Grievance Procedures

Internship Program

Grievance Procedure

Consistent with our apprenticeship process is the continual feedback loop that exists between interns and Senior Staff and between all members of our staff.  If any staff member or Intern has a concern about an aspect of the internship program or with another staff member or Intern he or she may communicate it during any of our formal or informal meetings.

  1. For Intern grievances concerning the internship program or a member of the PACS staff:
    1. Interns are encouraged to speak with the Director of Training (DOT), their primary supervisor, or any other member of the Senior Staff with any dissatisfaction.  If the concern is resolved through consultation or informal mediation then no further action is taken. 
       
    2. If the Intern is not satisfied with the response of the Senior Staff member, then the Intern may request formal mediation.  The intern's concerns and the staff's response are documented and a copy filed with the DOT within 3 working days of the initiation of the grievance procedure.   A review panel comprised of the DOT and two non-supervisory personnel (i.e.. Senior Staff members, consultants to the training program, and/or the Senior Vice Provost of Student Affairs) is convened to conduct an appeal no later than 5 working days after receiving the letter of disagreement.  This panel submits its recommendations to the PACS Director who may accept or reject the recommendations, or request further deliberations.  The PACS Director will make the final decision.  The final decision is communicated in writing to the intern.  If necessary, the intern's home department will also be informed in writing.  If the DOT is a party in the grievance then a non-supervisor Senior Staff member will carry out her/his role.  If the PACS Director is a party in the grievance, then his/her role will be carried out by the DOT.
  2. For staff grievances concerning an intern:
     
    1. Individual staff members are encouraged to discuss their concerns with the Intern directly.  If appropriate, the DOT and the intern's primary supervisor will be informed.  If the concern is resolved through consultation or informal mediation then no further action is taken.
       
    2. If any party is not satisfied with the informal response a formal grievance procedures is initiated. The Senior Staff's concerns and recommendations for remediation are documented and a copy filed with the DOT.  These concerns and recommendations are shared with the Intern and the Intern is given the opportunity to respond in writing.   If the Intern accepts the formal remediation plan, the action(s) is/are implemented and if the intern’s academic program is informed in writing.  If the Intern wishes to appeal the decision, s/he must submit a letter of addendum or disagreement with the supervisor's evaluation and/or recommendations to the DOT, requesting an appeal.  The Intern must file within 3 working days of receiving the written evaluation.  A review panel comprised of the DOT and two non-supervisory personnel (i.e.. Senior Staff members, consultants to the training program, and/or the Senior Vice Provost of Student Affairs) is convened to conduct an appeal no later than 5 working days after receiving the letter of disagreement. This panel submits its recommendations to the PACS Director who may accept or reject the recommendations, or request further deliberations.  The PACS Director will make the final decision.  If the PACS Director is a party in the grievance, then his/her role will be carried out by the DOT.
  3. As a PAT staff members at UNH, interns or sr. staff psychologists may also use the Complaint and Grievance Process (FAIR) as described here:   http://www.unh.edu/hr/fair