Candidates are expected to demonstrate the highest professional standards and behavior during their pursuit of the doctoral degree. High levels of professional behavior are particularly relevant and necessary during prepracticum, practicum, and internship. Throughout these applied experiences, the candidate is required to respect and conform to established program, school, and clinic (Psychoeducational, Diagnostic, and Intervention Clinic; Neuropsychology Lab) policies to insure student/client safety and well being, and exhibit professional behavior consistent with the professional standards outlined by the American Psychological Association (APA) and the National Association of School Psychologists (NASP). Should it appear that a candidate is seriously deficient in meeting these expectations, a request can be made by either a faculty member, school supervisor, clinic director, or by the university supervisor to terminate the candidate and remove him/her from the program. Reasons for dismissal from the program may include, but are not limited to, the following:
If the school psychology core committee determines that a candidate has a serious deficiency or problem that interferes with providing psychological services, places school children/clients at risk or harm, and/or makes it difficult for a candidate to complete program requirements and could result in termination, the director will notify the candidate and the department chair in writing that termination is being considered. As soon as reasonably possible (generally within five (5) school days of such notification) a meeting of the parties will be held. The school psychology core faculty and one member the Department of Educational Psychology Advanced Graduate Studies Committee will participate in the meeting. The core faculty, at its discretion, can invite additional faculty, university supervisors, field-based supervisors, or internship supervisors to participate in the meeting. Two days prior to conducting the meeting, the candidate will be informed in writing of the participants. The candidate also may bring an advocate on his/her behalf. The candidate must inform the director, in writing, if he/she will be bringing an advocate and indicate the name of the advocate two days prior to the meeting. Any documents submitted for review during the meeting related to students/clients must be de-identified. After this meeting, the candidate will be informed in writing (generally within five school days) of the specific conditions/remediation that he/she must meet/complete, if any, in order to continue in the program and the period of time within which expected change must occur. Conditions for retention must include clearly identified objectives and time-line for completing the objectives, with all assessments behaviorally anchored.
If, by the end of the established time period for change, the candidate has not met the agreed to conditions/remediation plan, the candidate will be dismissed from the program. A formal letter of dismissal, describing the candidate’s performance, and indicating the reasons for dismissal, signed by the director and the department chair, will be prepared and delivered to the candidate in a meeting with the candidate, convened by the director and attended by one other core faculty member and the department chair. A copy of the letter will be given to the candidate. The candidate will be dismissed from the program immediately upon delivery of the letter.
In extreme or unusual circumstances, if determined by the core committee to be in the best interests of the program, prepracticum, practicum, or internship sites, and/or the candidate, the core committee may temporarily remove the candidate from the program or field site before developing a remediation plan or initiating the procedures for termination outlined in this policy. In that event, the meeting(s) to be held among the parties under these procedures will be convened at the earliest possible time.
If the candidate believes his/her removal from the program, prepracticum, practicum, and/or internship site violated the procedures for termination set forth above, that the decision to terminate was arbitrary and capricious, or that the decision was the result of discrimination, the candidate may request in writing that the decision be reviewed and begin the appeal process as outlined in the Graduate Student Grievances and Appeals Process in the Student Handbook. The process outlines procedures for an appeal and specifies recourse available to graduate students who believe that decisions have adversely influenced their progress in graduate school. It is the intent of Ball State University to address fairly and expeditiously and resolve the appeals of graduate students. Candidates should refer to the Code of Student Rights and Responsibilities for more information. The two parties in the appeal process shall include the appellant and the decision makers representing the unit having made the original adverse decision to be appealed. Graduate students may appeal adverse decisions impacting their progress toward a graduate degree. There are three permissible reasons to request an appeal:
I have read and fully understand the above termination policy. I also agree with this policy and agree to abide by it while a candidate in the educational psychology (school) doctoral program.
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