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Student Withdrawal/Refund Policy

If a student withdraws from the program voluntarily within the first 2 weeks and has paid the tuition in full, they are entitled a refund. They will be refunded the amount of tuition paid for the months they did not attend less $200 fee for administrative fees. A student who is dismissed for poor academic or clinical performance or disciplinary problems waives the right to a tuition refund.

Student Benefits

Students enrolled in the IR program are granted some of the same benefits as students attending the University of Utah. IR students will be invited to departmental functions during holidays and enjoy library privileges and the use of the book store. Students are responsible for their own health insurance and parking permits.


The 9-12 month program begins the second week of July. Students are required to attend a hospital orientation prior to the start of the program. A detailed calendar will be available on the program start date. Students are eligible to graduate early if all competencies have been completed and if all didactic work is complete. This is decided by the education director and department manager. The student is expected to be responsible to the clinical site by being punctual, dependable and cooperative. Students are never scheduled more than a total of 40 hours a week between didactic and clinical instruction.

Employment Policy

In the event that a IR position becomes available through the University Health Care, a IR student who is currently enrolled full-time within the IR program and has satisfactorily completed fifty percent (50%) of the program may be eligible to apply and be hired for the position. See the student handbook for more details.

The University has been successful hiring a large percentage of their program graduates. Students finding employment outside of the University may also exercise the employment option.

Academic Performance

Students are provided with educational resources to learn the fundamentals and details of interventional radiology. The student is responsible for their academic progress. The student will be required to complete some independent study to further their knowledge in IR. Students must maintain an overall acceptable progress throughout the program. Failure to do so will be cause for involuntary withdrawal from the program.

Transfer Credit

Due to the difference in program structures, there is no transfer credit available for other IR programs.

Graduation Requirements

In order to receive a Certificate of Completion students must do the following:

  • Maintain an acceptable level of progress throughout the program
  • Complete the required number of clinical hours
  • Complete the ARRT clinical experience requirements.

ARRT requires candidates to document the following:

  • Each candidate must complete a total of 200 repetitions from the list of procedures provided.
  • The candidate does not need to select procedures from all seven categories.
  • Each selected procedure must be performed a minimum of five times (repetitions) in order for the candidate to receive credit for that procedure.
  • Each procedure may be counted a maximum of 20 times.
  • For any given patient per day, you may count only one diagnostic procedure but may count multiple interventional procedures.


Student Pregnancy Policy

The student has the right to not declare pregnancy and remain in the program with no modification option.

Due to the potential danger to an unborn fetus, especially during the first trimester, the student is encouraged to inform the technology administrator, program director or any other member of the IR program if they expect a pregnancy. If the student declares a pregnancy, plans for program continuation and completion must be made. a description of the details of the pregnancy policy can be found in the student handbook.

Radiation Monitoring/Protection

Working with ionizing radiation and radioactive materials requires the student to wear a personnel dosimeter that measures the amount of occupational exposure received. Dosimeter service is supplied by the facility and students are required to wear dosimeters during their clinical education experiences. Health physicists in the department will monitor the student's exposure levels. Students will be counseled if safe levels are exceeded. Students are provided with the knowledge necessary to keep patient and occupational exposure at a minimum early in the program. 

Dress Code

Students are always required to be neat and professional in appearance while in the IR department. A complete description of the dress code will be distributed upon acceptance.

Disciplinary Procedures

General Policy

The program strives to provide for an effective education of all students. Under program policies, disciplinary actions and terminations are expected to be handled in a manner to achieve the least adverse effects for the student and program. The student handbook outlines the details of the program's disciplinary procedures.

Any student who is dismissed or involuntarily terminated waives the right to a tuition refund.

Governing Body

The IR technologist program is under the direction of the Technology Program Administrator Otto Casal CNMT, R.T. (CT), and Chairman, Department of Radiology, Satoshi Minoshima, MD, Ph.D. An advisory board of radiologists, technologists, administrators, didactic program faculty and clinical instructors are responsible for the assessment and recommendations of this program with final decisions residing with the Chairman.

Affirmative Action Employment Policy

University president's statement -- August 1983

The University of Utah is fully committed to policies of equal opportunity and nondiscrimination. Accordingly, the University pursues a vigorous program of affirmative-action in all its classifications of employment in order to prevent any form of discrimination, Rasmussen or prejudicial treatment on the basis of race, color, religion, the national origin, sex, age, or status as a handicapped individual, disabled veteran or veteran of the Vietnam era. All University administrative and supervisory personnel are required in turn to assure that this policy will be furthered by imposing only valid requirements for employment decisions and for promotional opportunities, and to see that all personnel actions such as compensation, benefits, transfers, layoffs, institutionally -- sponsored training, education, social and recreational programs will be instituted and administer to comply with the standards of fairness and nondiscrimination which are the basis for the equal opportunity policy.