Extinction and reinforcement contingencies were used to treat 2 children with feeding disorders. Positive reinforcement and avoidance extinction effectively increased food acceptance but also increased food expulsion. Reduced expulsion and increased swallowing were achieved by repeated presentation of expelled food, a second extinction component

The current study demonstrates the efficacy of using a behavioural contingency contract in conjunction with family-selected reinforcers to increase appointment keeping among low income families in a child and family therapy clinic. Three families with similar presenting problems participated. A multiple baseline across-subjects design with the addition of a reversal component was utilised. Upon treatment implementation, contracts were signed by family members stating that they would receive coupons valuing $30.00 after attending four consecutive clinic appointments. These coupons were selected by the family from a diverse menu. Results indicated increases in appointment keeping following implementation of the behavioural contract. The cost effectiveness of using a behavioural contract in conjunction with economic incentives with low-income families is discussed, and suggestions for future research on appointment keeping are made.

The clinical psychology internship recruitment process serves an essential function in psychology training. The current study describes the use of surveys distributed to internship applicants, interviewed at a pediatric or child clinical-focused internship program, designed to elicit feedback regarding the interview day and program. Method: Anonymous surveys were sent to all interviewees at a doctoral internship program at a children's hospital. Surveys were distributed after rank lists were submitted and collected prior to match day. Surveys included quantitative and qualitative feedback on specific aspects of the internship (e.g., rotations) as well as the interview format (e.g., interview logistics). Survey results from 6 years of interviews were reviewed for the current study. Results: Respondents included 213 interviewees (93% female, 76% non-Hispanic White). Results indicated positive views of the internship, with enthusiasm higher for self-reported racial or ethnic minority applicants and those interested in pediatric psychology. Respondents noted that the individual interviews with faculty and meeting with the current interns were the 2 most valuable components of the interview format. Applicants to this program reported most interest in having rotations of perceived value, specifically pediatric psychology and consultϪliaison rotations. Concerns primarily centered on the relative cost of living to stipend ratio. Conclusions: Use of surveys following internship interviews allows sites a deeper understanding of the needs and interest of trainees served by the program. This enables sites to adjust their interview format and internship program to ensure that they are meeting the needs of trainees. Implications for Impact StatementThe current study found that assessing the impressions of applicants for a pediatric and child clinical internship was valuable for refining the internship program and interview format. Specifically, pediatric psychology applicants appear to be interested in general, as well as pediatric-specific, training opportunities and particularly value flexibility to tailor an internship program to individual interests. Pediatric internships may benefit from instituting annual exit surveys to interviewees to match the needs and interest of trainees.

Objective: Recruitment for Psychology Clinical Internship is a complex and labor-intensive process. The objective of this study is to describe a data-driven procedure to maximize objectivity and optimize outcome for internship recruitment. Method: The Psychology Training Committee designed an objective rating system for online applications and interviews, incorporating both objective and subjective data. Perceptions of efficiency and effectiveness with this approach were assessed via a survey distributed to the approximately 50 faculty members who have participated in the internship recruitment process. Intern perceptions following completion of the program were also assessed. Results: This recruitment procedure is highly efficient, as the streamlined process of reviewing applications, developing a list of candidates to interview, and generating final rankings of candidates interviewed occurs quickly, with limited burden to training faculty. The system has demonstrated effectiveness, as there have been no unfilled internship slots and all matched applicants have been within the top half of the rank list generated annually. All interns during this period of time have successfully completed the program, and data suggest that the training interns have received has met (or exceeded) their expectations. Survey data from training faculty echo these findings. Conclusions: This data-driven approach to internship recruitment has been easy to implement. This approach provides a highly effective and flexible system for ranking a diverse and qualified group of applicants and has the potential to be utilized by other training programs within psychology, as well as across a wide range of disciplines within the medical field. Implications for Impact StatementThis study describes a data-driven procedure developed to maximize objectivity and optimize outcome for internship recruitment. The approach reviewed has demonstrated efficiency and effectiveness for recruiting a diverse and qualified group of applicants. It has the potential to be utilized by other training programs within psychology and medicine more generally.