To successfully complete the internship, the intern must complete 2,000 hours in their 12-month program. Interns must also meet the Minimum Level of Achievement in all 10 competency areas (see below), and complete several additional requirements (see below).
Exit Criteria
The USDCC Doctoral Internship in Health Service Psychology requires that all interns achieve a 7 rating or higher for 100% of the learning elements set forth by the program at the end of the training year. A score of 7 is considered the Minimal Level of Achievement and must be obtained at the end of the training year for successful completion of the internship program.
We acknowledge that any psychologist will have areas of strength and areas in which growth could be desirable. It should be noted that any intern may receive some scores that are lower and some that are higher, than expectations.
Competency Rating Guidelines
(9-10): Competence on this objective is comparable to autonomous practice at an advanced post-doctoral position.
(7-8): Competence at this level displays a readiness for entry-level practice which includes the ability to independently function in a broad range of clinical and professional activities, the ability to generalize skills and knowledge to new situations, and the ability to self-assess when to seek additional training, supervision or consultation. Supervisor rarely needs to intervene and when necessary the intern maintains a receptivity to enhancing skills within the competency. This is a frequent level of competence demonstrated at the completion of the academic year, or earlier if the trainee has had a significant amount of experience in this domain with the competency area.
At the end of the training year, interns should have a rating of at least a 7 in 100% of the learning elements. A score of 7 is considered the Minimal Level of Achievement and must be obtained at the end of the training year for successful completion of the internship program. An “Individualized Remediation Plan” may be written at any time if the rotation supervisor, training director, or intern is concerned about the intern’s ability to meet this standard by the end of the year.
(5-6): Competence in this area is steadily progressing. Competence is demonstrated in more basic areas but may be inconsistent. Interns may be somewhat dependent on supervisor guidance or reassurance. A lack of confidence may impede the demonstration of competence. Routine or frequent, but not constant supervision is required in this competency. This is a common competence level at the end of a semester if the intern is new to the population/setting.
At the mid-year, interns should have a rating of at least a 5 in 100% of the competencies. An “Individualized Remediation Plan” will be written if an intern falls below a 5 in any competency or element by mid-year evaluations. An “Individualized Remediation Plan” may be written at any time if the rotation supervisor, training director, or intern is concerned about the intern’s ability to meet this standard by the mid-year evaluation period.
At the mid-Spring evaluation, interns should have a rating of at least a 6 in 100% of the competencies. An “Individualized Remediation Plan” will be written if an intern falls below a 6 in any competency or element by mid-year evaluations. An “Individualized Remediation Plan” may be written at any time if the rotation supervisor, training director, or intern is concerned about the intern’s ability to meet this standard by the mid-Spring evaluation period.
(3-4): This level of competence is acceptable at the beginning of the year if the intern is encountering a new population/setting. Intensive and/or frequent instruction and or supervision is often needed unless the intern has had experience with the particular client population/setting already.
At the Fall mid-semester, interns should have a rating of at least a 3 in 100% of the competencies. An “Individualized Remediation Plan” will be written if an intern falls below a 3 in any competency or element by mid-year evaluations. An “Individualized Remediation Plan” may be written at any time if the rotation supervisor, training director, or intern is concerned about the intern’s ability to meet this standard by the mid-Fall evaluation period
(1-2): Inadequate competence, unprofessional and/or unethical behavior demonstrated.
Behavior meeting this description at any point in the training year could result in probationary status or dismissal, consistent with the policies and procedures described in the intern manual.