Clinical Psychology Postdoctoral Fellowship Program

Due process may be initiated when concerns arise regarding a fellow’s clinical performance, professionalism, ethical conduct, documentation, administrative responsibilities, responsiveness to supervision, or other training-related expectations. One trigger for due process is the formal evaluation process. A fellow who receives a rating of 1 (“Needs Improvement”) in one or more competency areas may be placed on a remediation plan. Additional triggers may include failure to make adequate progress following supervisory feedback, repeated concerns regarding professional conduct or performance, ethical or legal concerns, or behaviors that negatively impact client care, the training environment, or program operations.

Due process includes the following three steps:

Step 1: Notice

Within 10 business days of identifying a significant concern or receiving an evaluation rating of 1, the Training Director will provide the fellow with written notice outlining:

• The specific area(s) of concern

• The basis for the concern

• Relevant supporting information

• The decision to initiate remediation review

The fellow will be invited to a due process meeting within 10 business days of receiving the written notice.

Step 2: Hearing

Within 10 business days of the written notice, the fellow will meet with the Training Director and/or appropriate supervisory or leadership personnel to discuss the concern. The fellow will have an opportunity to provide information, respond to concerns, and discuss possible corrective actions.

During this meeting, the program will describe the concerns, the expected performance standards, what successful improvement will look like, available supports, and the proposed timeline for remediation.

Within 5 business days following the meeting, the program will provide a written determination that may include:

• No further action

• Continued monitoring

• A formal remediation plan

• Probationary status

• Temporary suspension of specific clinical responsibilities

• Recommendation for dismissal

If a remediation plan is implemented, the plan will specify:

• The competencies requiring improvement

• Specific behavioral goals and expectations

• Resources and supports available to the fellow

• Methods for evaluating progress

• Review dates

• Criteria for successful completion

• Consequences if sufficient progress is not demonstrated

Remediation plans will generally be reviewed within 60-90 days, although timelines may vary depending on the nature of the concern. Timelines may be extended by mutual consent of the fellow and the program.

At the conclusion of the remediation period, the Training Director, in consultation with the fellow’s supervisors, will determine whether the fellow has demonstrated satisfactory improvement. Possible outcomes include:

• Successful completion of remediation and return to good standing

• Continued monitoring without formal remediation

• Extension or modification of the remediation plan

• Placement on probation

• Temporary suspension of some or all clinical responsibilities while concerns are addressed

• Recommendation for termination from the fellowship

A temporary suspension of clinical responsibilities may be implemented when necessary to protect client welfare, maintain ethical standards, or allow time for further review of significant concerns. During a suspension, the fellow may continue participating in other training activities as determined by the Training Director, or may be placed on administrative leave pending further review.

If a fellow fails to meet the expectations outlined in the remediation plan, demonstrates insufficient progress despite reasonable opportunities for improvement, or engages in additional behaviors that significantly interfere with safe and competent practice, the program may recommend probation or termination from the fellowship.

Step 3: Appeal

If the fellow disagrees with the due process decision or believes that an error occurred in the process, the fellow may submit a written appeal within 10 business days of receiving the written determination.

The appeal must describe the concern, the basis for disagreement, and the requested resolution. Appeals are reviewed by an individual one level above the Training Director, such as the Director of Human Resources or another appropriate organizational leadership designee who was not directly involved in the original decision.

Within 5 business days of receiving the appeal, the reviewer will acknowledge receipt of the appeal and initiate the review process.

As part of the review, the reviewer may:

• Review all relevant documentation, including evaluations, supervision notes, remediation plans, and prior correspondence.
• Request additional written information from the fellow, Training Director, supervisors, or other individuals with knowledge of the matter.
• Meet individually with the fellow, Training Director, supervisors, or other relevant parties to gather additional information.
• Convene an appeal meeting with the fellow and relevant program leadership, if deemed appropriate, to clarify concerns, review the basis for the appeal, and provide each party an opportunity to present additional information.

The purpose of the appeal review is to determine whether the due process procedures were followed appropriately, whether the original decision was supported by the available information, and whether the proposed action was reasonable given the circumstances.

Following completion of the review, the reviewer may:

• Uphold the original decision.
• Modify the original decision.
• Recommend additional remediation, monitoring, or corrective action.
• Return the matter to the Training Director for further review if additional information or consideration is warranted.

A final written decision will generally be issued within 15 business days of receipt of the appeal whenever feasible. The written decision will summarize the findings of the review, the rationale for the decision, and any resulting actions. The decision of the reviewer is final.

If additional time is required to conduct a thorough review, the fellow will be notified of the reason for the delay and provided with an anticipated timeline for completion. Timelines may be extended by mutual consent of the fellow and the program.