1、APPIC Membership Conference Portland, OR April 17-18, 2009,Competency Problems: Managing Performance, Attitudinal, Ethical and Legal Issues with Interns and Postdoctoral Fellows,Presenters: IPR Consultants,Jeff Baker, PhD: Former APPIC Board Member and CoA Chair Sharon Berry, PhD: APPIC Chair-Elect
2、Karen Taylor, PhD: APPIC Vice-Chair Eugene DAngelo, PhD: APPIC Board Secretary Mona Mitnick, JD: APPIC Board/Public Member,Informal Problem Resolution,Informal process Students, Training Directors, Graduate Training Directors, Faculty Alternative to ASARC: formal complaint process Average: 100 consu
3、ltations/year,Disclaimer,Information in this presentation is not exhaustive or definitive, and is intended to provide practical guidance. It represents only the individual views of its members, and not the official views of their organizations or boards.,Frequent Concerns:,Due Process Procedures (in
4、cluding perceived competency problems) Requests for Release from the Match Possible Violations of Membership Criteria Probationary Status Intern Termination Illness/pregnancy while on internship,Due Process Procedures,Review your due process procedures Membership Criteria: Internship programs have d
5、ocumented due process procedures that describe separately how programs deal with (1) concerns about intern performance, and (2) interns concerns about training. These procedures include the steps of notice, hearing, and appeal, and are given to the interns at the beginning of the training year.,Matc
6、h Issues,Interns wanting to withdrawInterns wanting to complete a second internshipBinding nature of Match Contract,ADA Concerns,Questions about discrimination Guidelines about what questions can be asked and what should be avoided http:/www.appic.org/downloads/Guidance_on_Interview_Questions_and_Pr
7、ivacy_Concerns.pdf,Probationary Status and Competency Improvement Plans,Use the description of procedures for probationary status and development of improvement plans located in internship handbook.Probationary status and improvement plans are active procedures on the part of both the intern and tra
8、ining program. Probationary status should be a direct result of and informed by formal competency assessments.The intern should have received formal feedback about problems in attainment of specific competences in advance of decision to place on probationary status.,Probationary Status and Competenc
9、y Improvement Planning Process,The plan should be specific about what competencies need to be developed.Specify what particular steps will be taken by the intern and by the program and/or supervisor(s) to help facilitate competency.Clearly state how the skill/competency will be measured. How will th
10、e program and intern know that progress or lack thereof is occurring?State the period of time for the probationary status to occur and/or improvement to be demonstrated.Be clear about the “next steps”.if competency is not demonstrated, does it result in extending the training year, termination, exte
11、nded probation?,Intern Termination,Follow your due process guidelines.Update them routinely.Plan for various situations that could happen.,Illness/Pregnancy During Internship,Frequent IPR issue. Many solutions. Examples: Extended year of training. Return to the Match next year.,Discussion/Questions,Keep in mind that we prefer questions that are not program specific or intern/postdoc specific - Please present hypothetical situations.,
