Application

Application Information

APPLICATION MATERIALS MUST BE RECEIVED NO LATER THAN NOVEMBER 6, 2016 at 12:00 a.m. (CST).

To apply for the CAPS internship, students must complete the AAPI Online which is available for downloading from the APPIC website. Follow the link for the Internship Application (AAPI).

A complete application includes:

  • The completed AAPI form.
  • Official transcripts of all graduate work.
  • Curriculum vita.
  • A list of courses that will be completed prior to beginning the internship that do not appear on the transcript.
  • Three letters of recommendation from persons with knowledge of your clinical work, academic work or related work experience.

Contact Heather Goldstein Frost, Ph.D. with any questions:
hfrost@ku.edu
(785) 864-2277

Applicants are responsible for making sure their file is complete. The training committee will receive applications and select those applicants who will be interviewed. Applicants will be notified of their status by email on or before December 15. Those still under consideration will be invited to schedule a 1-hour interview with 2 or more staff (currently conducted by phone but we may institute visual teleconference technology for 2016). A current intern may also participate. Our commitment to social justice is the reason we have never required on-site interviews (i.e., we recognize that the time required and the travel expense are much greater burdens for some applicants than for others).

At the same time we want applicants to have the opportunity to visit us, meet the staff, and see our space. Applicants are, therefore, invited to attend an optional open house in January (date TBD), when our current interns and most of our staff will be available to visit with them.  Attendance at an open house is for the purpose of providing information to applicants. A personal visit is not necessary for an applicant to be ranked or selected. Applicants who have not visited have been ranked highly by our staff and matched successfully with our site.

We also understand that schedules are complicated; if the open house date does not work, applicants may arrange another time to visit. Applicants who do not visit are invited to contact any of the staff with questions, either by email or phone. We want to make sure that applicants have the opportunity to have all their questions answered and to get all the information they need about our program to make their decisions. Our current interns are also a resource for applicants. After the interview applicants receive an email from one of them with an invitation to ask questions. That intern can also put applicants in contact with the other interns if they want to get additional perspectives.  

APPIC Policies

CAPS follows APPIC guidelines regarding selection and notification procedures. This internship site agrees to abide by the APPIC policy that no person at this training facility will solicit, accept or use any ranking-related information from any intern applicant. Please read the APPIC Match Policies carefully under to avoid confusion or misunderstanding.

University of Kansas Policy

Please note that APPIC Match Policy #4a states that "Appointments of applicants to internship positions may be contingent upon the applicants satisfying certain eligibility requirements". Appointments at the University of Kansas are contingent upon the satisfactory completion of a background check. Background checks will be initiated after Match Day.

When reviewing the results of background checks to determine the eligibility of applicants for employment, KU Employee Relations complies with relevant state and federal law, including Equal Employment and Opportunity Commission (EEOC) guidelines and provisions of the Fair Credit Reporting Act (FCRA).

Please note that an arrest or conviction record does NOT automatically bar individuals from employment.  In addition, an arrest does not establish that criminal conduct has occurred, but the University may act based on evidence of conduct (related to an arrest) that disqualifies an individual for a particular position.

Three (3) factors are relevant to assessing whether an exclusion is “job related” for the position in question and “consistent with business necessity”:
  • ​The nature and gravity of the offense or conduct;
  • The time that has passed since the offense or conduct and/or completion of the sentence; and
  • The nature of the job held or sought.
Title VII requires employers to justify criminal record exclusions by demonstrating that they “accurately distinguish between applicants [who] pose an unacceptable level of risk and those [who] do not.”  Relevant individualized evidence includes:
  • The facts or circumstances surrounding the offense or conduct;
    • Misdemeanor or Felony
    • Involving violent acts or not
  • The number of offenses for which the individual was convicted;
  • Older age at the time of conviction, or release from prison;
  • Evidence that the individual performed the same type of work, post conviction, with the same or a different employer, with no known incidents of criminal conduct;
  • The length and consistency of employment history before and after the offense or conduct;
  • Rehabilitation efforts, e.g., education/training;
  • Employment or character references and any other information regarding fitness for the particular position; and
  • Whether the individual is bonded under a federal, state, or local bonding program.
Other risk factors to consider:
  • Will the individual regularly interact with the public?
  • Will the individual have access to funds and/or financial information?
  • Will the individual have control over keys?
  • Will the individual have access to at-risk populations, such as children or the elderly?
  • Will the individual have access to sensitive employee or student information?
  • Will the individual have access to sensitive University information?
  • Does the individual’s professional licensure require criminal screening?
Ranking Information

Applicants must register for National Matching Services by returning NMS agreement forms to NMS. These are available from the NMS website or by phoning (416) 977-3431. Each applicant is assigned a number by NMS. For an applicant to be selected, CAPS must include the applicant in its rank order list submitted to NMS. Since these lists are done by number, it is important to include the correct applicant registration number on the internship application. Additionally, to have a chance of being selected for internship training at the University of Kansas, applicants must include the CAPS site (by number) in their rank order list received by NMS. The site registration number for Counseling and Psychological Services at the University of Kansas is #130311.

The University of Kansas prohibits discrimination on the basis of race, color, ethnicity, religion, sex, national origin, age, ancestry, disability, status as a veteran, sexual orientation, marital status, parental status, gender identity, gender expression, genetic information and retaliation in the University's programs and activities. Access to information regarding equal opportunity and diversity worksite posters is availabile at http://www.humanresources.ku.edu/policies_procedures/category_details/index.aspx?category=8 or you may contact 785-864-4946 or employ@ku.edu for alternate access options. Any inquiries regarding the non-discrimination policies should be directed to : Executive Director of the Office of Institutional Opportunity and Access, IOA@ku.edu, 1246 W. Campus Road, Room 153A, Lawrence, KS, 66045, (785)864-6414, 711 TTY


Contact

Outreach Request Form 

http://caps.ku.edu/outreach-request-form                     

Student of Concern Review Team    

http://studentaffairs.ku.edu/student-concern-review-team    

 
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