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 Evaluation

​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​​Overview

The goal of the evaluation process is to enhance the performance of the fellow, the supervision and the program. The program strives to provide formative feedback throughout training such that the summative formal feedback provided by the Clinical Competency Committee semiannually is consistent with what fellows have received throughout their training. As a component of this, the program director meets monthly with each fellow to review their progress and to discuss any concerns with training, supervision, the program, adjustment to the new community, etc. In support to this goal, we conduct evaluations of the fellow, the supervisors, the program and the program director.

Fellow Evaluation

​Evaluations are completed on each fellow by their primary and clinical supervisors. These are done via assessment of performance on the Observable Practice Activities (OPAs) for each training activity. The purpose of the evaluations is to provide feedback, guidance, and directed remediation as needed.  The evaluations are reviewed directly with the fellow by the supervisor.  OPAs address the following areas:  Professional Characteristics, Utilization of Supervision, Therapy Skills, Assessment Skills, and Practice Management Skills.  The evaluations are designed to be consistent with and in support of the program goals and in reference to each fellow's Individualized Fellowship Plan (IFP).

The Psychology Fellowship Program's Clinical Competency Committee (CCC), comprised of the supervisors and the Program Director, reviews the progress of all the fellows in the program. The CCC serves the important function to synthesize the quantitative and qualitative assessments of each fellow. It provides to the Program Director an overall performance assessment semiannually on each fellow, utilizing a competencies assessment tool. The CCC also provides  a graduation recommendation in the later part of the second year of training.

Supervisor Evaluations

Quarterly evaluations are completed by the fellows on their primary and clinical supervisors.  The purpose of these evaluations is to provide feedback on ways to enhance the clinical supervision.  This evaluation activity is designed to facilitate adjustments in the supervisory interaction to facilitate the fellow's successful pursuit of their IFP and the program's goals.  The evaluation addresses the following topics:  Supervision Logistics, Process, and Specific Skills Training.

Program Evaluation

Quarterly evaluations are completed by the fellow on the Fellowship Program.  The purpose of these evaluations is to provide a structured, systematic way of obtaining feedback regarding strengths and areas of recommended improvement in the program.  These evaluations are reviewed directly by the fellow with the primary supervisor and the Program Director.  The program evaluation reviews general characteristics of the program, specific training opportunities, and how they support pursuit of the IFP.

Program Director Evaluation

Quarterly evaluations are completed by the fellow on the Program Director.  The purpose of these evaluations is to structure a process for fellows to provide feedback to the Program Director about their interaction and about program concerns.  This evaluation activity is designed to facilitate adjustments in the interaction to facilitate the fellow's successful pursuit of their IFP and the program's goals. The evaluation assesses the Program Director's availability and support to the fellows, leadership, contributions to training and support for self-care.

Due Process/Grievances

The faculty of the Postdoctoral Psychology Fellowship Program value open communication and strong working relationships with the fellows.  If a disagreement  arises between a fellow and a training staff member over the evaluations/feedback, the optimal outcome would be that the disagreement be resolved directly between the individuals in a professional manner, such that the resolution process itself becomes a learning opportunity for conflict management among colleagues. Division of Education policies related to due process, grievances, and professional behavior are followed throughout this process.

If a situation cannot be resolved in the above manner, the fellow is encouraged to utilize the sequence noted below:

1.  Talk with primary supervisor; if unresolved,

2.  Talk with Program Director; if unresolved,

3.  Talk with Director of the Corporate Office of Education and implement a  Grievance/Due Process procedure through the Division of Education.

4.   At any point, the fellow may directly consult the Program Director or the Director of the Corporate Office of Education if circumstances preclude using the aforementioned sequence.