Lessons Learned Post Match Post Postscript › assets › conference... · Post Match Post...

Post Match Post Postscript: Lessons Learned

Randal Boldt, Psy.D. - Baylor UniversityDaniela Burnworth, Ph.D. - Wright State UniversityMatthew Reiser, Ph.D. - Southern Utah University

Overview: Learning Objectives

Learning Objective 1: To facilitate understanding of the context of the PMVS within the larger Match process.

Learning Objective 2: To increase understanding of the PMVS process and strategies for successful matching of applicants to the internship program.

Learning Objective 3: To encourage development of strategies for responding to the personal/professional impact of the PMVS process.

Credit for this Program

● Original Presentation at ACCTA 2015○ Daniela Burnworth, Randal Boldt, Cindy Bruns, Denise Litterer,

and Brad Wolgast● Mid-year Board conversation

Sharing Our Experiences

This Photo by Unknown Author is licensed under CC BY-NC-SA

Audience Poll

This Photo by Unknown Author is licensed under CC BY-SA

The P&P Manual

Differences Between Match & PMVS● Deadlines and time frame● PMVS opens after Phase II and remains open

through October.

● Do your criteria change?● Do you change the size of your cohort?● Do you change how you interview?

○ ...More to come on each of these.

EligibilityInternship Programs

If a matched intern withdraws, you must first consult with APPIC before announcing/filling this vacancy.

Programs that participated in Match are eligible to use PMVS at no additional charge.

Eligible non-member programs must complete a PMVS Participation Agreement as well as pay a fee.

Applicants:

No additional fee and they do not need to register.

1. Enrolled in an eligible doctoral program (accredited, approved through APPIC and have paid the APPIC fee). https://natmatch.com/psychint/directory/schools.html

2. Not already Matched to an internship site.3. Have not committed to any other internship program.4. Are “cleared” to participate by their home program.

Announcing Your Available Positions● Different process and experience of the process if PMVS is a

continuation of the Match or PMVS is the entry point.

● Send program information Greg Keilin (9 items to include - next slide)

● Greg is also notified when the position is filled or a program is no longer accepting applications. The program also notifies any other applicants who are still “in process.”

Information to SendUpdated weekly:

1. Name of Internship Program2. City/State3. APPIC # or Program Code4. TD/TC name5. Accreditation Status6. APPIC Membership Status7. URL to Center web page8. Email address for applications9. Text announcement to describe the program

Numbers

96 internship positions in PMVS in 2016

22 (23%) were APA-/CPA-accredited

76 (79%) were APPIC member programs

99 internship positions in PMVS in 2017

25% were accredited and 81% were APPIC members

(appic.org)

Match Statisticshttps://www.appic.org/Internships/Match/Match-Statistics

Applicants Unmatched after Phase II

Unfilled Positions after Phase II

2018 82 380

2017 92 284

2016 126 147

2015 273 83

Materials

Full AAPI may not have been completed. Applicants don’t do an AAPI if not completed by May 31. A “Basic” version is available for them to start to complete, with 3 areas pending until PMVS.

Internship programs still get DCT verification of eligibility; ask applicants for current responses to the “Professional Conduct” questions from the AAPI; and may ask for any other information typically included in the AAPI.

Required:

Basic AAPI

Cover letter

CV

Internship programs may request:

Standardized Reference Forms

DCT Verification of Eligibility form

4 essays

Transcripts

Supplemental Materials

Applicants may only send these things if requested by the internship.

Flow of applications can be sporadic and spread out.

All applications come to your email directly.

You may ask certain applicants to provide additional materials.

Offers are made directly to the applicant AFTER verifying with their program the applicant’s readiness for internship. A minimum of 24-hours is recommended for applicants to accept/decline.

Acceptance is considered a binding agreement.

Once an offer is accepted, the TD puts the agreement into writing within 7 days of the acceptance. The letter (or email) goes to the applicant and the DCT.

The letter must include things like stipend, benefits, and internship start/end dates.

APPIC Match Policies9c: “Prior to making offers to fill open positions, internship training directors must ensure that doctoral programs have verified their applicants’ eligibility and readiness for internship.”

9b: “Prior to making offers to fill open positions, internship training directors must verify with applicants, to the best of their abilities, that the applicants have not previously been matched to other internship programs nor accepted other offers.”

Ultimately, PMVS is not a match service.

The Administrator

Ideas of How to Approach Using the PMVSSelf-reflection on being here

Was this the entry point? Or, the 3rd phase

of a long process?

Stress as the common denominator

Managing ambiguity

Support

Plan for the process - what is clear and what is negotiable?

LogisticsTiming and pacing

Influx of applications

Keeping up with responding, reviewing, interviewing &

selection

Moving "end point"

How will interviews be done?

Maintaining energy for you as the TD, the staff, your interns

Staff resources - who will be review? who will interview?

How will offers be determined? And when do you make them?

Communication with the staff and interns

Communication with applicants

Tracking data

ProcessSELF-CARE

Game of odds when it comes to making offers

Risk vs. reward of waiting/offering as we acknowledge the waiting/accepting done by applicants

Anxiety and anticipation that follows making an offer and waiting to hear back

The Therapist

Potential Personal and Professional Impact of the PMVS on TD’s and Staff

My hopes for what the PMVS would be like

Instead...

Lofty Goals: I wanted perfection in the process

Instead...

What is Reality?

It Felt Competitive

And Your Role Changes...

Potential Negative Emotional Impact

Potential Positive Emotional Impact

Personal/Professional Impact for Applicants○ Financial Costs didn’t pay off○ Match process fatigue○ Seeing friends and colleagues

match○ Ego hit○ Multiple rejections○ Having to tell others that they

did not match – twice!○ Feeling powerless○ Potential to feel marginalized○ Panic, anxiety, stress, fear

Bringing Humanity to the Process★ Information is power

○ Establish an apply by date and publish it…and state whether it is firm or not○ Establish some sort of minimum criteria for applying and publish it○ Establish an interview process and publish it○ Decide whether “extra” material will be read or not and publish that

Opportunity to Show Care and Compassion★ Empathic and Direct Communication

■ call them and tell them “no” in person

■ Offer constructive feedback on their interview, what you liked and what lead to someone else edging them out.

■ Spend some time empathically listening

■ If you think they would have a good shot at your internship in the general match, invite them to reapply

○ Acknowledge receipt of application○ Include information about next steps ○ Tell them if not selected

■ Include something about how the decision was made

■ Include something empathic about the process / how difficult it is

■ Offer to give feedback

Potential Professional Impact

Finding Your Way Forward

Be Flexible

Take Care of Yourself

Don’t Forget What is Important!

Celebrate Success!

References

Callahan, Jennifer L.; Collins, Frank L. Jr.; Klonoff, Elizabeth A. (2010). An examination of applicant characteristics of successfully matched interns: Is the glass half full or half empty and leaking miserably? Journal of Clinical Psychology, 66(1), 1-16. Callahan, Jennifer L.; Hogan, Lindsey R.; Klonoff, Elizabeth A.; Collins, Frank L. Jr. (2014). Predicting match outcomes: Science, practice, and personality. Training and Education in Professional Psychology, 8(1), 68-82. Ginkel, Ross W.; Davis, Shawn E.; Michael, Paul G. (2010). An examination of inclusion and exclusion criteria in the predoctoral internship selection process. Training and Education in Professional Psychology, 4(4), 213-218. Hatcher, Robert L. (2013). New quality standards for internship training: Implications for doctoral programs, students, the internship match, and beyond. Training and Education in Professional Psychology, 7(3), 185-194. Hatcher, Robert L. (2015). The internship match: New perspectives from longitudinal data. Training and Education in Professional Psychology, 9(4), 292-299.

Parent, Mike C.; Williamson, John B. (2010). Program disparities in unmatched internship applicants. Training and Education in Professional Psychology, 4(2), 116-120.

Thank you!

Any remaining questions?