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Clinical Psychology Residency Program

Welcome to Womack Army Medical Center located at
Fort Bragg, North Carolina!



  1. Program Mission: The Womack Army Medical Center Clinical Psychology Residency Program (CPRP) is fully APA-accredited. The CPRP is one of the Army’s six clinical psychology residency post-graduate training programs for officers holding doctorate degrees in psychology (Ph.D. or Psy.D). Our program is designed to prepare psychology residents to be competent providers of psychological services in support of individuals, families, and organizations within the U.S. Army. We prepare each resident for a career as an Army clinical psychologist—essentially a dual career, that of military officer and professional psychologist. Training is based on a Practitioner-Scholar model and espouses the premise that specific training goals should be directly related to career outcomes. Training is also guided by a competency model approach which focuses specifically on ensuring that the individual resident meets a minimum threshold expected of an independent practitioner of psychology across nine core and specialty-specific competency domains (described further below). Residents are expected to be able to successfully sit for the board certification exam in Clinical Psychology upon successful graduation from the program, and once determined eligible to do so.

  2. Program Goals: The 12 month full-time WAMC CPRP is designed to train residents to become independent, competent, and responsible providers of psychological services to both civilian and military beneficiaries. Training focuses primarily on adult behavioral health services and occupational consultation and assessment services. Residents receive a breadth of experience to prepare them to function competently in a variety of clinical, military, and consultative settings, both within and outside of the military. Specific areas of evaluation across all training and supervision activities include the following identified foundational and functional competencies:
    • Interpersonal interactions - As demonstrated through Residents’ ability to relate to colleagues, patients, clients, subordinates, and others in a sensitive, professionally effective and self-aware manner;
    • Individual and cultural diversity - As evidenced by Residents’ awareness of and understanding of their own and others’ individual and cultural diversity (e.g., ethnicity, race, gender, gender identity, age, etc) and the impact of such on the professional relationship be that psychotherapeutic, consultative, evaluative, or supervisory;
    • Ethical and legal foundations - As evidenced by demonstrated compliance with the current ethical principles and practice standards of the APA and the U.S. Army, in addition to the current statutory and regulatory provisions applicable to professional practice as an Army psychologist;
    • Professional identification - As demonstrated through Residents’ awareness of relevant existing concerns within the field, their own interpersonal and intrapersonal skills in establishing their identity both as a professional psychologist and as an Army officer, their awareness of their own need to seek supervision, and their maturation as Army psychologists through training in military unique aspects of psychological service delivery and consultation;
    • Assessment - As demonstrated by Residents’ ability to use a scientific base to thoroughly evaluate the individual’s and/or military organization’s collective strengths and weaknesses in an ongoing and dynamic process that at times involves formal psychometrics. Assessment also includes the ability to accurately utilize the information obtained to formulate treatment/intervention plans, and the ability to communicate the relevant findings in an understandable and useful manner;
    • Intervention - As demonstrated by Residents’ ability to use proven modalities to effect change in individuals and/or military organizations after a thorough and informed assessment has occurred;
    • Consultation – As demonstrated by Residents’ ability to communicate professional or expert opinion in a manner that facilitates decision-making and the implementation of those decisions across a broad range of consultees to include health professionals, military commanders, and military units;
    • Science base and application - As evidenced by Residents’ awareness of theory, research and practice concerning clinical psychology and their ability to integrate and apply that knowledge in the selection of assessment tools and intervention techniques;
    • Supervision/teaching/management – As demonstrated by Residents’ ability to communicate their own knowledge in an instructive or didactic manner to junior officers or enlisted paraprofessionals in addition to their strengths in navigating the relationship complexities within the military training environment.

  3. Program Design: The twelve month Residency Program consists of a full-time nine-month Core Clinical Experience, and a three-month elective rotation. Descriptions of training and core program activities, as well as evaluation criteria, are provided to Residents during orientation and updated during the year as appropriate.
    • The Core Clinical Experience occurs within a large Embedded Behavioral Health Clinic where Residents are provided ample opportunities to practice and obtain supervision in more “traditional” psychological assessment, intervention, and consultative skills. Other core clinical activities include didactics in psychological assessment, psychotherapy, health psychology applications, ethics, individual and cultural diversity, and military-specific topics. Residents are assigned a primary supervisor who is responsible for supervision of all core clinical activities, as well as two adjunct supervisors who supervise assessment and military-specific evaluations. The primary supervisor also provides oversight of other adjunct supervisory activities. Upon successful completion of the EPPP, Residents are also given opportunities to develop additional time-limited mini-rotations; options include Biofeedback Techniques, Clinical Hypnosis, Supervision, and Leadership assignments. Residents may also develop an independent area of interest as long as there is available supervision from the faculty. Consistent with the CPRP program Standard Operating Procedures, the primary goal for Residents on the Core Clinical Rotation is to continually demonstrate ongoing professional development in all areas of competency.
    • Residents in good standing may select one of four elective three-month rotations:
      • Neuropsychology Rotation: The Neuropsychology rotation consists of two days a week over three months of training and experiences in comprehensive neuropsychological evaluations for specific patient populations. The goal of the Neuropsychology Rotation is to expose residents to advanced training in neuropsychological evaluations of bariatric candidates who may be retirees or military dependents. Residents also receive training and supervision in conducting transgender evaluations for active duty service members. Residents also receive exposure to complex neurological and psychiatric diagnoses and make recommendations for treatment planning and military decision-making. Residents learn a variety of neuropsychological assessments and intervention.
      • Inpatient Psychology Rotation: In general, the Inpatient Psychology rotation consists of two days a week over three months on the inpatient psychiatry unit of Womack Army Medical Center. Residents conduct psychological assessments and offer individual and group psychotherapy treatment to military Service Members requiring inpatient care. This rotation allows residents exposure to more severe forms of psychopathology.
      • Clinical Research: On the Clinical Research rotation, Residents develop and conduct original research on a clinical area of interest, with a military population. Residents spend two days a week over three months on the Clinical Research rotation. Residents have the option of becoming involved in one of the larger research projects within the Special Forces community. Residents also have the option of participating in and taking leadership of any of the Professional Improvement projects being conducted within the Service Member Behavioral Health Line of the Department of Behavioral Health.
      • Operational Rotation: The Operational Psychology rotation consists of two days a week for three months of training and experiences related to supporting the psychological needs of a military Special Operations Unit or organization such as a Special Forces, Civil Affairs, or Psychological Operations unit. These skills include occupational selection and assessment, teaching/instruction, command consultation and leadership development. During the optional operational psychology rotation, residents provide psychological support to Leader Development programs and schools such as Special Forces Sniper School, Civil Affairs and Psychological Operations training exercises and Adaptive Thinking and Leadership programs. Supervision in these areas and other command consultation services (i.e., presenting cases to a selection board) occurs. In addition, the residents participate in other clinical activities to include routine psychological evaluations, research with the (ARI) Army Research Institute and didactics in performance psychology. Because of the brevity of this rotation, Residents do not participate in the Survival Evasion Resistance and Escape (SERE) Psychology course.


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  4. Program Faculty .
    The CPRP faculty consists of military and civilian licensed clinical psychologists at Womack Army Medical Center, Ft. Bragg, N.C. These faculty members provide the majority of the training and supervision for the Residents. Additional training, consultation and supervisory experiences are provided by adjunct faculty members, to include off-site licensed clinical psychologists and psychiatrists as appropriate for particular activities.
    • The Residency Training Committee meets once a month. The Committee provides guidance, planning, and ongoing evaluation of the Program and assists in formulating policy and designing the curriculum.
    • Membership of the Committee consists of the Director of Training, the Program Director, and all faculty members. Adjunct faculty and other individuals substantially involved in training residents may be invited to attend the meetings when appropriate. Resident representation/attendance is welcome at the initial portion of the monthly training committee meeting.
    • Both the Director of Training and the Program Director are licensed clinical psychologists. Elective and mini-rotation supervisors are licensed clinical, health, or neuropsychologists with a minimum of two years postdoctoral experience and a minimum of one year experience practicing in a military setting.
    • d. Minutes of monthly faculty meetings are maintained by the Professional Education Program Coordinator.

  5. Responsibilities
    • Chief, Service Member Behavioral Health Line (SMBHL):
      • Overall responsibility for the quality and conduct of the Program.
      • Obtain and allocate resources needed to accomplish the training mission.
    • Director of Training (DOT):
      • Maintains overall responsibility for the quality of psychology training programs at WAMC, and facilitates review of all faculty and supervisor appointments.
      • The DOT position is a billet for a government service employee not serving on active duty to allow for continuity and stability of the program over time, as military psychologists serving in leadership roles within the program rotate as a function of their profession.
      • The DOT is a senior psychologist experienced in the development and management of formal psychology training programs and serves as a supervisor to the Program Director, faculty, and administrative staff.
      • The DOT is directly responsible for ensuring that all APA accreditation requirements are maintained.
    • Program Director:
      • Direct responsibility for the quality and conduct of the CPRP.
      • Provides day to day administrative, procedural, and supervisory direction.
      • Coordinates with the Directors of other departments, services, and outside agencies to provide training experiences for Residents.
      • Devise valid means and procedures for assessing Resident’s progress and apprising them of their individual strengths and weaknesses, and maintains documentation of Residents' academic preparation, clinical activities, evaluations, and other matters relevant to training.
      • Prepares the training budget and monitor expenditures.
    • Individual Supervisors:
      • Supervise training and clinical activities of assigned Residents, and facilitate their professional development as Army Officers and professional clinical psychologists.
      • Recommend training goals and objectives for the core program,as well as clinical experiences designed to meet established goals.
      • Attend Residency Training Committee meetings.
      • Be available for “curbside” consultation as needed.
      • Provide focused training or remediation in a particular area of expertise should the need arise.
    • Mini-rotation Supervisors:
      • Supervise rotation specific activities of residents assigned.
      • Recommend training goals and objectives for the mini-rotation.
      • Recommend clinical experiences designed to meet established goals.
      • Attend Residency Training Committee meetings.
      • Be available to any resident for “curbside” consultation as needed.
    • Professional Education Program Coordinator
      • A full-time Professional Education Program Coordinator manages daily administrative tasks of the Residency in support of the CPRP.
      • Administration duties include maintaining the electronic didactic calendar, coordinating travel for residents and guest speakers, managing budget requests, purchasing program supplies, disseminating and gathering evaluations, managing data sets, and preparing and maintaining minutes for meetings.
    • Psychology Residents:
      • Consistently display conduct expected of an U.S. Army Officer. This means adhering to the seven Army Values (Loyalty, Duty, Respect, Selfless Service, Honor, Personal Courage, and Integrity) at all times on and off duty.
      • Participate fully in the educational and scholarly activities of the program; this includes, but is not limited to, reading assigned articles in advance of didactics, preparing adequately for presentations assigned, and completing assignments prescribed during the course of supervision.
      • Complete all requirements for WAMC Clinical Psychology Residency Program.
      • Communicate with the Program Director in good faith regarding training needs and difficulties, and actively provide feedback for improving training goals and activities for the core program.
      • Perform all military duties required of officers in Medical Service Corps.

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  6. Supervision: Residents are exposed to a variety of supervisory experiences throughout the training year. Each Resident receives a minimum of 4 hours of supervision or formal didactic training (at least 2 individual supervisory hours) per week. In practice, actual supervision is considerably more at any given time, depending on the rotation and specific activities. Individual supervision generally consists of regularly scheduled supervision hours with a consistent assigned supervisor. Supervisors spend additional time in such supervisory activities as observation of interventions, review of chart notes and assessment reports when indicated.
    • Flexibility in supervision is encouraged such that other faculty members participate when expertise or other factors become relevant. However, responsibility for supervision continues to rest with the primary and rotation-specific supervisors.
    • Supervision is documented by the supervisor's electronic signature on each case note. A supervisor's signature signifies review of foregoing notes and treatment plans. The Resident is responsible for ensuring that the supervisor reviews and signs all notes after each patient contact. A supervisor must countersign all psychological reports, formal correspondence, and responses to consultation requests. In addition, Residents are required to maintain a Supervision Log, provided by the program, to track hours of supervision across the training year. A summary of the weekly number of supervision hours is kept as a permanent try in the Resident’s training folder.
    • Other supervisory experiences include, but are not limited to, case conferences, peer supervision of Interns, group treatments, treatment team planning meetings, intake and disposition conferences, and so on.
    • The Program Director serves as the faculty advisor for all residents. As such, the Program Director assists Residents in their adjustment to the residency and the military in order to optimize the training experience. In addition, the Program Director monitors the progress of each Resident within the Program.

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  7. Evaluation of Resident Performance:  Evaluation of Residents’ performance is a continuous ongoing process which is designed to be formative in nature, helping Residents to recognize their strengths and identify areas for improvement. Ongoing, informal (verbal) evaluations of each resident are conducted by the primary supervisors, the mini-rotation supervisors and the PD throughout the training year. Formal written evaluations are maintained by the PD in the Resident’s training file and are discussed with the Resident as noted in the following sections.
    • Monthly evaluations of Residents’ progress are made during the first faculty meeting of each month, after attending Residents are excused. Evaluations are documented monthly using the Monthly Progress Report, which is used to track Residents’ progress across all competency domains, with specific notations regarding any areas needing improvement. Indications of insufficient progress are supported by bullet statements regarding the nature of the problems/issues, and recommendations to rectify or remediate. Residents meet individually with the PD to discuss feedback from this monthly evaluation. The Monthly Progress Report is signed by the Resident, the PD and/or DOT, and may be signed by the primary supervisor. Progress in problem areas are discussed and updated in subsequent faculty meetings.
    • A formal evaluation of each Resident is conducted quarterly by the entire faculty. This evaluation, the Review of Skills Inventory (RSI) is both comprehensive and behaviorally-anchored. It is provided to each Resident in written format. Final copies of the faculty's written summaries are signed by the primary supervisor, the Resident, and the Program Director and/or DOT, and are maintained in the Resident's training file.
    • Residents are also evaluated via oral presentations to a panel of faculty members at the beginning and end of the training year. For the Oral Comprehensive Evaluations (OCEs) Residents are assessed on their ability to conceptualize and articulate a case formulation based on various data including history and psychological test data. Generally, this oral examination simulates the oral examination required to obtain board certification in Clinical Psychology, and is intended and designed to prepare Residents for future examination committees.
    • Each Resident is also rated annually with an Officer Efficiency Report (OER) (DA Form 67 9) as required by Army regulation. Residents are briefed on the OER and OER Support Form (DA Form 67 9 1) within 30 days of their assignment. The rater for all residents is the Program Director, the intermediate Rater is the Director of Training, and the senior rater is the Chief, Service Member Behavioral Health Line.
    • Graduation from the Program requires satisfactory completion of all training requirements of the core and elective rotations. Specific requirements for successful graduation are included on the “Review of Skills Inventory”, which lists in detail the skills, behaviors and competencies that each Resident should have developed throughout the course of the training year. Training requirements are based on the foundational competencies described in the Program Goals section above. Each of these competencies has a detailed list of benchmarks that make up a global category and determines satisfactory completion of this requirement. Documentation of successful completion of the Residency Program is provided to each resident in the form of a graduation certificate.

  8. Insufficient Progress and Probation: Refer to Departmental SOP on Insufficient Progress of Residents and Trainees.

  10. Resident Evaluation of Program:Continuous input from Residents regarding the quality of the CPRP is strongly encouraged.
    • This feedback is provided informally via discussions with the Program Director and the Director of Training, at Residency Training Committee meetings, and in meetings with supervisors.
    • Residents also provide formal written evaluations at the end of each rotation. They also complete a comprehensive written evaluation of the program at the end year point. Residents' evaluations focus on the extent to which the Residency Program is meeting their needs and expectations, as well as recommendations for changes in the Program.
    • Residents’ written evaluations of the CPRP are kept in a secure file for future reference.


  11. Governance Procedures:
    • In the event that a Resident has a grievance with a faculty member or supervisor, the Resident should initially attempt to resolve the issue with the faculty member or supervisor concerned.
    • If the Resident cannot resolve the grievance with the individual involved, the matter is brought to the attention of the Program Director. The Program Director reviews the matter with the Resident in order to clarify the issues. The Program Director attempts to resolve the grievance informally by discussing the issue with the faculty member or supervisor involved and with the Director of Training. If the grievance cannot be resolved informally, the Program Director reviews the matter with the Chief, SMBHL and/or Residency Training Committee, and subsequently makes appropriate recommendations for resolving the issue. If grievances continue, and are found to be legitimate, the matter will continue to be addressed by the Chief, SMBHL, and the Director of Training, in consultation with the Residency Training Committee, until resolution is achieved.
    • In the event that the grievance is with the Program Director, the Resident should attempt to resolve the issue with the Program Director, with the assistance of the Director of Training. If this attempt is not successful, the Resident sends a memorandum through the Director of Training to the Chief, SMBHL who assists in resolving the issue.
    • Attendance and Absences:
      • Residents must meet the requirement of one calendar year of training. Personal leave may be granted when, in the judgment of the PD, such absences do not interfere with the Resident’s progress in the Program. Ten duty days of leave may be granted during the training year. Residents accrue paid leave at the rate of 2.5 days per month, and may use leave consistent with policies established by their military commander after completion of the Residency. Duty days are days in which the clinic is officially open. These ten days normally are taken in the form of personal leave. Leave generally is not granted during the first six (6) weeks or last six (6) weeks of the Residency. Time off during the winter holiday schedule is counted against these 10 days.
      • Residents may be granted up to five working days of Permissive Temporary Duty (PTDY) for the purpose of attending professional workshops, meetings, or presentations. These PTDY days will be at no expense to the government, but the Resident will not be charged leave. Permissive TDY approval is granted by the Program Director if it is deemed to contribute to the training goals of the Program; final approval is granted by the Resident’s military commander. Training required of Residents as part of the Program (such as attendance at local conferences or seminars, or sitting for the EPPP) is not considered part of their PTDY allowance nor of the ten days off during the residency year. However, attendance at preparatory courses for the EPPP count against PTDY allowance.
      • All requests for leave, PTDY, TDY, or any other activities that take place away from the hospital must be reviewed by the Program Director.


    • Duty Hours:
      • Duty hours for Residents are 0700 hours to 1700 hours.
      • Residents may not “call in sick”. To be excused from duty, a Resident must see a physician during military sick call. The physician then decides whether the illness warrants being placed on quarters. In the event of extended illness, extension of the Residency training period may be required and decisions are made under appropriate guidelines by the Program Director.


    • Withdrawl or termination from the program:
      • Residents are advised that military professional education and training programs are governed by Army regulations as well as by department SOPs. Procedures for withdrawal (including voluntary withdrawal), probation and termination from a program by an officer in training are covered within Army Regulation (AR) 351-3, Professional Education and Training Programs of the Army Medical Department.
      • When officers voluntarily withdraw or are terminated from the training program, their status and assignment as an Army officer will then be determined by the Medical Command. 


    Womack’s Clinical Psychology Residency Program is accredited by the American Psychological Association (APA) and abides by all APA guidelines and principals. Questions regarding the APA accreditation process can be addressed by contacting the APA Office of Program Consultation and Accreditation at (202) 336-5979 or by e-mail at The web site is*

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    Contact Information​​
    Phone: (910) 570-3447
    Director of Training
    Fax: (910) 907-8521
    Hours: Mon - Fri: 7:30 a.m. - 4:30 p.m.


    Womack Army Medical Center
    2817 Reilly Road
    Fort Bragg, NC 28310

    Directions to Womack Army Medical Center