The internship is a year-long full-time, 2000-hour training experience. Interns are expected to accumulate their hours based on a 40-hour week for a minimum of 50 weeks. Overtime and/or compensation time will not be grounds for leaving an internship in less than 50 weeks. Interns will provide a minimum of 750 to 1000 hours of direct client contact or approximately 40 to 50 percent of their time. The rest of the time should be spent with training experiences, supervision, report writing, case conferences, meetings, research, etc. The internship year runs from August to August. No provision will be made for interns who begin their training year prior to or extending beyond this time frame.

The Watson Institute has a strong commitment to developing clinical practitioners who demonstrate high levels of professionalism and clinical skills. It is a fundamental requirement of the internship that all interns meet the standards of the profession of psychology. As an expression of these standards, the Watson Institute requires adherence to the principles of the American Psychological Association (APA) Code of Ethics. Not only are interns required to complete academic and clinical requirements, they are expected to demonstrate professional attitudes and behavior during their internship training. Interns' development of these competencies, skills, behaviors and attitudes will be monitored and evaluated regularly throughout their internship training and will be discussed further in following sections.

Cultural Diversity Statement

Culture determines our worldview and provides a general design for living and patterns for interpreting reality that are reflected in our behavior.  Therefore, services that are culturally competent and provided by individuals who have the skills to recognize and respect the behavior, ideas, attitudes, values, beliefs, customs, language, rituals, ceremonies and practices characteristic of a particular group of people.

The Watson Institute recognizes that Cultural Diversity is an integral part of a person and thus directly impacts on his/her self value and worth.  Cultural Diversity is defined by a person's relationship to his/her values, meanings, traditions, customs, ethnic tradition, religious or spiritual beliefs, lifestyle and cultural or spiritual life experiences.  We believe that people and institutions grow by acknowledging that there is strength and learning in the presence of diversity.  We are aware that individual needs usually fit well into the greater common good.  In order to provide services successfully in a holistic manner, we must strive to respect and accommodate cultural diversity in the provision of care.

It is the responsibility of every Watson employee to learn about Cultural Diversity and to respect the right of every patient and employee to express diversity so long as it does not interfere with the therapeutic responsibilities or operation of the facility.  The Watson Institute will provide periodic training to staff in issues relating to providing culturally competent services.

The Watson Institute will actively strive to obtain input from community representatives who can increase our awareness of cultural factors in our efforts to provide exemplary services for all populations in our community.

Non-discrimination Policy

The Watson Institute's policy regarding employment is to treat all current and potential employees fairly without regard to race, color, religion, sex, age, national origin, disability, veteran status, sexual preference, economic status, or any other factors prohibited by law.  In addition, every effort will be made to recruit and hire staff members reflective of the cultural and ethnic mix of the clients we serve.  This applies to all Watson Institute subsidiaries, personnel actions, and company-related activities.

The Watson Institute strives to promote a positive work environment free from discrimination and harassment that could adversely affect employee performance or create an intimidating, unfriendly or offensive environment.  Such discrimination or harassment can be based on race (racially derogatory language or conduct), gender (unwelcome sexual advances, verbal or physical conduct of a sexual nature that is made a condition of employment or the basis for job-related decisions) or any other factors prohibited by law.

Intern Evaluation

Interns receive regular and ongoing feedback during the internship year through individual and group supervision.  Performance is formally evaluated through a written review two times per year (February and August) by the intern's site supervisor.  Interns are evaluated according to the specific goals of the training program described previously.