/
Brew a Better  Internship Experience Brew a Better  Internship Experience

Brew a Better Internship Experience - PowerPoint Presentation

karlyn-bohler
karlyn-bohler . @karlyn-bohler
Follow
342 views
Uploaded On 2020-01-30

Brew a Better Internship Experience - PPT Presentation

Brew a Better Internship Experience Dianne Acuña Thompson EdS Director Advisement amp Counseling Gwinnett County Public Schools Lauren Wynne PhD LPC RPTS Clinical Assistant Professor School Counseling Program ID: 774193

Share:

Link:

Embed:

Download Presentation from below link

Download Presentation The PPT/PDF document "Brew a Better Internship Experience" is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.


Presentation Transcript

Brew a Better Internship Experience Dianne Acuña Thompson, EdSDirector, Advisement & CounselingGwinnett County Public SchoolsLauren Wynne, PhD, LPC, RPT-SClinical Assistant Professor, School Counseling ProgramGeorgia State University

Essential Question:Why?To create minimal standards of preparation at the county levelTo address concerns related to differing counselor education program requirementsTo utilize the internship experience as a true yearlong induction and interview process

Essential Question:Why?Leadership through collaborationCombination of strengths to support advocacy and potential for systemic change

Essential Questions:Who? What? When? How?Identification of Key PlayersCounseling Program LeadershipUniversity LeadershipLocal School & Human Resources Leadership

Essential Questions:Who? What? When? How?Principal PermissionSupervision training Site supervisionOffice space TechnologyAccess to student data for interns

Essential Questions:Who? What? When? How?Minimum Requirements of InternsNumber of hours on-siteNumber of direct service hours Accountability projectGroup experience requirementBackground check/liability insuranceCurrent employee considerations

Essential Questions:Who? What? When? How?Requirements of Onsite SupervisorsAttend county-sponsored supervision trainingCommit to one hour of intern supervision per week Commit to completing middle, EOY & impromptu evaluations of interns

Essential Questions:Who? What? When? How?Onsite Supervisor TrainingGeneral supervision trainingHandling intern problemsOffering “useful” evaluationsOngoing Support of Onsite Supervisors Part of annual planCounty supportSupervision of supervision visitData collection

Excerpts from Supervisor TrainingFacilitating the Supervisor’s Role in the Yearlong Interview

Reflecting on Our Last Time TogetherDefinition of SupervisionSupervision MetaphorsSupervision TheoriesSupervisory RelationshipMulticultural Aspects Supervision GoalsSupervisee AnxietySupervision GamesSupervision InterventionsStructuring SupervisionIdea Sharing & Consultation in Supervision  Practicum/Internship 

The Jolly Rancher Theory of Counseling

Activity 2:Theoretically SpeakingYou are meeting with your assigned intern for your first “official” supervision meeting. Gut Check: Use your experience to guide their experience, but you still need to explore their experience.What do they need to know about your supervision style right off the top.Choose a partner and practice what you might share with your intern.

The Importance of You Piglet sidled up to Pooh from behind. "Pooh," he whispered. "Yes, Piglet?" "Nothing," said Piglet, taking Pooh's paw, "I just wanted to be sure of you."”

Meeting Your Intern,Making Them Part of Your SchoolAn individualA partnerA team memberA staff memberA committee member A counseling meeting participantIn what other ways can they belong?JOE INTERN

Pederson (1991) believes virtually all counseling is multicultural. Supervision is, too.

Facets to Consider Interpersonal Style Learning Style Cognitive Style Consider Belief System Theoretical Orientation Spirituality Political Context Professional Context The Ethnicity Race Identity Development Gender Age Power Differential Sexual Orientation Experience Level Interaction Training Program Prior Professional Experiences Prior Personal Experiences What Else?

Charting the CourseIntern-Supervisor AgreementsFormal, upfront, clear, written, & signedAnswers many of the who, what, where, when and some of the how questionsCreation of goals sets the stage for accountability, evaluation, feedback, and GROWTH Note: These agreements are two-way streets.

Essential Questions:Who? What? When? How?Intern MeetingsBeginning of the yearSecurity issuesExpectations for professional conduct Team building across universitiesDuring the yearEnding of the yearAccountability project presentationsData collection

What the first day of internship feels like to an intern…

Providing FeedbackFeedback about what they’re doingFeedback about how they’re doingClear, specific, & direct Timely & balancedScaffolding & Zones of Proximal DevelopmentAsk them what their preferences are at the outsetI-MessagesExplorationAvoid telling them how

Initial Assessment PhaseBegin with the end in mind.“What are we looking for in a hire?”“What does GCPS look for in a hire?”Think needs assessment.Think asset search.What is their worldview? They are sort of insightful at this point.Think informed consent.Formal documentation helps.

Midpoint Assessment PhaseMiddle of the…SemesterExperienceSession/LessonThey all progress differently, but you should see marked progress at this point.If not, the university should already know. Your midpoint feedback really shouldn’t be a surprise at this point.Creating/changing plans (aka differentiated instruction)Formal documentation with discussion

Final Assessment PhaseIs this intern insightful about her/his strengths & areas for growth?Is this intern ready?What are they ready to do?Do they have a working awareness of ideal and real?Would I want him/her to work at this school? In GCPS? How would I describe them to an interviewer?Can you stand behind your ratings?Formal documentation with discussionThere should be no surprises

This or That…or BothPlanned supervision v. Drive-By Supervision?Administrative Supervision v. Clinical Supervision? Self-report v. Observations?Taped v. Not Taped?Audio v. Video?Individual v. Group Format?Positive v. Constructive Feedback?Casual Feedback v. Formal Evaluation?

An Additional Role

Getting the Go, Whoa, or No FeelingAbout Your InternGo is good. Whoa is a good enough reason to call or email.No means call immediately.Supervisors are pretty willing to let things go on longer than we’d like.University Retention Policies & Procedures take forever…

Answering Questions:Determining the “So What?”Our Data CollectionCounty Intern Midpoint/Endpoint EvaluationsUniversity Intern Midpoint/Endpoint EvaluationsSupervisor Feedback Training opportunitiesGeneral supervision issuesIntern problems/concernsAssessment preparationEvaluation toolsUnderstanding the rubricAreas not assessedWhat they would need to fully assess

“So what?”: Site Supervisor Feedback Continued Quality ImprovementLessons learned: Do pre-/post regarding this question. Examine definition of the role of the supervisor

“So what?”: Site Supervisor FeedbackLessons learned: Make part of the pre-/post-test during training as well as a reflection piece at the end.

“So what?”: Site Supervisor Feedback

Lessons learned: Offer more on-going support Visit sites minimum of 2x a year“So what?”: Site Supervisor Feedback

“So what?”: Site Supervisor Feedback 3 Yes/No Questions The evaluation tool was easy to use?The evaluation tool was easily understood by the intern?The evaluation tool is easy for me to use as the site supervisor?100% YES!!

“So what?”: Site Supervision FeedbackLessons learned: Invite site supervisors to the intern orientation Hands on supervision

“So what?”: Intern FeedbackLessons learned: Break up survey to interns Number of interns 2010-2011 = 20Number of respondents = 11Elementary 3Middle School 3*High School 7** Two interns had experiences at two different levelsContinued Quality Improvement

“So what?”: Intern FeedbackLessons learned: Do follow-up just after or 2 months after intern orientation to be sure it was effective & gain ideas for improvement.

Lessons learned: Offer technology training or specify with site supervisor what needs to be covered.“So what?”: Internship Feedback

Lessons learned: Send out reminder to site supervisors re: this and emphasize as part of the intern agreement.“So what?”: Intern Feedback

“So what?”: Intern FeedbackLessons learned: Be specific with site supervisors about the expectations re: evaluation process.

“So what?”: Intern FeedbackLessons learned: Send reminders throughout the year to the site supervisor about the requirement/importance of weekly supervision.

“So what?”: Intern FeedbackLessons learned: Reminders to all parties re: requirements, reviewing intern agreements

“So what?”: Intern FeedbackLessons learned: Ask for feedback throughout the year. The end of the year was too late. Timing is critical.

“So what?”: Intern FeedbackLessons learned: Will provide handout outlining project. Defined the IRB process – unforeseen problem Provide more direction to site supervisor Presentation of projects – new for 2011-12

“So what?”: Intern FeedbackLessons learned: Add to intern orientation Prepare icons in an email ready to send to interns Make a requirement for site supervisor or designee

“So what?”: Intern Feedback Goal for 2011-2012 Average rating = 1.0

Questions & Feedback

Contact InformationDianne Thompsondianne_thompson@gwinnett.k12.ga.usLauren Wynne cpslsw@langate.gsu.edu