SUCCESSFULLY MATCHING, TRAINING AND GRADUATING INTERNATIONAL PSYCHOLOGY INTERNS AND POSTDOCS - Bong Joo Hwang, Arizona State University Counseling ...
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SUCCESSFULLY MATCHING, TRAINING AND
GRADUATING INTERNATIONAL
PSYCHOLOGY INTERNS AND POSTDOCS
Bong Joo Hwang, Arizona State University Counseling Services &
Health Services
Daniel Hurley, Hennepin Healthcare/HCMC
LEARNING OBJECTIVES Participants will be able to 1. identify the training needs of international applicants. 2. identify 1-2 possible ways to improve their training program’s readiness. 3. describe challenges encountered in matching with international trainees and solutions that other programs have used to address these effectively.
LET US KNOW YOUR THOUGHTS Successfully matching with international trainees is _____________ Successfully training international trainees is ______________ Successfully graduating international trainees is ______________
INTERNATIONAL INTERNS & POSTDOCS:
DEMOGRAPHICS
Who are they?
In 2007, 8.2 % of Counseling Psychology Students are international
(Forrest, 2010)
Typical characteristics of International Counseling Students(Akkurt, Ng, &
Kolbert, 2018)
Unconditional respect for authority
Perceiving professors as the ultimate source of knowledge
Speaking English as a second language
Presenting more collectivist behaviors
Unfamiliarity with the US academic systemCHALLENGES THAT INTERNATIONAL STUDENTS FACE International students’ issues (Yi, Lin, & Kishimoto, 2003 ) Academic Physical health Financial Vocational, Personal/social Overlooked Challenges Faced by International Students (Lee, 2013) Language Barriers Financial Problems Challenges Relating to Legal Status in Predoctoral Settings Challenges Relating to Legal Status in Postdoctoral Settings
UCC TRAINING DIRECTORS’ UNDERSTANDING ON
INTERNATIONAL INTERNS CHALLENGES (HWANG,
SUDARSKY-GLEISER, TAYWADITEP, & TAYLOR, 2013)
Adjustment
language competence – verbal & written; intolerance from
staff
language confidence
culture – culture shock; personal hygiene; how emotions are
expressed in home culture vs US culture; deference to
authority and more passive learning style; different cultural
expectations re: relationships and supervision feedbacks;
isolation,
developing relationship with other interns Visa and immigration
getting sponsored for internship
slower HR process
Curricular Practical Training (CPT) requirement: having less
than 365 days of internship
Optional Practical Training (OPT) requirement
job search
Finance
Biases/racism/prejudice/micro-aggression
clients want to be transferred because of accent/mannerismINTERNATIONAL INTERNS STRENGTHS (HWANG, SUDARSKY-GLEISER, TAYWADITEP, & TAYLOR, 2013) Cultural diversity/richness Resiliency/adaptability/flexibility Enthusiasm Good work ethic Intelligence Good observation skills More empathy toward minority students Global perspective Openness to new perspectives and approaches
TRAINING PROGRAM’S READINESS TD’s knowledge on the challenges and needs of international interns & postdocs Multicultural Competence of the staff Available resources
RESPONSIBILITIES FOR TD Being knowledgeable about international interns and postdocs issues and needs. Providing the international interns and postdocs with appropriate support and resources. Training the center staff on MC related to working with international students and interns. Communicating well and clearly with international interns and postdocs before, during, and upon completion of the training about their training experiences including their needs.
RESPONSIBILITIES FOR INTERNATIONAL INTERN & POSTDOC Communicating with academic program (for interns) and with the training site on their needs related to CPT and OPT. Being knowledgeable about the process of getting CPT and OPT.
DIFFERENT VISAS THAT INTERNATIONAL
INTERNS OR POSTDOCS MIGHT HAVE
F-1 Student Visa: Typical visa for international students
In order to work, you need to get CPT while pursing a degree or OPT after
completing a course work/degree
J-1 Exchange Visitor Visa:
Visas need employers sponsorship
TN
H-1BCASE EXAMPLES AT AN UNIVERSITY
COUNSELING CENTER
What I did:
Soon after the match day, I contacted the 2 international interns to have them start figuring out the
procedure of getting CPT. Both of them received CTP, which allowed them to work 11 days less than
365 days. Technically, CPT can be any duration as long as it is less than a “full year.” For example, my
CPT was 354 days.
Through out the training year, during my meetings with them, their CPT status was checked. In
particular, one intern’s CPT had to be renewed every semester after registering for an internship
class at the student’s academic institution.
In the spring semester, their OPT application was checked.
International intern A
ASU student: still needs CPT, hiring process was slightly different than Non-ASU students (e.g.
internship started during the summer session, but the CPT start date was the first day of the fall
semester. The university HR considered this intern’s internship position was an on-campus
employment, and did not need TD signature to get CPT.)
Partner of another F-1 student
Mother of 2 children
International intern B
Non-ASU student: CPT from the student’s academic institution, CPT was renewed every semester.
Partner (F-2 Visa holder) & infant childTHOUGHTS, QUESTIONS, OR LEARNINGS TO SHARE?
CASE EXAMPLE OF INTERNATIONAL INTERN FROM CANADIAN PROGRAM
WHAT HAPPENED… • Prepping for 2016-2017 training year • Matched with trainee from a CPA accredited program • No existing visa (so no CPT) • No recent history of trainees coming without an already existing visa • Immediately started working with HR and our contracted immigration attorney • Hospital has some experience in this area given residencies • Immediate Goal: figuring out what visa would work
INITIAL VISAS CONSIDERED • H-1B visa: temporary work visa for foreign workers in specialty occupations • Immigration attorney decided against as they could not figure out if our stipend would be in line with a wage survey • It was also expensive! • TN visa: meant for Canadian and Mexican citizens under NAFTA • Cannot be used with permeant intent • Psychologist on list of approved position, so we thought we were good • Also it was less expensive • Much faster
BOMBSHELL – 3 WEEKS PRIOR TO INTERNSHIP •Canadian Council of Professional Psychology Programs (CCPPP) email •A matched intern from a Canadian program with an American internship was turned away at the border for not having right visa •Could not try again •Possible 5 year ban •Was unable to attend matched internship, left apartment lease, got new car for time in US
ISSUES CCPPP IDENTIFIED FOR VISAS
• TN visa
• Requires a license
• Though seemingly not uniformly enforced
• Has created some significant confusion and frustration
• J1 visa
• Meant to be an exchange visitor program to train and expand skills
• Not eligible because direct patient care not permitted
• H3 visa
• Nonimmigrant visa which allows foreign nationals to enter the U.S. to
receive training in a U.S. company
• Training cannot be available in home country
• Not available for graduate medical training
• “Perfect storm of US visa ineligibility”NEXT STEPS •Emergency communication with myself, HR rep, immigration lawyer, intern, DCT, and Chief •Most helpful step: immigration lawyer directly contacted a Customs and Border Patrol officer • CBP officer suggested using the B-1 rather than planned TN •Lesson: knowing right resources and contacts is imperative •Lesson: Pembina, ND is a good place to get info and to have contact with a human being!
B1 TO THE RESCUE Nonimmigrant visa for those who want to enter the United States temporarily for business purposes
B-1 CHALLENGES • Intern could not apply for SSN • Had to be paid through Accounts Payable • Technically not being paid (only provided with allowance for room/board/incidental costs of training) • One of few reasons to be happy about lower stipends for trainees • Contractor status - no benefits • Required letter from home country employer • Approve of the training AND • Intern will have a job to return to where they can use those skills
B1 CHALLENGES
Prove there are reasons to return to home country (e.g.,
spouse, property, children, etc.)
You cannot obtain this training in home country
• Level 1 trauma center
• Designated psychiatry emergency facility
• Pediatrically focused primary care integration rotation
Attestation that training is under supervision of licensed
psychologists
• Thus no benefit to the site for having you there
• i.e., no free labor or taking jobs from citizens/residentsCOORDINATION REQUIRED WITH…
•Contracting Department •Financial Services
• Contract between intern’s •Check requests to be sent
home program and our every other week
own •Immigration Attorneys
•Contract with intern and •DCT of home program
institution
•Psychology/Psychiatry
•Amendments for department
increasing salary for
benefits and overtime •Tangentially many others
including CCPPP and APPIC
•Human ResourcesSO, WHAT HAPPENED? After close communication and collaboration, intern got across border! Highly recommended to not leave US during internship Visa only valid for 1 calendar year So had to be thoughtful about saving PTO Had to do own tax withholdings as differences with contractor status Intern and DCT shared experiences on CCPPP listserv Worked with HR to increase stipend for benefits Eventually successfully completed internship and returned to Canada for job
SUGGESTIONS/RECOMMENDATIONS
Gain knowledge of the Connect international
overall international interns/postdocs with helpful
student/intern/postdoc mentors, perhaps former
experiences & needs. international trainees.
Be aware of the Be aware of job search
visa/immigration laws and limitations due to visa status.
regulations for Timely address of job/career
international interns. options considering the job
search limitations.SUGGESTIONS/RECOMMENDATIONS
Actively support your trainee Equity between trainees was a
Communicate early and often! key focus
Salary increase, overtime, PTO
Pull in all of your resources
Expand your view of TD roles
Don’t assume that what Information provider,
lawyers plan will actually work coordinator, documentation
Try to have a plan B and C creator/approver
Be prepared to feel like a Share your successes and
beginner again challenges with the training
communityREFERENCES
Akkurt, M. N. , Ng, K.-M., & Kolbert (2018). Multicultural Discussion as a Moderator of
Counseling Supervision-Related Constructs. International Journal of Advancement
of Counseling , 40, 60-71, https://doi.org/10.1007/s10447-018-9337-z.
Forrest, L. (2010). Linking international psychology, professional competence, and
leadership: Counseling psychologists as learning partners. The Counseling
Psychologist, 38, 96-120.
Hwang, B. J, Sudarsky-Sleiser, C., Taywaditep, J., & Talor, K. M. (2013). Social Justice Isses in
the Supervision of International Student Interns. Workshop presented at the annual
conference of Association of Counseling Center Training Agencies.. New Orleans,
LA.
Lee, K. C. (G.). (2013). Training and educating international students in professional
psychology: What graduate programs should know. Training and Education in
Professional Psychology, 7(1), 61-69.
Yi, J. K., Lin, J.-C. G., & Kishimoto, Y. (2003). Utilization o f counseling services by
international students. Journal o f Instructional Psychology, 30 (4), 333-342.QUESTIONS/COMMENTS/ EXPERIENCES TO SHARE?
THANK YOU!
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