Procedures for Resolving Conflict with Supervisors and Co-Workers
The training program recognizes that fellows may occasionally have concerns about training-related decisions and actions of the Assistant Director for Social Work Training (“ADSWT”) and the Training Committee or specific aspects of the training program. In addition, fellows will occasionally have other work-related concerns about a supervisor or other member of CAPS staff or another CAPS trainee. This framework consists of a process for informal resolution. A fellow who wishes to formally challenge disciplinary action, harassment or discrimination, retaliation, performance rating below “meets expectations”, or dismissal from the program may pursue a Grievance in accordance with the University of North Carolina System SHRA Grievance Policy. https://oshr.nc.gov/documents/university-shra-grievance-policy-effective-december-1-2025/open
Recommended Steps for Informal Problem-Resolution Process
- Direct Communication. A fellow who has concerns about a training-related decision or action of the ADSWT and Training Committee or specific aspects of the CAPS training program should first attempt to address and resolve the concerns through direct communication with the ADSWT. If this does not resolve the concerns to the fellow’s satisfaction, the fellow should ask the ADSWT for additional assistance in resolving the matter informally, as provided in step 2 below. A fellow who has other work-related concerns about a supervisor or other member of CAPS staff or another CAPS trainee should first attempt to address and resolve the concerns through direct communication with that individual. If the fellow is uncomfortable communicating directly with that individual, the fellow should ask the ADSWT for assistance, as provided in step 2 below. If the fellow’s other work-related concerns are with the ADSWT and the fellow is uncomfortable communicating directly with the ADSWT, the fellow should consult with another member of the Social Work Training Committee or the Center Director.
- ADSWT Assistance. If the fellow attempts to address the concern through direct communication as above but is not satisfied with the result, the fellow should ask the ADSWT (or their proxy) for additional assistance in resolving the matter informally. The assistance the ADSWT may provide includes, but is not limited to, the following:
- Helping the fellow brainstorm about how best to communicate with the individual
- Facilitating a mediation session between the fellow and the individual
- Taking the issue to the Training Committee, the Assistant Director for Psychology Training (“ADPT”) and/or the Center Director for informal consultation and problem-solving
- With the fellow’s consent, asking the University Ombuds Office to assist in facilitating communication, mediation or other informal means of conflict resolution
- Changing supervision assignments or adding additional supervision
The training program expects that the informal resolution process described above will resolve most training and work-related concerns of fellows to the satisfaction of the fellow. In addition or in lieu of this informal process, the fellow may utilize The University of North Carolina System SHRA Employee Grievance Policy at any time.