Application Process – Pre-Doctoral Internship in Psychology

Application

Thank you for your interest in NCSU’s Counseling Center’s Pre-doctoral Internship Program. We anticipate offering two positions for the 2014-2015 internship year. You will find information about the application process below. Please feel free to contact the Training Coordinator regarding any questions you may have.

Requirements

By the application date, applicants will be expected to have completed two practicum experiences with a minimum of 400 intervention hours.   All formal academic coursework, accepted dissertation proposal and practicum training requirements should be completed prior to beginning the internship.   Passing a criminal background check, having essential vaccines/inoculations and signature of the agency confidentiality policy are required by the Counseling Center for matched interns.

Application Deadline

Saturday, November 1, 2014  12AM  EST

Application Process

To apply electronically, please follow instructions for the AAPI Online. Please make sure that your AAPI Online includes the following:

  • Statement of interest and how the Pre-doctoral Internship Program at NCSU fits with your experience, training goals and longer term plans
  • A completed APPIC application packet
  • Vita detailing educational, training, practicum, and employment experiences
  • Official transcripts of graduate coursework
  • Three letters of recommendation, two of which must be from persons familiar with your recent clinical/counseling work.
  • Part I of APPIC Application for Psychology Internship
  • Academic Program’s Verification of Internship Eligibility and Readiness

Skype interviews will be held between the dates of Monday, December 8 through Monday December 15, 2014. Skype interviews typically range between 30-45 minutes in length and are conducted with members of the staff. Applicants are notified of invitation for a phone interview via email and are asked to sign up through an on-line scheduling program. Visits to our Center will occur in early January. These visits are arranged with the Training Coordinator.

Contact Information:

For questions about our Internship Program, please contact Dr. Chris Carden, Coordinator of Training at 919-515-2423, or via e-mail at dccarden@ncsu.edu

Counseling Center

NC State University

2815 Cates Ave.  Box 7312

Raleigh, NC  27695-7312

 

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

Evaluation

All staff involved in training will give feedback designed to both support and challenge the intern’s development. Formal evaluations will be provided to the intern and the intern’s home graduate department in January and July of the internship year. Informal evaluations will take place in October and April, and will not be written, but will follow the same evaluation criteria as the formal evaluations. The training director and the training coordinator will work with the interns and supervisors to ensure these evaluations are completed.

The areas covered on the written evaluations for Predoctoral Interns are:

Initial Assessment Skills

Diagnosis and Assessment Skills

Crisis Intervention Skills

Clinical Skills

Professional Standards & Behavior

Ethical behavior and practice

Case Conceptualization

Treatment Planning and Intervention Skills

Use of Supervision and Incorporation of Feedback

Supervision skills

Multicultural Proficiency

Group Therapy Skills

Consultation/Outreach Skills

Intern Feedback for Supervisors and Training Staff:

Interns will also be asked to evaluate elements of our Training Program at the conclusion of their training, but will also have a chance to give feedback in an ongoing manner, as they move through the internship year.

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.

Current Trainees

Current Trainees for 2013 – 2014 Academic Year

 

Masters Level Counseling Trainees:

Brice Bradshaw
BA (2008) Psychology, University of North Carolina Wilmington

Current Graduate Student in Mental Health Counseling at Walden University

 

Tritesha Steele
BA (2008) Psychology, University of North Carolina at Greensboro

Current Graduate Student in Mental Health Counseling at Walden University

 

Masters Level Social Work Trainees:

Cathy Donohue
BS (2007) Education, NC State University

Current Graduate Student Social Work Program at NC State University

 

Mac McNair
M.Div (2007) Masters of Divinity, Drew University

Current Graduate Student Social Work Program at NC State University

 

Graduate Assistantships:

Daniel Goldberg
MS (2012) Counselor Education, University of North Carolina Greensboro

Current Doctoral student in Counselor Education and Supervision at NC State University

 

Giovanni Häertel
M.Ed. (2010) Counselor Education, University of North Florida

Current Doctoral student in Counselor Education and Supervision at NC State University

 

Post-Masters Fellowship:

Alexander Harrison
MA (2013) Counseling Psychology, University of West Florida

Natalie Haskins
MS (2013) Counselor Education, East Carolina University

Margie Hattori
MSW (2013) Social Work, University of North Carolina Chapel Hill

Application Process – Social Work Internship and Field Placement (Master’s Level)

The Counseling Center at NC State offers Field Placement and Internship Opportunities for Graduate Students in all mental health disciplines.  Our training program reflects the values of our multidisciplinary agency.  We strive to create a cohort of trainees from diverse disciplines, training programs, practices, and backgrounds.

We prefer individuals are able to make the commitment to do a full academic year of training.  This would include your Field Placement in the Fall semester flowing into your second semester in Spring semester, but other options will be considered on a case by case basis.  Our center allows for a strong clinical experience with a wide range of issues.  This is an unpaid opportunity but training and supervision are provided.

To apply you will need to Complete our Application where you will provide us with:

  1. Your Professional Vita or Resume
  2. Letter of Interest which outlines your professional goals as well as describing why you are seeking to work at the Counseling Center and with the university population.
  3. Response to some short answer questions that help us to identify your goals and interests in your training experience.

Our deadline for application for full consideration is March 31.  It would be best to contact us to let us know that you plan to submit if you are not able to do so by that date.

Complete your Application Online which forwards it on to the training director.

Once your application materials have been received, selected candidates will be invited to an interview with training program staff. We hope to complete the interviews quickly and should be able to reach a decision by mid-April. The number of Practicum students and/or Interns selected each year depends on a variety of factors, including office space availability, availability of supervisors, and the number of qualified applicants. We typically have more students interested in training here than we have space available, and obtaining a placement may be competitive.

Look forward to hearing from interested trainees!

Evaluation Procedures – Social Work Internship and Field Placement (Master’s Level)

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