Date Program Tables are updated: 6/4/24

Program Disclosures

Does the program or institution require students, trainees, and/or staff (faculty) to comply with specific policies or practices related to the institution’s affiliation or purpose? Such policies or practices may include, but are not limited to, admissions, hiring, retention policies, and/or requirements for completion that express mission and values?Yes XNo
If yes, provide website link (or content from brochure) where this specific information is presented:

Internship Program Admissions

Briefly describe in narrative form important information to assist potential applicants in assessing their likely fit with your program. This description must be consistent with the program’s policies on intern selection and practicum and academic preparation requirements:

Non-Discrimination and Harassment Policies
In compliance with all applicable Federal and Pennsylvania state laws, acts and codes, the Agency formally affirms its long-standing policy of non-discrimination and, in keeping with the Agency’s policy against discrimination, will take the necessary steps to insure that the Agency will offer equal employment opportunity without regard to race, color, national origin, ancestry, religion, religious creed, age, sex, handicap, disability, sexual or affectional preference or orientation, familial or marital status or veteran status. This policy will apply to recruitment, placement, transfer, promotion, training, use of facilities, compensation, practices and policies and all other applications and conditions of employment or internship, not specifically stated. The Agency is also committed to maintaining a working environment that is free of such discrimination or harassment based on any of these factors, including sexual harassment.

Sexual harassment or harassment of any other basis is prohibited by this Policy. Whether committed by a supervisor, intern, or co-worker, such harassment will be considered misconduct and will subject that person to disciplinary action up to and including termination.

Sexual harassment is defined as unwelcome sexual advances, the conditioning of employment or internship benefits or other employment conditions on sexual favors, or offensive, verbal, or physical conduct of a sexual nature. This includes conduct of a sexual nature which interferes with an employee’s or intern’s work performance, or creates an intimidating, hostile, or offensive work environment.
Any employee or intern who has a complaint of discrimination or harassment at work by anyone, including supervisors or co-workers, must bring the problem to the attention of a supervisor, the Internship Director and/or Chief-Psychologist. The employee’s or intern’s complaint will be thoroughly investigated, and a report will be made to the employee or intern of the results of that investigation.

If it is determined that prohibited discrimination or harassment occurred, the offending person (s) will be disciplined, and the complaining employee/intern will be given any benefit or privilege of employment he or she was improperly denied as a result of such misconduct.

If the employee/intern does not agree with the findings of the investigation, he or she may seek further review from the President/Founder, who may interview or seek statements from any person concerning the complaint.

Insofar as possible, employee/intern complaints of discrimination or harassment will be kept in the strictest confidence, as will all interviews and statements which are part of any investigation. The Agency will not tolerate retaliation against any employee/intern who complains of such misconduct or provides information in connection with any such complaint.

If an employee/intern has a question about the Agency’s policy against discrimination or discriminatory harassment or the procedure to be followed in lodging a complaint, the employee/intern may contact his/her supervisor or the Director of Human Resources.

Application and Selection Procedures
In order to be considered for the internship, applicants must have the following requisites: 1) have completed all the coursework required for a Psy.D. or Ph.D. Degree in an APA-accredited doctoral program in Clinical, Counseling or School Psychology, 2) should have had supervised clinical practicum training adequate and appropriate for a practitioner-scholar model internship, and 3) should have a commitment to empirically-supported interventions. Although we have no minimum cutoff for clinical hours, we prefer intern applicants to have had above 400 clinical contact hours. They must also possess a Master’s degree in Psychology and have successfully passed comprehensive or qualifying examinations. Three letters of recommendation are required from doctoral faculty and/or supervisors familiar with the applicant’s skills and interests. Applicants’ interests, as expressed by their experience and goals, should match the training opportunities offered by our internship.

We emphasize that the internship demands maturity, motivation, autonomy, and clearly defined goals. Applicants should email their application to the Internship Director. In ranking candidates, we are particularly attentive to the match of the applicant’s interest focus, cumulative experience and career goals with our resources and opportunities, as well as goodness of fit in terms of clinical preparation, commitment to evidence-based practice, and relationship skills. We are particularly interested in interns who aspire to work in community mental health settings with underserved populations.

We adhere to all APPIC requirements in meeting, interviewing, and considering candidates for our internship program. The following steps are taken from the time the completed application is received through to the final ordering of applicants:

  1. The Internship Director and Chief Psychologist read and review all applications. Based on a review of the prospective intern’s credentials and judgment as to goodness of fit, finalists are invited to interview.
  2. Candidates must have completed all or almost all requirements for their doctoral degree, have outstanding letters of recommendations, have completed 2 years of practicum experience with a preference for at least 400 hours combined assessment and intervention hours, and be a good match for our internship.
  3. Selected applicants are invited to attend an interview in December or January. Each candidate participates in an individual interview with the Internship Director, Chief Psychologist, and other supervisors. Applicants also meet with the current intern group in order to obtain unencumbered and “uncensored” information from the interns who have “first-hand” experience with all aspects of the program.
  4. Interviewers complete a rating form describing the applicant’s strengths, weaknesses, and goodness of fit between the candidate and program. All interviewers then meet as a group to share impressions of the candidates and to determine a final ranking.
  5. Finally, the Internship Director and Chief Psychologist review the Rank Order List of candidates and submit the Rank Order List in the APPIC Portal prior to the Match.
Does the program require that applicants have received a minimum number of hours of the following at time of application? If Yes, indicate how many:
Total Direct Contact Intervention HoursYes     Amount: 200
Total Direct Contact Assessment HoursYes     Amount: 200
Describe any other required minimum criteria used to screen applicants:

Financial and Other Benefit Support for Upcoming Training Year[*]

Annual Stipend/Salary for Full-time Interns$28,000.00
Annual Stipend/Salary for Half-time Interns$0.00
Program provides access to medical insurance for intern? YesX No
If access to medical insurance is provided:
Trainee contribution to cost required? Yes  No
Coverage of family member(s) available? Yes  No
Coverage of legally married partner available? Yes  No
Coverage of domestic partner available? Yes No
Hours of Annual Paid Personal Time Off (PTO and/or Vacation)80
Hours of Annual Paid Sick LeaveS/A
In the event of medical conditions and/or family needs that require extended leave, does the program allow reasonable unpaid leave to interns/residents in excess of personal time off and sick leave?X Yes  No
Other Benefits (please describe): Paid Time Off Including Research Days

Initial Post-Internship Positions

(Provide an Aggregated Tally for the Preceding 3 Cohorts)

Total # of interns who were in the 3 cohorts2
Total # of interns who did not seek employment because they returned to their doctoral program/are completing doctoral degree     
Academic teachingPD =      EP =      
Community mental health centerPD =      EP =      
ConsortiumPD =      EP =      
University Counseling CenterPD =      EP =      
Hospital/Medical CenterPD =      EP =      
Veterans Affairs Health Care SystemPD =      EP =      
Psychiatric facilityPD =      EP =      
Correctional facilityPD =      EP =      
Health maintenance organizationPD =      EP =      
School district/systemPD =      EP =      
Independent practice settingPD =      EP =      
OtherPD =      EP =      

Note: “PD” = Post-doctoral residency position; “EP” = Employed Position. Each individual represented in this table should be counted only one time.  For former trainees working in more than one setting, select the setting that represents their primary position.

[*] Note. Programs are not required by the Commission on Accreditation to provide all benefits listed in this table