Skip to Content

Counseling and Psychological Services

Evaluation Philosophy and Procedures

Evaluation Philosophy

One of the primary tasks of the training program at CAPS is to assess the progress of each intern. The purpose of this assessment is to facilitate professional and personal growth. Towards this end, feedback will be provided in an ongoing and timely fashion.

Training staff and supervisors have a duty and responsibility to evaluate the competence of interns in a comprehensive manner. Performance in the areas of psychotherapy, psychological assessment, crisis intervention, outreach/consultation, supervision, and other clinical competencies are evaluated. Furthermore, professional development areas including ethical awareness, sensitivity to difference, capacity to use supervision and consultation, and professional interpersonal behavior and attitudes are also be evaluated.

The training program recognizes that developmental stressors are inherent in the transition from graduate school to a full-time clinical training setting, as well as during the course of the intern’s participation in the program. During the training program, interns are exposed to clinical practice, typically involving a full and challenging caseload as well as responding to client crises and agency requirements. Furthermore, intern supervision is often intense, concentrated and frequent. This may increase the intern’s sense of personal and professional vulnerability. Thus, while the training program represents a critical professional opportunity for interns to learn and refine skills, increase their professional confidence and enhance professional identity, it is also a time of increased stress and vulnerability.

Since interns make significant developmental transitions during the training program and may need special types of assistance during this time, it is the responsibility of the training program to provide activities, procedures and opportunities which can facilitate growth and minimize stress. Such measures include, but are not limited to, extensive orientation meetings, individualized programs, clear and realistic expectations, clear and timely evaluations that include suggestions for positive change, and contact with support individuals (e.g., supervisors, professional staff members, residents in psychology).

Evaluation Procedures

Interns are fully informed about the evaluation procedures during the two-week orientation process that occurs upon arrival, including a detailed review of the intern and supervisor evaluation forms. Evaluations are conducted each semester at mid-semester (verbal) and in January and July/August (written) as described below. This is a comprehensive evaluation process, wherein supervisors evaluate interns, and interns evaluate supervisors. Interns also evaluate seminars and the entire training program at the conclusion of the training year, and provide mid-year written evaluations for seminars as well. All evaluation forms are completed and submitted in an electronic format to the Director of Training.

Mid-Semester Evaluations (Verbal)

  • Supervision and Seminar Discussion: At the mid-point of each of the two semesters (Fall and Spring/Summer) each supervisor-supervisee dyad discusses the intern’s progress and the status of the dyad’s working relationship.
  • Staff Review Meeting: The staff then meets to discuss the progress of each intern. The staff reviews each intern’s progress in all areas iterated in Goals and Objectives of the Internship Program (see Section II). These areas include: intake assessment and diagnosis, individual psychotherapy, group psychotherapy, crisis intervention and management, outreach and consultation, cognitive and personality testing, supervision knowledge/provision, ethical awareness, sensitivity to culture and difference, capacity to use supervision/consultation, and additional professional behavior. General strengths and weaknesses are also discussed.
  • Intern Review Meeting: Following the staff review meeting, the Director of Training meets with each intern to review and discuss the feedback.
  • Seminar Discussion: At the mid-point of each of the two semesters, interns discuss their perspective on the progress of seminars held during that time period, and similarly provide feedback by facilitators regarding their participation.

End-of-Semester Evaluations

  • Evaluation of Interns: In January and July/August, supervisors complete the Evaluation of Trainee form. This form is used as an outline to structure and accompany the supervisor’s verbal feedback to the supervisee, iteration of learning goals, and discussion of the supervisory working relationship. Following the feedback session, both parties sign the form and submit it to the Director of Training.
  • Evaluation of Supervisors: In January and July/August, interns complete the Evaluation of Supervisor form. This form is used as an outline to structure and accompany the supervisee’s verbal feedback to the supervisor and the dyad’s discussion of their working relationship. Following the feedback session, both parties sign the form and submit it to the Director of Training.
  • Staff Review Meeting: After the supervisors and supervisees meet to discuss the evaluation forms and engage in verbal feedback, the staff again meets to review the progress of each intern.
  • Intern Review Meeting: Following the staff review meeting, the Director of Training meets with each intern to review and discuss the feedback.
  • Evaluation of Seminars: In January and July/August, interns complete the Seminar Evaluation Form for each seminar that occurred during that time period. This form is used to evaluate the clinical relevance, reading materials and preparedness / quality of the instructor.
  • All evaluation forms are submitted to the Director of Training and kept electronically on file. Seminar evaluations are submitted to the Director of Training and de-identified synopses of numerical and narrative results are shared with staff at mid- and end-year.

End-of-Year Program Evaluations (Written)

  • At the end of the training year, each intern completes a separate detailed Program Evaluation that is part of exit requirements (see form at P:\CAPS\Training Documents\Evaluation Forms). Additional verbal feedback is welcome by the Director of Training during the Exit Interview, by which time the Program Evaluation has been completed. Synopses of numerical and narrative results are shared with staff after the conclusion of the interns’ training years.

Return to Internship Home Page