The program’s due process is outlined in the Internship Training Manual that is given and reviewed during orientation, and made available to all interns through the year. The process is in line with APA’s Ethical Standards, local, state, and federal laws. Additionally, the process is created and maintained to uphold the Ethical Principals to the upmost degree.
During orientation for the interns, the procedures and actions involved in the decision making process regarding problematic behaviors will be described and discussed. This provides interns the space to process and discuss their feedback and possible concerns they have regarding their training or evaluations (Appeal Procedure/Hearing – Section D). The Center will communicate early on and regularly with the intern if any substantiated concerns or problems that are significantly interfering with the intern’s performance are identified. The Training Coordinator and Training Staff may initiate any of the actions, or a combination of the actions, identified in Section D (Possible Courses of Remediation and Sanction). A time frame for expected remediation and consequences of not rectifying the identified concern or problematic behavior will be identified. The intern’s academic program may be informed depending on the nature and severity of the problematic behavior. The Center’s due process procedures will make certain that interns have sufficient time to respond to any action taken by this program before the action is implemented (Appeal Procedure/Hearing – Section D). If an intern wishes to appeal this program’s action(s), section E (Appeal Procedure/Hearing) describes the steps for doing so. When making decisions about an intern’s performance, the Center Training Staff will seek input in a confidential manner from relevant professionals in the field including but not limited to members of ACCTA, APPIC, and/or APA. The Training Coordinator will document (in writing) the actions taken by this program and the rational for the action(s). All relevant parties will be provided with a copy of the document.
Training staff meets every other week, at times with an intern representative, to discuss the status of the trainees and how the staff may continue to meet their evolving needs while staying true to the mission of the program. In the event that an intern’s performance is identified as concerning, a formal decision making process is enacted (Decision Making Process section). The Possible Courses of Remediation and Sanction entails the due process when a concern arises, how it will be documented, consultation involved, as well as how it will be communicated to the intern (Possible Courses of Remediation and Sanction section). The steps are sequential based on consultation and approval from NMSU Human Resource Services, severity of concern, and the intern’s effectiveness in addressing the concerns. If an intern disagrees with this decision or any of the aforementioned sanctions, the intern can initiate an appeal and this process is outlined in the section Appeal Procedure/Hearing (Section E). Interns have the right to hear the expressed concerns of the training program and have an opportunity to contest or explain the behavior of concern. This section provides an appeal procedure that shall be utilized if an intern is contesting and appealing a sanction (outlined in section D – Possible Courses of Remediation and Sanction) implemented by the Training Coordinator and Training Staff.
The goal of identifying any concerns or problems is to assist the intern in successfully addressing the issue. The Training Staff value and are committed to providing the training and support through this process so that interns can leave the program as competent professionals.