Page:WRNMMC Navy CLINICAL PSYCHOLOGY Training Manual (IA WRNMMCNavyCLINICALPSYCHOLOGYTrainingManualFinal04AUG2016).pdf/14

 7. If the intern fails to meet the criteria necessary for removal from the remediation plan, the Program Director shall place the intern on probationary status and inform the appropriate Department Chief and the WRNMMC Professional Education Training Committee (PETC) of the intern’s probationary status. The Program Director shall advise the intern in writing of this decision, detailing those areas of deficiency which could lead to termination of training, and establish a "cautionary period" of time (not more than 60 days, or the original ending date of the internship, whichever comes first) within which time the deficiencies must be brought up to acceptable levels.
 * A. The intern has the right to address the Program Director concerning his/her probationary status and performance.

8. After the designated cautionary period of probation has been completed:
 * A. IF PROGRESS IS SATISFACTORY, the intern’s good standing is restored by a letter from the Program Director
 * B. IF INTERN PERFORMANCE DOES NOT IMPROVE TO A SATISFACTORY LEVEL, a request will be made to the WRNMMC PETC for action. It should be recognized that the Medical Center Director, upon the recommendation of the PETC, has the ultimate authority by regulation to make decisions regarding dismissal from the Training Program.

If an intern finds him/herself with a grievance toward the training program, Program Director, or a faculty member, the grievance procedures are as follows:

1. In accordance with conflict resolution research, the APA ethical code, and general principles of human resource management, the intern should first attempt to communicate the grievance as clearly and specifically as possible to the party perceived as the source of the problem, either verbally or in writing.

2. In the event that an intern has a grievance with a faculty member or another supervisor, the intern should initially attempt to resolve the issue with the faculty member or supervisor concerned. If the intern cannot resolve the grievance with the individual involved, the matter is brought to the attention of the Program Director. The Program Director reviews the matter with the intern in order to clarify the issues. The Program Director attempts to resolve the grievance informally by discussing the issue with the faculty member or supervisor involved. If the grievance cannot be resolved informally, the Program Director reviews the matter with the Chief, Behavioral Health Consultation and Education (or the Professional Education Training Committee (PETC) if the issue is with the department chain of command), and subsequently makes appropriate recommendations for resolving the issue. If grievances continue, and are found to be legitimate, the matter will continue to be addressed by the Program Director and Chief, Behavioral Health Consultation and Education, in consultation with the PETC, until resolution is achieved. If the grievance is with the Program Director, the intern should