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Internship Commitment

Source: FCAP Orientation Guide – Updated January 2025 Last updated: June 2026
Working at FCAP is a privilege. Employees are expected to approach this role with a sense of responsibility and commitment, recognizing the importance of their work. While it provides a paid opportunity and valuable clinical experience for graduate school, it is essential to understand the broader impact of FCAP's mission.

📋 On this page

  1. History, Mission & Vision
  2. Values
  3. Contract Agreement
  4. General Expectations
  5. Safety Considerations
  6. Performance Management
  7. Intern Pay Rate
  8. Apartment Living Criteria
  9. Other
History, Mission & Vision

History

The Fried Center for the Advancement of Potential (FCAP) was inspired by Jon Fried, an accomplished Special Olympics tennis champion born with an intellectual disability. In 2009, Jon's foot pain led to a diagnosis of turf toe by physical therapist David Luedeka, a condition missed by previous medical professionals. This experience highlighted the need for more specialized and attentive care for individuals with intellectual disabilities.

Jon's mother, Barbara Fried, co-founded Innisfree Village in 1971, a life-sharing community for adults with intellectual disabilities, where Jon has lived since 1982. Recognizing the importance of exercise for residents' well-being, Innisfree Village introduced a gym program. However, the standard gym setting was inadequate for the residents' needs. David saw an opportunity to provide individualized fitness plans, leading to the establishment of FCAP in 2013. The center offered one-on-one training sessions to meet the unique needs of each resident.

In 2015, FCAP partnered with the University of Virginia's Kinesiology Department, integrating student interns into its program. This partnership provided interns with hands-on clinical experience and significantly benefited FCAP clients. The program has had a transformative impact on both interns and clients, with the majority of interns pursuing careers in healthcare.

The Fried Center at the University of Virginia Student Health and Wellness Center opened in 2023, providing a state-of-the-art facility for the next generation of FCAP interns. The center continues to emphasize one-on-one training techniques, preparing interns to extend FCAP's mission to UVA students.

Mission

FCAP, a 501(c)(3) non-profit organization, provides physical therapy intervention and medical fitness training to individuals with and without intellectual disabilities through student intern clinicians in an inclusive environment. The center aims to deliver high-quality care while educating future healthcare professionals.

Vision

Adequate Time to Deliver High Quality Care

FCAP clinics prioritize extended face-to-face time with clients, typically ranging from 1 to 1.5 hours, allowing for comprehensive care. Clinicians build rapport and design personalized workout regimens, addressing specific body and functional impairments through patient-centric, holistic interventions.

Educating Future Healthcare Professionals

FCAP serves as a teaching clinic with physical therapists and strength and conditioning specialists overseeing the process. Unlike typical internships, FCAP provides hands-on, instructive experiences, essential for students on a pre-health track seeking clinical experience for graduate programs.

High-Quality Care

FCAP employees undergo extensive training, encompassing didactic, observational, and hands-on learning components. Student-interns exhibit high energy, adaptability, and a passion for contributing positively to the field, reflected in their compassionate client care.

Inclusive and Positive Culture

FCAP fosters a positive and motivational work culture where clients and clinicians collaborate on program design to meet individual goals and optimize performance.

A Cost-Effective Approach

FCAP employs student-interns who are paid a fair hourly wage, working alongside salaried medical professionals. This collaboration results in affordable, cost-effective care for clients, promoting long-term health outcomes.

Values

Team Culture Mindset

  • Collaboration: Work together, share ideas, and support each other to foster creativity and efficiency.
  • Clinic Maintenance: Help maintain cleanliness and organization within the clinic.
  • Proactive Engagement: Use unexpected free time to find ways to contribute positively to the work environment.

Positive Client Interaction

  • Strengths-Based Approach: Encourage and motivate clients, focusing on their strengths and potential.
  • Individualized Care: Recognize and respect that each client is different, tailoring care to their unique needs.
  • Optimal Care Delivery: Prioritize delivering the best possible care to clients, understanding the reasons behind each part of their treatment plan.

Professional Development

  • Initiative: Continuously evaluate and improve client plans, seeking more efficient, effective, and progressive methods.
  • Learning Opportunities: Utilize free time for chart reviews, practicing program design, and refining evaluation techniques, among other options.
  • Educational Sessions: Participate in weekly meetings which cover topics including practical techniques, functional anatomy, case studies, and program design.
  • Continuous Learning: Ask questions, seek to understand, and write down areas for improvement to enhance your skills.

Anti-Ableist Practices

  • Inclusive Language: Use language that respects, unifies, and empowers all of us. Do not use "baby talk" when speaking to clients.
  • Promoting Equality: Do not limit a client's exercise intensity or provide extra assistance based on assumptions about independence/intellect. If there are no health barriers and their form is good, everyone can and should be challenged!
  • Respect Preferences: Ask individuals about preferences and interests — be creative to incorporate them into their plans when possible. When providing cues and instruction, remain on the client's level (e.g. get on the ground if they are lying down).
  • "Inspiration Porn" Awareness: Inspiration porn: the objectification of disabled people as a source of inspiration by and for non-disabled people, due to an assumption that disability, by default, is tragic. If disability was not terrible, then the depictions of people performing ordinary tasks would not be inspiring. Avoid treating clients with disabilities as "objects of inspiration" for performing ordinary activities. Celebrate working hard and genuine, individualized achievements without reinforcing stereotypes.
  • Challenge Ableism: Recognize, question, and challenge ableist beliefs and practices when you see them — take what you learn at FCAP into the world and model the words/action you want to see!
Contract Agreement
At FCAP, we strive to create an environment that values inclusivity, continuous learning, and the holistic well-being of both clients and clinicians. By adhering to these values and responsibilities, we can provide exceptional care and foster a positive, empowering community for all.

This is an at-will employment contract. While we cannot mandate specific working hours or enforce adherence to our work culture and values, we strongly expect our employees to meet these standards. If these expectations are not fulfilled, we reserve the right to terminate the contract at any time due to noncompliance. For further details, please refer to the disciplinary guide.

General Expectations

Time commitment

Interns are the backbone of the FCAP model. FCAP interns are expected to work a minimum of 10–15 hours/week, split evenly between the clinic site at SHW and our Crozet location. Special circumstances and adjustments can be made on an individual basis via communication with the leadership team.

Plan to arrive at least 15 minutes before your first scheduled client to prepare adequately.

Communication

  • Daily communications — via Slack. All new interns will be added to FCAP Slack upon hire.
  • Longer communications — via email. All new interns will be added to an active email listserv.
  • Important announcements — via the communication board on the Intranet.
Free-text section

Add more detail here on when to use Slack vs. email, which channels are for what, expectations for response time, and etiquette around tagging leadership.

Dress Code

  • Wear comfortable athleisure clothing suitable for physical activity.
  • Ensure that clothing is not revealing.
  • Avoid clothing with offensive or inappropriate language or graphics.
  • Keep accessories minimal to prevent accidents during exercise.

Phone Usage

  • Keep your phone away unless checking your schedule, clocking in, or performing other work-related tasks.

Utilizing Time Gaps

  • Use time between clients to review and create plans and seek out learning opportunities by practicing with each other.
  • If a client's session ends early, extend their exercise program to ensure they make the best use of their time in the clinic.
Safety Considerations

Guarding During Exercises

Practice proper guarding techniques, especially with clients at high risk of falling and during exercises requiring balance to complete.

Gait Belt Use

Ensure safe and correct use of gait belts during exercises with clients at high risk of falling.

Seizure Protocol

Review and familiarize yourself with the seizure protocol.

Emergency Procedures

  • Know the location of CPR equipment, fire extinguishers, and AEDs (Automated External Defibrillators) within the clinic.
  • Review appropriate vital sign ranges and determine when it is inappropriate to exercise.
  • CPR certification will be provided on an annual basis to ensure all interns are trained.

Seeking Guidance

  • Always consult licensed supervisors (David, Keila, Caroline, Nick) with any safety-related questions or concerns.
  • If you feel unsure, please ask! We are a learning clinic and prioritize safety at all costs.
Performance Management

Performance Reviews

Leadership monitors performance on a continual basis. Based on the results of these discussions, employees demonstrating exceptional performance may be considered for pay increases based on a sliding scale.

Intern Pay Rate

Pay rates are maintained by FCAP leadership.

Pay tiers

Student

Pays: $0/hour — course credit (2 credits)
  • Pre-req course (KINE 3617 part I) for internship and consideration for hire
  • Offered to move on to internship if:
    • Showed growth and effort during class
    • Showed caring
    • Professional — timely for shadowing shifts

Intern in Training (Shadowing)

Pay: $400 monthly stipend (up to 4 months)

Minimum requirements:

  • Training period lasting 2–4 months
  • Working 10–15 hours/week (may work additional hours to gain independence quicker)

Independent Intern Level 1

Pay: $15/hour

Minimum requirements:

  • Works 10–15 hours/week
  • > 6 months in the program
  • Finished FCAP training in < 4-month period

Independent Intern Level 2

Pay: $16–19/hour

Minimum requirements:

  • > 1 year in the program
  • Works at least 10–15 hours/week
  • Expansive role beyond minimal requirement:
    • Leads professional development teaching blocks
    • Steps up for volunteer events (e.g. tabling events, fundraising events, etc.)
    • Scheduling or administrative duties around the clinic

Independent Intern Level 3

Pay: $20/hour

Minimum requirements:

  • > 1.5 years in the program
  • Works 20+ hours/week
  • Holds at least one of the following leadership roles:
    • Lead intern
    • Manages an FCAP committee (social media, fundraising, or alumni)
    • Clinical coordinator duties
    • Scheduling or administrative duties
    • TA for our pre-req course
  • Vital to our operations

Long-term Intern

Pay: >$20/hour

Minimum requirements:

  • Holds bachelor's degree
  • > 2 years in the program
  • Works 20+ hours/week
  • Holds at least one of the following leadership roles:
    • Lead intern
    • Manages an FCAP committee (social media, fundraising, or alumni)
    • Clinical coordinator duties
    • Scheduling/administrative duties
    • TA for our pre-req course
  • Vital to our operation
Apartment Living Criteria

Source: FCAP Apartment Living Criteria — September 2024

Living in the FCAP apartment is a gift. The criteria below define what FCAP expects in exchange — a longer-term, leadership-level commitment to the clinic and the community.

Requirements

1

You plan on committing at least 1 year of full-time work (> 25 hrs/week).

2

Independent status for at least 1 year.

3

Willing to help with cleaning/errands — wash/fold towels, take the van back to Innisfree on Fridays / pick up on Mondays, make sure the hydrocollator stays clean and full, etc.

4

Willing to do scheduling/admin tasks as needed.

5

Assumption of a leadership role with other interns. Willing to be an educator and role model for all other interns. Committed to reviewing class material to ensure accurate education of newer interns.

6

Have to sign up for at least 1 committee (social media, alumni, fundraising).

7

Living in the apartment is a gift. Cleanliness is expected. At any point, any one of us can inspect the premises to make sure it is kept clean/organized.

Questions about eligibility? Talk to Keila, Caroline, Nick, or Marc — apartment placement is decided by leadership in conversation with the intern.
Other

A home for the rest of the intern miscellany — additional pay and recommendation letters.

Additional pay / stipend eligibility

Interns may be eligible for additional pay or stipend based on the following:

  • Taking on a leadership role (e.g. Lead Intern)
  • Transferable skills from previous jobs/internships
  • Certification in personal training and/or related fields
  • Master's in related fields

Letters of Recommendation

At FCAP, we recognize the importance of providing meaningful support to our interns as they pursue further educational opportunities. Due to the unique and personalized nature of recommendation letters, as well as our established relationships with existing graduate programs, FCAP will administer recommendation letters on a case-by-case basis.

Please note that recommendation letters will be reserved for interns who exemplify the core values of FCAP. This ensures that the letters reflect our commitment to fostering potential and supporting individuals who align with our mission. Additionally, at least 1 year of FCAP work experience is required before an intern can be considered for a letter of recommendation.

Acknowledgement. Once you've reviewed this commitment, you'll sign the FCAP Intern Signature Page with a supervisor sign-off. The signature page is the paper version maintained by FCAP leadership.