Developing an Internship from Scratch

Developing an Internship from ScratchFrom Conceptualization to Self Study

Debra Crisp, Ph. D.Nancy Glenn, Ph. D.Laura Wright, Ph. D.

Objectives

By program’s end participants should be able to begin to: Think about the advantages and disadvantages of

developing a doctoral level internship program Develop persuasive arguments about the efficacy of a

doctoral internship Identify key allies on campus

Objectives cont’d Have knowledge about the resources that are available

for beginning programs Understand the major steps involved in developing a

doctoral internship program

2005

Began at FGCU

Master’s Program in Place 2008

Identified Need for space and funding

2010

Hired as TD

2012

ACCTA Mentor Program

Health Fee Increase to fund Interns

Development of Program Website

2013

First Intern Cohort

Applied for and received APPIC Membership

2009

New space

Began outlining rationale for VP

2011

Attended first

ACCTA

2015

Self-Study

2014

Received BEA Grant

The Journey…Laura

2008

Began at

USF-CAPS as Training Director

Part-time (CAPIC)Internshi

p Program in Place since 1990

Jan 2012

Increased University interest and opportunity for funding.

August 2012

Applied for APPIC and received membership/

1st FT Cohort begins

Dec. 2012

BEA Grant awarded/attended 2nd Self-Study workshop

Sept. 2013

Attended Site Visitor Workshop at ACCTA conference

April 2012

Attended Self-study workshop at APPIC conference

October 2012

Attended 1st

ACCTA

conferenceMay 2014

APA Accreditation

(7 years)

Nov. 2013

Site Visit

The Journey…Nancy

Feb. 2013Submitted Self Study

2007

Moved into the Training Coordinator position

Broadened existing Master’s program

2008

Began advocating in conversations with Director and Vice President of Student Affairs

2010

Continued to advocate

2013

APPIC membership

BEA Grant

2009

Consulted Division Financial Manager

2012

One Time Money

Post Match Vacancy

First cohort

2015

Site Visit??

2014

Program review

Hire a consultant

Begin self-study

The Journey...Debra

Understanding and Dealing with Your Audiences Administration Division Supervisors Center staff Graduate programs

Understanding the Costs

Personal Change in work schedule----

From 9-month to 12-month Increased time. Does that

mean increased pay? Increased pressure

Agency Accreditation costs Membership Stipends/ Benefits

Putting the Program Together

Manuals Policies and procedures Program philosophy and goals Learning objectives and evaluation tools Seminar topics and schedules Supervision Making sure diversity is incorporated into every aspect of

the program Documentation and data

Developing your Internship Program: Strategies, Resources, and Organizations Suggestions from ACCTA Members

“ACCTA, ACCTA, ACCTA”: Mentorship Program, Website Resources, List Serve, Workshops APA Self-Study Workshop/Site Visitor WorkshopJenny Cornish’s Framework for Consortium DevelopmentInvolvement of Clinical Staff MembersConsultation with CoA/APPIC“Greg Keilin is the best resource”APA Board of Education GrantCounseling Psychology Graduate Student Assistant Administrative Assistant

Survey of ACCTA MembersAugust 2014

(N=40)

)

Barriers Encountered in Developing or Maintaining your Internship Program Perspectives from ACCTA Members

Minimal Contribution from Staff Insufficient Time/Unclear about how much time to ask forLack of Staff Investment in Data CollectionLack of Director Support for TD Involvement in Professional OrganizationsCoordinating with Human ResourcesOverwhelmed by the Accreditation Process/Frustrated with the Self-Study RequirementsFunding Lack of interest from Counseling Center Staff and Administration


(N=40)

)

Barriers Encountered in Developing or Maintaining your Internship Program Perspectives from ACCTA Members

Changing the Culture of a Counseling Center “Done things the same way for decades. Creating systems to support the internship felt, at times, like pushing a boulder up hill.”

“Longer-term staff felt that APA accreditation would impose too many limitations and could not see the benefits.”

“…until they started seeing the writing on the wall about the future of the internship, the quality of our candidates, and the barriers our interns faced in applying for post docs.”


(N=40)

)

Before APPIC

Being a non-member site Getting the word out Phase I Phase II Post Match Vacancy Service

After APPIC

Marketing your program Attracting diverse candidates Increase in applications (hopefully)

Difficulty Recruiting Diverse Interns

Based on region Newness “stigma” Accreditation requirements from programs

Attracting a Diverse Applicant Pool Suggestions from ACCTA Members

Feature Prominently in Promotional Materials (website, brochures, etc.)Become Active in Professional Organizations (e.g. APA Division 17) Regional Sponsorship of Multicultural ConferencesReach out to APA Minority FellowsLocation is a FactorStrong Emphasis in Training program (e.g., Outreach/Seminars/Specialty Rotations)Diverse Staff and Interns already on-siteInvolvement of Colleagues in Networking efforts


(N=40)

)

System for keeping track of diversity in applicant pool Application readers, TD, track diversity info as they

read; may make spreadsheet (most common response; 15)

Pay attention to MC essay, how much diversity applicant has worked with, letters of ref that mention diversity

ACCTA 2013 Membership Survey

ACCTA 2013 Membership SurveyIntern Selection

2013 2012 2011 2010 2009

• 98.25 applicants 80.4 79.6 76.9 74.6 Range: 2 - 187

• 76.58% of 83.2 74.2 75.4 75.6 Interviewees were ranked

21.1% have INCREASED the number of applicants they ranked in the last 5 years

Meeting the Applicants

On siteSkypeTelephoneOpen house

ACCTA 2013 Membership SurveyIntern Interviews: % using…

2013 2012

Phone only 37.3% 37.7%

Skype / video conf only

6.7% 8.7%

In-Person only 10.7% 13%

Applicant’s choice 45.3% 40.6%

Mean number of interviews: 27.3

Issues as a TD of Color

Prior to match During internship year

ACCTA 2013 Membership Survey: Racial/Ethnic and Gender Identity of TD’s

American Indian / Alaskan Native: 1.2% Asian or Asian-American: 4.9% Black or African-American: 7.3% Hispanic / Latino(a): 11% Native Hawaiian or Pacific Islander: 0% White: 81.7%

Female: 75.6% Male: 24.4% Transgender or other: 0%

ACCTA 2013 Membership Survey: Diversity in selection committee

50.7% are intentional about making the selection committee diverse

30.4% have a diverse selection committee by chance

************************** 17.4% do not have adequate staff diversity to have a diverse

selection committee 1.4% do not have a diverse selection committee because

they prioritize staff experience or other factors in composing their committee

Finding Funding Outside of the University APA Education Directorate Grant Other grant sources?

Self-Study Issues

Consultant Release time? Managing stress

Maintaining Your Sanity

Self care Negotiating time for your new responsibilities 54.8% get release time to review apps

ACCTA WisdomWhat I know now that I wish I knew then…..

“Not every staff applicant who says that they're interested in training is actually interested in providing primary supervision. I wish I had been better at figuring out ways to assess who is actually ready and interested to provide supervision during the interview process of new staff.”



“Don't take a trainee whom you're on the fence about!”



“You need an administrative assistant to keep everything organized.”



“The process is constantly evolving, so don't get caught up too much in the details. They will change.”



“How long and how much time the accreditation process would take. Even though many said 2 years, I didn't believe it.”



“How much support, help, and guidance I could have gotten from ACCTA. It truly is an amazing organization.”



“I would have started working with a consultant much earlier.”



“Everything takes much longer than you think it will. Regardless of all the planning and preparing you will never feel quite ready."



“You cannot do everything at once. . . It takes time to develop a program and to continue to improve it. . .”



“Everything would work out and be okay.”



“Being a training director has much more to do with paperwork and answering emails than it has to do with supervision or clinical training. This is an administrative position, not a clinical supervision position.”


ACCTA WisdomWhat I know now that I wish I knew then….. “How important it is to recognize, applaud, thank, appreciate, etc., administration, director, assistants, staff, family, friends and everyone else around you in this process. You are working hard on something that you are passionate about and that you understand the benefit of...they are likely not passionate about it, nor do they "get it" in the same way you do but they are working hard too and will take pride in the result eventually.”

Survey of ACCTA Members August 2014

Thank You

Documents

Developing an Internship from Scratch