Two interns will complete the program over 12 months on a full-time (40 hours/week) basis. The internship year will run from July 1 to June 30 of the following year.
The intern stipend for the 2020-2021 internship year is $35,000. Interns are paid on a monthly basis.
As full-time employees, interns receive a benefits package that includes health insurance, paid state holidays, sick and personal leave, and use of University facilities.
Interns are given insurance through the medical insurance plan provided by UPP, on behalf of UB. Full-time employees may enroll in either a single or family plan. Interns are eligible to enroll on their first day of employment, July 1. Information and enrollment forms may be obtained from the Practice Plan Administrator.
To assist with the cost of insurance, our organization pays the entire high-deductible of the single or family plan. Interns are responsible for paying the balance through payroll deduction. The current cost, as well as a summary of benefits booklet containing the details of the health insurance plan and eligibility requirements, may be obtained from the Practice Plan Administrator.
As employees of UPP, the following are observed, paid holidays:
As full-time employees, interns are given the following leave:
Employees should submit written vacation requests to their supervisor with as much advance notice as possible (no less than 60 days) so that backup arrangements can be made. Every effort will be made to accommodate vacation requests, unless business circumstances do not permit.
If you are ill and cannot work, you must call your supervisor no later than one hour before your scheduled starting time. Thereafter, you must call in at least one hour prior to your normal starting time for each day you remain home ill.
Should you be absent from work for more than three (3) consecutive work days, you are required to provide a physician’s certificate when you return to work indicating the nature of your illness, and physician’s approval for you to resume your job duties.
Failure of an employee to give required notice, or frequent absences, shall constitute cause for disciplinary action, up to and including discharge. If an employee is absent for two (2) days without contacting their supervisor, the employee may be terminated without notice. Excessive absences, lateness, or a pattern of poor attendance are grounds for disciplinary action, up to and including discharge.
To complete the internship, students must participate in a 40 hour average work week that combines psychological services and other learning activities that are consistent with hours at their internship site(s).
The program administration is primarily the responsibility of the Training Director (TD). The current staff is as follows:
The supervisor staff for interns are licensed psychologists in the state of New York. Supervisors must have appropriate training and expertise in clinical supervision. They will actively participate in program planning, implementation, and evaluation. Supervisors will serve as professional role models consistent with the program’s training goals and objectives, and will provide the following:
The internship intends to use the online AAPI internship application through the APPIC match process. To bypass the match while in the accreditation process, the Training Director will make contact with local universities/programs to inform and disseminate information regarding the available doctoral internship positions. Any and all applicants will initially be reviewed by the director for minimum basic criteria and requirements consistent with current APA-accredited programs.
If the internship has not accepted any interns, the program will participate in Phase II of the match and will follow all guidelines associated with the APPIC match process.
Applicants must be matriculated in a PhD or PsyD program in Clinical, Counseling, or School Psychology. Applicants must also demonstrate adequate preparation for internship as indicated by their credentials and their graduate training director’s endorsement.
Applicants must provide:
The University at Buffalo abides by all APPIC rules governing the application and selection process. Under these rules, once a candidate’s application is under consideration, very little information about the status of the applicant may be released.
After applications are reviewed, potential candidates will be contacted to interview and visit our Internship Program site.
Each intern is assigned a rotation and psychotherapy supervisor at the initial phase of the internship year. All supervisory assignments are given by the Training Director, and all supervisors are Psychologists licensed to practice in the state of New York.
Supervisors coordinate all training experiences for each intern in collaboration with the Training Director. In regards to clinical practice, all questions/comments/concerns should be addressed to either rotation or psychotherapy supervisor. Items pertaining to policies and procedures should be directed to the Training Director.
Rotation supervisors are responsible for overseeing elective rotations in addition to any activities where interns are involved in co-leading a group.
Rotation and psychotherapy supervisors are required to provide written evaluations to interns a minimum of three times per year (at 4, 8, and 12 months). Any concerns by interns and/or supervisors can be remedied in a one-on-one meeting amongst parties involved. Any concerns that cannot be resolved through this avenue can be brought to the Training Director to assist in an appropriate resolution.
Electives offer an opportunity to receive training outside of the standard rotations and work closely with other disciplines/agencies that deal with mental health issues. Interns will be involved in the clinical and didactic elements of the elective during some portion of the afternoon and evening hours throughout the year.
Electives are year-long exposures to specialty services offered at:
Current Rotations offered include:
Throughout the program, interns are required to complete four (4) presentations in order to be assessed on progress, competency, and ability. The topic areas include case presentations, research-oriented talks, and diversity or community outreach discussions.
Evaluations of interns is an on-going, year-long process throughout the internship. Formal, written evaluations are provided to interns by their primary or secondary supervisor at 4-month, 8-month, and 12-month benchmarks.
Evaluations completed for each intern during the training program include:
Staff at internship locations can provide feedback to an intern either directly or through their primary supervisor. The Training Director must be informed of any direct feedback. In addition, interns must receive copies of all written evaluations following review with their supervisors.
Upon successful completion of the internship program, interns are presented with certificates documenting completion of all trainings and other requirements within the doctoral internship program in psychology.
Interns are also required to provide evaluations throughout the year in order to provide feedback about the program.
Evaluations completed by each intern during the training program include:
All records related to supervision of interns are stored electronically and securely in a locked office drawer in the Program Administrator’s office. Individual files are maintained and kept indefinitely. They can, at any time, be reviewed by the Training Director.
Members of the internship training staff are committed to promoting and supporting diversity and inclusion in our research, clinical and educational missions to meet the needs of the students, faculty, staff and the communities we serve. More so, as outlined by the APA, the doctoral internship allows psychologists involved in the training to help improve and maintain quality control of the profession by ensuring that psychologists entering the field are competent.
This policy provides staff and interns the standards for successful completion of the internship and steps UB may take in response to behavior which interferes with performance and responsibilities outlined in this manual.
The University at Buffalo reserves the right to take actions that may be necessary and required that may fall outside of this policy.
Interns will demonstrate and be evaluated in their achievement of nine profession-wide competencies.
Interns will have worked a minimum of 2,000 total hours in this internship.
An intern is required to treat each other with respect. Behavior that a reasonable person would consider offensive and inappropriate in the workplace, even if it does not rise to the level of unlawful conduct, violates the respect rule. Interactions with coworkers, managers, and customers should be guided by courtesy and common sense.
Problematic behavior is defined as a problem, or source of concern, that interferes with the professional functioning of an intern to do the following:
Problematic behavior is identified when it involves at least one of the following characteristics:
The following steps will be taken to address problematic behavior to ensure that decisions made by the internship program are not subjective or personally biased.
A verbal warning stresses the need for an intern to terminate inappropriate behavior. No formal record of the warning is kept in the intern’s permanent file; Verbal warnings are filed only in an evaluation file as a reference when computing overall evaluation scores. Verbal warnings will include written acknowledgement addressing the problematic behavior.
A written acknowledgement to the intern recognizes the following:
The written acknowledgement will be removed from the intern’s file when the intern responds to the concerns and successfully completes the internship.
A written warning to the intern indicates the intern must terminate inappropriate behavior that is interfering with the intern’s performance.
Written warnings will include the following:
A copy of the written warning will be kept in the intern’s file, and may be given consideration for removal at the end of the internship by the Training Director. If the letter is retained in the file, documentation from statements involving all parties in the dispute should be contained within.
A remediation plan is a closely supervised period of training intended to assist the intern in the expectation of completing the internship. This period will include increased supervision and review of the intern’s work and professional obligations by their regular supervisor in conjunction with the Training Director.
Remediation will include the following:
Courses of action included in a remediation plan may contain the following:
The Training Director, in conjunction with the Training Committee, will determine the length of the remediation period along with when and if the intern can resume their regular schedule.
Dismissal from the internship program involves the permanent withdrawal of all responsibilities and privileges. When specific interventions, as noted in prior sections, do not remedy the problematic behavior and/or the intern seems unable or unwilling to alter their behavior, dismissal may be warranted.
This action may be invoked by the Training Director in any situation including, without limit, cases of severe or repeated violations of professional ethical codes or applicable laws, rules, or regulations. The intern will be informed, in writing, by the Training Director and will meet to review the decision.
If an intern cannot complete the internship due to physical, mental, or emotional illness, or other situations not related to disciplinary action, a consultation can be arranged with the Internship Director. Administrative leave can be granted with or without pay.
Should an intern choose to appeal any aforementioned actions, they must inform the Training Director within one week of receiving notification of the action. An appeal will be heard by a review panel and all evidence will be presented during a review hearing. The intern maintains the right to be present during the hearing and have the opportunity to dispute or explain their behavior in question, prior to the review panel’s discussion. All decisions by the review panel will be made by majority vote, and within one week of completion or the hearing, reports will be submitted to the Training Director and intern. Any recommendations for further disciplinary action will be included. Within one week of receipt, the Training Director will accept, reject, or provide an alternative to the panel for further deliberation. Any further deliberation will require a report filing of results by the panel. The intern and all other appropriate individuals will be contacted, in writing, once the final decision is made by the Training Director.
Should an intern appeal a decision made by the Training Director, they must inform the Director of the Division of Psychology within one week of receiving notification of any aforementioned action. The Director of the Division of Psychology will form a review panel and all evidence will be presented during a review hearing. The intern maintains the right to be present during the hearing and have the opportunity to dispute or explain their behavior in question, prior to the review panel’s discussion. All decisions by the review panel will be made by majority vote, and within one week of the completion or hearing, reports will be submitted to the Director of the Division of Psychology and the intern. Any recommendations for further disciplinary action will be included. Within one week of receipt, the Director of the Division of Psychology will accept, reject, or provide an alternative to the panel for further deliberation. Any further deliberation will require a report filing of results by the panel. The intern and all other appropriate individuals will be contacted, in writing, once the final decision is made by the Director of the Division of Psychology.
A verbal or written warning may be appealed, in writing, to the Training Director. A written response, provided by the director, will either confirm the warning or direct removal of the warning from the intern’s evaluation file. The decision is final and not subject to appeal.
The remediation plan may be appealed, in writing, to the Training Director. Interns may include letters and/or documents from their Training Director in the appeal process. A written response, provided by the director, will either confirm the remediation plan and its specific elements, or direct the removal of the plan and its elements from the intern’s evaluation file. The decision is final and not subject to appeal.
Dismissal decisions and voluntary withdrawal with voluntary severance are not subject to appeal.
If a complaint is issued by an intern against a member of the UPP or UB staff, the following procedures should be followed:
Office of Program Consultation and Accreditation
American Psychological Association
750 1st Street NE
Washington, DC 20002
APA Program #: 002379