The NPTC Evaluation Process:
1) provides a mechanism for feedback about intern and site performances;
2) verifies that the intern and the site are functioning at an acceptable level;
3) creates and records the professional development of the intern throughout the training program;
4) verifies site compliance with accreditation and Consortium requirements; and
5) provides a mechanism for feedback to interns, supervisors, and NPTC staff.
The Consortium’s training program continually assesses each supervisee’s performance and conduct with reference to the Internship Training Manual and the Individual Learning and Training Plan (ILTP) established between the supervisee and supervisor at the beginning of the internship program and approved by the Site Training Director. The Evaluation Process includes direct observation of intern services, feedback from other professionals, and supervisory sessions. Feedback from formal and informal assessments facilitates professional growth by acknowledging strengths and identifying performance or conduct areas that need improvement. This self-evaluative process provides the Consortium and the interns with the opportunity to analyze systemic trends in an effort to help maintain the quality of training. Evaluation of the intern’s performance is an ongoing process that occurs as part of the weekly supervisory sessions during the internship year. It is expected that any information that appears in an intern’s quarterly evaluation has already been discussed at length in supervision sessions prior to the evaluation being completed. When a site has an issue or concern with the performance of a psychology intern, they should inform the NPTC Administrative Office of any steps being taken to remedy the situation, even if no formal performance improvement process has begun. Any formal documents, whether provided by NPTC or the site, should be sent to the Administrative Office to be placed in the intern file.
In addition to formal evaluations, the Site Training Directors and/or Site Supervisors are expected to have methods and measures in place internally to determine intern skill sets and competencies at the onset of the training year aided by the use of the Individual Learning and Training Plan, preferably prior to the intern’s first quarterly evaluation. These methods should be measurable, will be in addition to, and supported by regular supervision. This internal evaluation process continues over the internship year and helps inform the site of the intern growth in experience and training. Based on this data, the site then has measurable outcomes to determine when each intern is prepared to progress to the next stage of internship training or to determine if additional training is still required in the current stage or if performance improvement is necessary to achieve competency in all areas by graduation (see Performance Improvement Policy for more information about this). Site Supervisors may also prepare additional written evaluations of the supervisee’s skills and progress toward identified goals and objectives, including strengths and weaknesses. Such additional written evaluations will include plans for remediating any weaknesses and addressing the supervisee’s professional development. The supervisee will sign and have an opportunity to comment on each additional written evaluation. Copies of these additional written evaluations and/or performance improvement plans are sent to the Vice President of Operations and placed in the psychology intern file.
The Site Training Director also regularly consults with supervisors and other professionals who have significant contact with supervisees by phone or in person. The Site Supervisor at each affiliated training site is responsible for summarizing and combining evaluations if more than one professional is involved in providing supervision or training. Based on these evaluations, the Site Supervisor and the supervisee, with the approval of the Site Training Director, may modify the ILTP to better meet the supervisee’s training needs and the program’s requirements. Written records of the ILTP, formal evaluations, and all subsequent modifications are maintained in the psychology intern file in the Administrative Office. Any specific complaints or grievances that cannot be handled informally between an intern, supervisor, and/or site should be addressed using the Grievance Due Process Procedures as laid out in this manual.
Definition of Problematic Performance and/or Conduct
Problem behaviors are defined as less serious than problematic performance or problematic conduct. NPTC defines each in the following ways:
Problem behaviors:
Behaviors, attitudes, or characteristics that: compromise the quality of the intern’s psychological services; interfere with the intern’s relationships with peers, supervisors, or other staff; and/or limit compliance with appropriate standards of professional practice or behavior.
Among professionals in training, many problem behaviors are possible. It is a matter of professional judgment as to when a supervisee’s problem behaviors are determined to be sufficiently serious to be judged problematic performance or problematic conduct rather than typical problem behaviors often found among supervisees, which may be remedied during the course of regular supervision.
Problematic performance and problematic conduct:
Interference with professional functioning renders the supervisee: unable and/or unwilling to acquire and integrate professional standards into their repertoire of professional behavior; unable and/or unwilling to acquire professional skills that reach an acceptable level of competency; or unable and/or unwilling to control personal distress that leads to dysfunctional emotional reactions or behaviors that disrupt professional functioning.
More specifically, problem behaviors typically become identified as problematic performance and/or problematic conduct when they include one or more of the following characteristics:
1. The supervisee does not, for whatever reason, acknowledge, understand, or address a problem behavior when it is identified.
2. The problem behavior is not merely a reflection of a skill deficit that can be rectified by academic or didactic training.
3. The quality of services delivered by the supervisee is significantly negatively affected.
4. The problem behavior is not restricted to one area of professional functioning.
5. A disproportionate amount of attention by training personnel is required.
6. The supervisee’s problem behavior does not change as a function of feedback, performance improvement efforts, and/or time.
Any time that the NPTC site has an issue with the performance of the psychology intern that cannot be corrected with general supervision at the site, and/or a psychology intern’s behaviors are considered problematic as defined above, the Site Training Director and/or supervisor should document their concerns and attempts to address those concerns with the intern. They should then consult with the Site Training Director (if not already involved) and the Regional Training Director for guidance on how to address their concerns. Summaries of any meetings with the intern discussing problematic behaviors should be sent to the Regional Training Director and the Vice President of Operations for record of attempts to address the issues. If intern behaviors continue to be problematic or escalate despite site attempts to redirect and/or remediate concerns, the Regional Training Director may be asked to meet with the intern with the Site Training Director and/or supervisor(s), and the following sanctions may be imposed as appropriate:
1. Additional assignments and/or training activities.
2. Alterations in required psychology intern activities.
3. Repetition of all or part of the clinical training activity.
4. Implementation of a performance improvement plan to address the demonstrated deficits.
5. Remanding the psychology intern for more intensive supervision.
6. Service to the site and/or to the community.
7. Denial of privilege to represent the organization in any activity.
8. Suspension of clinical privileges and hours.
9. Suspension or expulsion from the Internship program.