outcomes

Application and Selection

Medical College of Georgia and the Charlie Norwood Veterans Affairs Medical Center
Psychology Residency, Augusta, GA

We use the APPIC Online Application for Psychology Internship (AAPI) that can be obtained at the following website: http://appic.org. Please read through the process carefully and provide all of the requested information via the appropriate portals. No other supplemental materials are required beyond those required by the AAPI.  The deadline for receipt of your application form and associated materials is November 1. 

Applicant Qualifications
Only applicants from APA approved doctoral programs in clinical or counseling psychology that require data-based doctoral dissertations will be considered. Interns are expected to have completed at least three years of doctoral study with a minimum number of AAPI Intervention Hours of 400 and AAPI Assessment Hours of 40 before entering our residency; there may be some leniency with respect to these hours given recent COVID-19 restraints in training among some graduate programs. Applicants must have completed their Master’s degree requirements prior to the application deadline (if applicable in their doctoral program), must have Comprehensive Exams passed by the ranking deadline, and must have their Dissertation Proposal approved by the start of the internship (July 1st of following academic year).  The following additional qualifications are applied based on requirements for training in all Veterans Affairs (VA) settings:

  1. S. citizenship. The VA is unable to consider applications from anyone who is not currently a U.S. citizen. Verification of citizenship is required following selection. All interns and fellows must complete a Certification of Citizenship in the United States prior to beginning VA training.
  2. A male applicant born after 12/31/1959 must have registered for the draft by age 26 to be eligible for any US government employment, including selection as a paid VA trainee. Male applicants must sign a pre-appointment Certification Statement for Selective Service Registration before they can be processed into a training program. Exceptions can be granted only by the US Office of Personnel Management; exceptions are very rarely granted.
  3. Interns are subject to fingerprinting and background checks. Match result and selection decisions are contingent on passing these screens.
  4. The VA conducts drug screening exams on randomly selected personnel as well as new employees. Interns are not required to be tested prior to beginning work, but once on staff they are subject to random selection for testing as are other employees.


Matching by Emphasis Tracks

Intern applicants are matched according to emphasis track interests. This allows Interns to accumulate a specific expertise that is consistent with their long-range career interests and enhances their marketability upon graduation.  Interns are selected on the basis of an emphasis training track in which the training will occur during one 4-month rotation and each Wednesday of the week for the entire year of internship. Note:  When applying via APPIC – for the academic year 2023-2024, applicants will find and select from six Track choices:

  • Child & Family Track (1 AU-MCG position)
  • Forensic Track (1 AU-MCG position)
  • Clinical Health Psychology Track (1 AU-MCG position and 1 CNVAMC position)
  • HIV/AIDS & LGBTQ+ Track (1 AU-MCG position)
  • Psychology of Women Track (3 CNVAMC positions)
  • Trauma Psychology Track (1 CNVAMC position)

Interns may apply for any or all of the tracks on their APPIC match forms. 

Selection of Interns
Offers are tendered through the APPIC National Matching program in strict compliance with the APPIC policy regarding Internship offers and acceptances. Applicants are similarly expected to conform their behavior to the requirements of this policy. 

Interviews

Interviews dates are on Mondays and Fridays that begin in December 2022 and finish in mid- to late-January 2023. The format of the interview days includes: (1) virtual orientation of the program sites, faculty, and training experiences; (2) individual virtual interviews with faculty - typically an applicant will receive three 30-minute individual virtual interviews with faculty; (3) virtual review of the educational model and curriculum and graduate outcomes; (4) non-evaluative meeting with members of current intern cohort.  As much as time and availability permit, requests to virtually meet with specific faculty outside of more formal scheduled interviews are honored. An optional, non-evaluative Open House will be offered in February 2023 for applicants who are interested in visiting Augusta to inform their ranking. The AU-MCG/CNVAMC Internship program will have completed and finalized rankings prior to the Open House to ensure that the opportunity to visit does not influence the program's evaluation and ranking of applicants.

A package of instructions will be sent to you upon request with various deadlines and the dates available. If you have further questions regarding interviews, please contact Dr. Katrina Speed at the CNVAMC:

Katrina Speed, Ph.D.
katrina.speed@va.gov
Charlie Norwood VA Medical Center
One Freedom Way
Augusta, GA  30904-6285
(706) 524-1989

All members of the Internship Consortium are Equal Opportunity Employers.

EEO/AA Policy Statements
Augusta University/Medical College of Georgia:

https://www.augusta.edu/services/legal/policyinfo/policy/equal-employment-policy.pdf


POLICY STATEMENT

Augusta University believes a strong commitment to equal employment opportunity (EEO) is more than a legal and moral obligation. It is also a sound business practice to realize the potential of every individual. Augusta University is committed to providing equal employment opportunity (EEO) for all individuals without regard to: race, age, color, national origin, religion, disability, gender, creed, veteran status, sexual orientation, genetic information or any other basis prohibited by law.

It is the mission of the Office of Employment Equity to ensure that Augusta University is committed to and practices equal opportunity and affirmative action in all aspects of employment.  Augusta University is committed to recruit, hire, train, and promote persons without regards to: age, color, disability, ethnicity, gender, national origin race religion, sexual orientation, or status as a Vietnam War Era Veteran.

The OEE is further responsible for the investigation of any protected category violations.

OUR VISION: The Office of Employment Equity has the responsibility to support the Augusta University’s vision to have a campus that is fully diversified.  Our office is pledged to the support and achievement of this mission.

Self-Identification: Augusta University takes pride in being an equal opportunity and equal access employer. We actively recruit and hire the very best employees without regard to race, religion, sex, national origin, age, marital status, sexual orientation, veteran status, disability or other protected characteristic.

To evaluate our progress in attracting the very best, highly qualified, diverse applicant pool, we are asking you to self-identify your gender, race/ethnicity, and how you first heard of the vacancy. This information will also help us to identify the most effective sources for recruiting the best diverse talent.

Federal regulations require that we solicit this information. Please note that supplying this information is completely voluntary and refusal to provide it will not subject you to any adverse treatment. The information obtained from the survey will be kept confidential, and will not be accessible by anyone involved with making recommendations or decisions regarding your employment. You can access the survey by clicking the link below.

Charlie Norwood VAMC: 

https://www.diversity.va.gov/policy/files/EEO_Policy_Statement.pdf

The Office of Diversity and Inclusion advises and supports the Assistant Secretary for Human Resources and Administration in workforce diversity issues. The office also supports the Secretary, Deputy Secretary, Under Secretaries, and Assistant Secretaries in their actions to achieve and sustain a diverse workforce. Below is ODI's organization chart. Staff biographies are also available. 

The Department of Veterans Affairs (VA) is committed to ensuring Equal

Employment Opportunity (EEO), promoting workforce diversity, workplace inclusion, and constructively resolving conflict to sustain a high-performing organization in service to our Nation's Veterans.  VA will vigorously enforce all applicable Federal EEO laws, regulations, executive orders, and management directives to ensure equal opportunity in the workplace for all VA employees.  This document summarizes the VA's EEO, Diversity and Inclusion, Notification and Federal Employee Antidiscrimination and Retaliation Act (No FEAR), and Whistleblower Rights and Protection policies.

EEO and Prohibited Discrimination: VA does not tolerate unlawful discrimination, including workplace harassment, based on race, color, religion, national origin, sex (including gender identity, transgender status, sexual orientation, and pregnancy), age (40 or older), disability, genetic information, marital status, parental status, political affiliation, or retaliation for opposing discriminatory practices or participating in the discrimination-complaint process.  This applies to all terms and conditions of employment, including recruitment, hiring, promotions, transfers, reassignments, training, career development, benefits, and separation.

Gender identity refers to an individual’s internal sense of being male or female. Transgender refers to people whose gender identity and/or expression is different from the sex assigned to them at birth.  The General Services Administration (GSA), which governs use of Federal facilities, prohibits discrimination or segregation of any person because of his or her gender identity or transgender status in refusing to provide each person the use of any facility of a public nature, including all services, privileges, accommodations, and activities provided on the property.  Accordingly, VA will not restrict, segregate, or otherwise discriminate against any individual on the basis of gender identity in the use of public facilities.

Background Checks/Drug Screening: The CNVAMC performs security background checks on all employees before they can be hired. Therefore, all applicants selected for positions in the Internship must complete an electronic background investigation prior to beginning work. This electronic process called e-QIP (electronic Questionnaire for Investigations Processing) will allow the background investigation questionnaire to be completed and submitted online using any computer with Internet capability. Instructions for e-QIP will be provided by the Facility Human Resources office. As part of the background investigation your fingerprints will be taken electronically. The Human Resources office can make arrangements with the nearest VA facility to have fingerprints done and results forwarded to this VA Medical Center. Psychology Interns will be subject to random drug screening.

For any additional information that may be required to assist you in the application process contact: 

Ms. Tina Hall
tihall@augusta.edu
Medical College of Georgia/Augusta University
Department of Psychiatry & Health Behavior
997 St. Sebastian Way, Augusta, GA 30912-3800
(706) 721-7874

Chris Drescher, Ph.D.
cdrescher@augusta.edu
Medical College of Georgia/Augusta University
Department of Psychiatry & Health Behavior (EG-2025)
997 St. Sebastian Way, Augusta, GA 30912-3800
(706) 446-0058

For general information regarding the program, contact:

Katrina Speed, Ph.D.
katrina.speed@va.gov
Charlie Norwood VA Medical Center
One Freedom Way
Augusta, GA  30904-6285
(706) 524-1989