.  Some topics will be offered regularly and others will be offered throughout the academic year.

Seminar Topics include:

  1. Multicultural / Diversity Seminar
  2. Clinical Skills / Clinical Issues Seminar
  3. Theories and Techniques Seminar
  4. Assessment Seminar
  5. Outreach Seminar
  6. Supervision of Supervision Seminar
  7. Group Counseling Seminar
  8. Professional Identity / Professional Development

 

Grievance Procedures – Pre-Doctoral Psychology Internship

A Grievance Procedure is the process used when a trainee has a complaint against the training program.  This might include concerns about supervision, evaluations, harassment, etc.

Part of professional development includes appropriate handling of conflicts in interpersonal matters.  It is our expectation that trainees will initially attempt to resolve disagreements or concerns internally (within the Center), and in an informal manner. When a conflict or dissatisfaction arises for trainees it is our belief that concerns should be addressed in a professional and straightforward manner with the person concerned.  If the conflict is with a senior staff member or a supervisor, we recognize that this situation may feel too risky for a trainee to broach informally.  In these situations or in circumstances where informal resolution has been attempted, but the trainee does not feel the issues have been fairly addressed or appropriately resolved, the trainee should follow the listed “levels” of staff in pursuing a grievance.  This guideline should also be used when the grievance is regarding a supervisor, another staff member, or a complaint about the training program in general.

The trainee should address:

  1. the person(s) with whom there is a conflict when possible
  2. the trainee’s individual supervisor (if the concern is regarding the direct supervisor, then the trainee should go to the Training Coordinator)
  3. the Training Coordinator (if the problem is with the Training Coordinator, the trainee should go to the Assistant Director for Training)
  4. The Assistant Director for Training, or Director of Counseling Center if the issue is with the Assistant Director for Training. If unavailable the trainee should talk with another member of the Administrative Team (Director level staff)

At any time a trainee may consult with a relevant person from their academic program (Advisor, Training Coordinator, etc.).  We encourage trainees to seek assistance in a professional manner, and follow the ethical guidelines of their profession.  We discourage the trainee from involving non-relevant or inappropriate persons in this matter (i.e., other trainees who are not involved in the situation, others whose involvement will not help remedy the situation).

At any time a staff person may consult with relevant personnel regarding any complaint brought to their attention.  This is with the intent that the trainee’s concern is taken seriously and that fair consideration is given to the complaint.  Concerns will initially try to be resolved informally (when appropriate) and would be resolved at the Coordinator or Administrative Team/Director level. At any point a non-involved staff person may be brought in to mediate the situation. The mediator would be someone that both the staff member in question and the trainee find reasonably acceptable as a mediator.  In these situations written documentation would be sought from both parties. If in-house mediation fails, and the Counseling Center Director feels the matter should be further pursued, the Director may do one or more of the following: (1) ask for a formal university mediation process to occur, (2) may form a Review Panel (3) and/or may consult with appropriate university personnel on determining further action (i.e., legal affairs, student affairs, human resources).  The trainee’s academic program would be notified by the Center of the trainee’s concern as when actions such as mediation or beyond takes place.

These guidelines are intended to provide the trainee a process to resolve perceived conflicts that may or may not be resolved by informal means.  Trainees who pursue grievances in good faith will not experience adverse personal or professional consequences.

Due Process Procedures – Pre-Doctoral Psychology Internship

Due Process is the procedure that is followed when a trainee’s performance or behavior is problematic.  This procedure is to ensure fair decisions are made regarding the trainee’s performance and suitability for continued training and clinical practice in our Counseling Center.

The Center’s training program continually assesses each trainee’s performance and conduct.  This includes formal performance reviews during the academic year, but also includes frequent appraisal via observation from the individual and group supervisors, the training program staff, senior staff, as well as other forms of feedback. The Center’s Training Staff (Coordinator of the Pre-Doctoral Internship and Director of Training) provide guidelines during orientation regarding expectations of clinical progress and professional behavior.  The trainee should address questions or concerns about these expectations when this information is reviewed. If questions arise during the year trainees are expected and encouraged to ask for clarification.

 

Problem behaviors:

Problematic performance or conduct is said to occur when a trainee’s behaviors, attitudes, or characteristics are interfering in the quality of his or her clinical work, disrupting relationships with peers, supervisors, or other staff, or leading to an inability to comply with appropriate standards of professional behavior.  Problem behaviors may include: problems with professional behavior, or meeting professional standards; problems acquiring professional levels of competency; or inability to control personal issues that lead to inappropriate emotional reactions, or otherwise interfere with professional functioning. Classification of problematic behavior is generally a matter of professional judgment based on the Supervisor’s, the Training Coordinator, and/or the Director of Training’s years of experience in working with graduate trainees.

Some examples of what may be considered problematic performance or conduct may include:

  • The trainee’s inability to acknowledge, understand or address the problem when it is identified.
  • The problem is beyond that of reasonable academic or didactic training in a clinical setting..
  • The quality of clinical or professional work offered by the trainee is significantly affected.
  • The problem involves more than one area of professional functioning.
  • A disproportionate amount of attention from training personnel is required.
  • The trainee’s behavior does not change as a result of feedback, remediation, or time.

Due Process:

These guidelines are to ensure that decisions about trainee’s performance are not arbitrary or based on personal biases.  The trainee should be given an opportunity to appeal decisions made by the program, and given a reasonable amount of time to respond to concerns.

Procedures for Responding to Problematic Behaviors:

If a staff member’s evaluation of trainee’s behavior indicates problems or inadequate performance, this should be brought to the attention of the Training Coordinator of the Pre-Doctoral Internship. The Training Coordinator may consult with relevant members of the Training Team.  The Training Team may include individual supervisors, group supervisors, and senior staff observing the trainee’s behavior, the Assistant Director of Training, and the Director of the Center. This consultation should result in determination of what action needs to be taken to address the problems.  A trainee would be informed of the problems and suggested actions for remediation would be discussed with the trainee.  If this does not resolve the problematic behavior, or if the concerns are serious the following steps may occur. Any time one of the following more formalized procedures occur a copy of the notice, or summary of the hearing will be sent to the trainee’s academic training coordinator (at home institution). Any time one of the following procedures occur a copy of the notice will be sent to the trainee’s home institution’s doctoral training coordinator.

1).  Written Notice – A trainee will be notified that his or her performance or behavior is a concern.  This will include a written notice of the concern(s), and will include suggested recommendations for addressing the problem. This notice will be given at a meeting with the individual’s site supervisor. This meeting might include other relevant personnel (i.e., Training Coordinator, academic program supervisor, Assistant Director for Training, or others).  The written notice should indicate a reasonable time for the trainee to respond to concerns and recommendations.  If a trainee does not feel the Written Notice is fair, the trainee should discuss this with the supervisor, and submit a written response to the supervisor to be placed in the trainee’s file.  This response to the Written Notice should occur within one week of the discussion/presentation of the Written Notice.

2).  Probation Notice – This signifies a significant concern regarding the trainee’s behavior, and may be given either in lieu of, or following a Written Notice.  The Probation Notice will: describe the problem behavior(s) or conduct; would specify recommendations for rectifying the problems; and discuss how to assess the resolution of the problem behavior(s).  This document would also specify the length of time the trainee will be given to resolve the problematic behavior.

Possible recommendations offered in a Probation Notice may include:

    • Increased supervision, with the current supervisor, or with others
    • Changes in the format or focus of supervision
    • Recommendation that the trainee pursue personal therapy off-campus to resolve personal issues impacting professional performance
    • Recommendation of a leave of absence from the training program
    • Recommendation that an alternative Practicum or Internship be sought that may be more appropriate for the trainee’s current situation or skill set.

The trainee has one week to appeal the Probation Notice if the trainee feels it is unfair or unreasonable. See Appeal section for more information.

3).  Hearing – A hearing may be held with relevant members of the Training Team to provide a formal process for the trainee to hear and respond to concerns. The      academic training coordinator from the home institution may attend this hearing. Results of the hearing might include:

    1. Allowing continuation in the program with a formal remediation contract.
    2. Suspension from the Counseling Center’s Training Program – A recommendation for a suspension may be made to the trainee, allowing for future reconsideration for return to the Center’s training program after a designated time and demonstration that problematic behaviors have been resolved.  This does not mean a guaranteed return to the program, rather that the trainee would be reconsidered for return to the Counseling Center program.
    3. Dismissal/Termination from the Counseling Center’s Training Program – A trainee may be dismissed from the Center’s training program (a) if problem behavior is not resolved satisfactorily or within the designated time frame designated in the probation notice or remediation contract (b) if the behavior is extreme enough to be considered “unacceptable” to the Training Team, to the degree that the recommendation is that the trainee should not be retained for remediation.  The recommendation for Dismissal may be based on issues such as:  inappropriate unethical behaviors; behaviors which make the trainee an exceptionally high risk for the Center to supervise; if the trainee has violated a core conduct standard for our Center (see trainee Contract for specifics), the problem is beyond that of reasonable training for the setting; or the trainee’s presence causes a severe disruption to professional functioning of other trainees or staff.  All dismissals will be reported to the trainee’s home institution, and any relevant accrediting agencies.
    4. Appeal – This is the opportunity for the trainee to appeal actions taken by the Counseling Center regarding the problematic performance or behavior. The appeal may be requested following the Probation Notice, following the recommendations made during a Hearing, or following the decision to Suspend or Dismiss the trainee. This appeal would be presented to the Counseling Center Director, or if unavailable, the Assistant Director and would involve relevant personnel designated by the Director. All appeals submitted by the trainee should be made in writing within one week of the date that the decision/notification is given to the trainee. An appeal document should explain the reasons for the appeal and include any documentation or evidence that would warrant reconsideration for the decision. Responses to the Appeal may take additional time as they may involve consultation with officials at the university. While an Appeal is being reviewed a written document will be provided to the trainee explaining their options for involvement in the training program they will have, if any, until a decision is reached.

 

Trainee Termination

In the event that a trainee is dismissed/terminated from the NC State University Counseling Center training program the trainee will be given an end date or may be directed to leave the campus immediately. In most cases the trainee is expected to complete their notes and paperwork within a time frame designated by the Training Coordinator, Assistant Director for Training and/or the Center’s Director. The trainee will be paid for time worked, with their stipend ending the day after their designated date of termination. Health benefits will be effective through the last day of the following month. Keys and all university property must be returned by the last date of employment. All of the trainee’s personal belongings must be removed from campus by the termination date.  Campus police may be involved in the removal process if necessary. Failure to comply with the terms of termination could result in legal action and reporting to the home institution and any relevant licensing boards, APA, and/or APPIC.

Evaluation Procedures – Pre-Doctoral Internship in Psychology

All staff involved in training will give feedback designed to both support and challenge the trainee’s development. This will occur on an ongoing basis during the placement and in supervision meetings. More formal evaluations will be provided to the trainee and the trainee’s home graduate department mid-semester and again at the end of each academic term. The training director will work with the trainees and supervisors to ensure these reviews are completed.  Typically, both an internal evaluation form and the form required by the trainee’s home graduate department will be completed.

The areas covered on the written evaluations forms for Masters Level Trainees are:

  • Initial Assessment Skills
  • Crisis Intervention Skills
  • Clinical Skills
  • Professional Standards & Behavior
  • Ethical behavior and practice
  • Case Conceptualization and Diagnosis
  • Treatment Planning and Intervention Skills
  • Use of Supervision and Incorporation of Feedback
  • (Other Job-specific Skills)

Intern Feedback for Supervisors and Training Staff:

Feedback should be designed to both support and challenge the trainee’s development. This will occur on an ongoing basis during the placement and in supervision meetings. Trainee’s will also be asked to evaluate elements of our Training Program at the conclusion of their training.

Trainees are asked to evaluate the training program in areas of:

  • Treated with Professionalism
  • Strength of Training
  • Quality of Supervision
  • Overall Learning
  • Overall Skills Training

Further resources for Pre-Doctoral Interns to ensure that the training program at NC State University Counseling Center is mutually beneficial experience for all.  Interns are informally evaluated throughout their training, and are formally evaluated and provided feedback twice per year. We also ask all trainees to provide feedback to our Center about their experience. To successfully complete internship Interns must meet satisfactory performance in required areas.  The Training Coordinator will communicate at least twice per year with the Intern’s home institution to apprise their academic program of the Intern’s progress. Concerns will be discussed with Interns initially in an informal manner with goals and expectations clarified.

Grievance Procedures
A Grievance Procedure is the process used when a trainee has a complaint against the training program.  This might include concerns about supervision, evaluations, harassment, etc.

Due Process Procedures
Due Process is the procedure that is followed when a trainee’s performance or behavior is problematic.  This procedure is to ensure fair decisions are made regarding the trainee’s performance and suitability for continued training and clinical practice in our Counseling Center.