Stipend and Benefits

The full-time internship position (12 months requiring 2000 hours), begins in early August and has a yearly stipend of $22,000. Interns receive 5 days of vacation, 10 agency holidays and 7 sick days.  There is some flexibility in scheduling time-off and an effort will be made to provide additional time for dissertation research at the discretion of the Training Director.  Medical and Dental benefits are available to the intern at a reasonable cost.  A written letter of acceptance indicating stipend, benefits, vacation and holiday leave, and other details of training is provided to candidates offered internships.

 Human Resource Requirements

Psychology interns are accepted according to all APPIC Match policies. In addition, the internship placement is contingent upon an applicant satisfying certain other eligibility requirements. An intern applicant accepted through the APPIC Match Process must, prior to beginning internship have completed the following:

• Employee Biographic Information Sheet

• I-9 Immigration Form

• Personnel Confidentiality Statement

• Waiver and Release of Liability

• W-4 Form

• Occupational Privilege Tax Form

• Additional Driver Questionnaire

• Pennsylvania Child Abuse History Clearances

• Child Abuse Policy and Acknowledgement Form

• FBI Background Check

• Pennsylvania Criminal History Checks

• ChildLine Background Check

• Act 80 Disclosure Statement

• Job Descriptions (1 for signature/personnel file & 1 for retention by employee)

• Physical Examination Appointment Scheduled

• Agency Orientation Scheduled

• Employment Acknowledgment

• Worker’s Compensation Acknowledgment

• Drug Testing Consent

To do all this BEFORE the APPIC Match with 30-50 applicants would be logistically prohibitive, and could not be done in time to submit rankings. Thus, each applicant must be aware of these policies and procedures prior to submitting an application to us. Once matched with us, you will be asked to satisfy these and any remaining eligibility requirements and complete the hiring process. If you “fail” the child abuse, criminal, drug testing, or FBI clearances, you may not be permitted to do your internship with us, even though matched to our program, and might also therefore be exclueded from the possibility of going elsewhere for the year. In addition, any misrepresentation, misstatement, omission, or distortion about your training, credentials, readiness for internship, professional competence, character, legal, or ethical history may be cause for immediate deselection, dismissal, or termination from the program.

Please Note:  Applicants should clearly understand that in addition to the APPIC Match Policies, the selected intern must also meet specific requirements established by the Sarah Reed Children's Center for any and all individuals employed by the agency.  These include: a drug screen, criminal background checks, and child abuse clearances.  An offer of employment with the agency is specifically conditioned on the prospective employee successfully passing the drug screen. Sarah Reed Children's Center will pay the cost of any initial drug and alcohol testing that it requires.   Any additional tests that the prospective employee requests will be paid for by the prospective employee.   Furthermore, any candidate who has not been a resident in the state of Pennsylvania for at least a year preceding their hire date will be required to obtain a Federal Bureau of Investigation Criminal Background Check.   This includes a   fingerprint card FD-258 with ORI PA920980Z Dept. of Public Welfare, Harrisburg, PA   (obtained from HR and completed at a local or state police department) and a money order or cashier's check in the amount of $24.00 made payable to the Commonwealth of Pennsylvania.   The HR department or applicant will forward this to The Department of Public Welfare ChildLine & Abuse Registry Criminal Verification Unit, P.O. Box 8053 , Harrisburg , Pa. , 17105-8053.

All prospective employees and interns will be notified by the Human Resources Department of the requirement to obtain both Child Abuse and Criminal History Clearances prior to employment with Sarah Reed Children's Center and their obligation to disclose future occurrences.  The Children's Center will accept originals of clearances processed within one year of employment.  Child Abuse Check Form CY113, "Application for Child Abuse History," must be used to request a child abuse background check and is available through the HR Department.  The form will be submitted by HR to the Childline and Abuse Registry, P.O. Box 8170 , Harrisburg , PA   17105-8170 .  A $10.00 money order made payable to the Pennsylvania Department of Welfare (provided by the employee) must accompany the application. Criminal History Check: Each prospective employee will be required to complete a Criminal History Request Form which will be submitted by the Children's Center to process the Act 34 check electronically.  The on-line processing fee for this service is $10.00 and will be paid by the candidate in the form of cash or money order.  Act 80 Disclosure Statement: Prospective employees who complete this form are able to be hired on a provisional basis for thirty days (ninety days for out-of-state residents). All new employees, regardless of status of their clearance application or original form verification, must complete an Act 80 form. Copies of completed requests for clearances and checks must accompany written attestations that the newly hired employee's criminal check and child abuse clearance will not reflect a founded report of child abuse or conviction of one or more of the following offenses within the last five years:  Criminal Homicide ,Aggravated Assault, Stalking, Kidnapping, Unlawful Restraint, Rape Statutory Sexual Assault, Involuntary Deviate Sexual Intercourse, Sexual Assault, Aggravated Indecent Assault, Indecent Assault, Indecent Exposure, Incest, Concealing Death of Child Endangering Welfare of Children, Dealing in Infant Children, Prostitution and Related Offences, Relating to Obscene and Other Sexual, Corruption of Minors, Materials and Performance, Sexual Abuse of Children, or an equivalent crime under federal law or the law of another state. If the processed reports reflect any of the aforementioned offenses, the employee may not provide direct care, nor supervise employees who provide direct care, for children/adolescents. During the provisional period, Act 80 mandates that the employee must be within the eyesight of a permanent employee who has secured the requisite clearance and check.  In addition, if the clearance/check is not received before the provisional period expires, the employee may not continue to work with children/adolescents in any capacity.  A process for challenging the results of either the FBI clearance or child abuse clearance is outlined in the "Child Abuse and Criminal Record Clearances and Disclosures" policy.

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