Best Practices for a Successful Internship Program Diane Mellon, M.S.Ed. Coordinator of Experiential Learning Programs, USF Tampa Ben Heins, M.F.A. Coordinator of Internships and Service Learning, USF Sarasota-Manatee Content adapted with permission of Madeline Heath (NCF) and Michele Groves (SCF).
Present + Future
Interns v. Part-Time Staff
What is an Internship? According to the National Association of Colleges and Employers (NACE), an internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent.
Interns v. Part-Time Staff: Interns ● For-credit and not-for- credit ≠ Pay ● Specific learning objectives ● Theory to Practice ● Mentor with expertise ● Ongoing reflection and evaluation ● Start date and end date
Interns v. Part-Time Staff: Part-Time Employees ● Hired already having most necessary skills/experience ● Minimal mentorship or guidance ● Not usually accompanied by learning objectives ● Can continue without end date
Hosting a Quality Internship Program
Need + Infrastructure: Better Internship, Better Intern ● Real work assignments and projects ● Supervisor with educator’s mindset and expertise ● Reciprocity of work (mutually -beneficial) Transferable skill development and learning objectives/goals ● Time and commitment to guide, mentor, and give routine feedback to intern
Need + Infrastructure: Better Internship, Better Intern (cont.) ● Internship position description with clear expectations ● Program syllabus Weekly learning objectives covered Weekly topics covered Weekly projects/goals
Avoiding The Man: Fair Labor Standards Act (DOL) Private Sector Unpaid Internships • Glorified, Extended Shadowing Experience • Pass the Test...
Avoiding The Man: Seven Factors of Consideration/ MOUs ● Mutual Understanding of Zero Compensation ● Experience Mirrors Educational Setting ● Student Enrolled in an Internship Course ● Experience Corresponds with Academic Calendar
Avoiding The Man: Seven Factors of Consideration/ MOUs (Cont.) ● Work Must End When Student Meets Learning Objectives ● Work Must Complement, Not Displace, Paid Staff ● Mutual Understanding of No Guaranteed Employment Post -Internship
Avoiding The Man: When in Doubt, Pay It Out! ● At Least Minimum Wage ● Overtime Pay Required, When Applicable ● Statistically More Valuable to Both Parties ● ...Also, More Competitive!
Internship Description: The Details ● Start/End Date Important to consider semesters ● Milestones/Deliverables Learning Objectives/Outcomes Include Timeline ● Work Setup Office/Remote/Travel Required ● Types of Support from Employer Team Access to Professional Development Networking opportunities ● Stipend and/or Hourly Payment
Internship Description: Position/Project Summary ● Brief, Bulleted Project Description Less HR…more what you actually do! ● Ideal Stakeholders Who will the student be interacting with? ● Organized List of Benefits for All Parties What is the benefit to the student? Why should they apply/accept your internship?
Internship Description: Minimum and Preferred Skills ● Brief, Bulleted List Remember, these are still students ● Necessary Skills to Work on Employer Team Set students up for success ● Try to Avoid Targeting Specific Majors If possible – expands potential candidate pool
Internship Description: About the Organization ● Brief Summary ● Contact Information ● Relevant Location(s)
Recruiting Gen Z… And Beyond!
Campus Outreach: Recruit and Promote Handshake…One-Stop Resource! ● FREE for employers to create and manage a single profile All 3 USF campuses 700+ Colleges Nationally ● Job posting and applicant filtering Students AND Alumni Directly message individual students* ● Schedule on-campus interviews ● Register for events and career fairs ● Set up your organization’s events and info sessions
Campus Outreach: Recruit and Promote (Cont.) ● Tabling in student centers ● Events/Career Fairs ● Classroom Presentations ● Information Sessions ● Sponsorship/Scholarship
Navigating Connections: A Shift in the Paradigm ● Social Media Acceptable = LinkedIn & Handshake, Messaging Tools Unacceptable = Anything Else ● Phone Call, Don’t Text ● Email Use Email Listed on Resume
Navigating Connections: A Shift in the Paradigm Personal Seek First to Understand... Be Happy and Approachable Ask About Their Career Search Process ...Then to Be Understood Pitch Effectively Be Flexible and Open
Navigating Connections Good News and Bad News Spread… (Peer Groups, Parents, and Social Media )
Retaining Gen Z… And Beyond!
Orientation + Onboarding: The Why and Welcome ● Introduction to work environment (Company mission, culture, and values) Provides an instant boost in morale Increases productivity Improves compliance of policies ● Welcome Letter Orient and welcome intern to team
Orientation + Onboarding Coordinate a First Day Agenda ● Internship Overview ● Intro to Company ● New Intern Paperwork ● Handbook and Policies ● Technology ● Tour and Intros to Staff ● Bonus - Acquire Gifts of Welcome (hats, mugs, pens)
Orientation + Onboarding: Internship Meetings First meeting with intern • Discuss how the mission of the company and culture relates to the intern’s role & projects • State clear expectations • Give guidelines • Answer any questions
Effective Execution: Maintaining an Excellent Impression ● Schedule Weekly 1:1 Meetings ● Conduct Midpoint and Final Performance Reviews Use Your Own Review Template… or the College/University’s ● Provide Professional Development and Networking Opportunities
Full-Time Opportunities: Post-Internship Success ● Give a Talent Referral ● Acknowledge Recruitment Cycles ● Remember: Good Students Want Good Internships Good AND Bad News Spreads
Present + Future
Let’s Chat! Post-Internship Success ● Light-Bulb Moments ● One Major Improvement ● Next Action Item
Contact Us! Diane Mellon, M.S.Ed. Ben Heins, M.F.A. Coordinator, Coordinator, Experiential Learning Programs Internships and Service Learning USF Tampa USF Sarasota-Manatee 813.974.9635 941.359.4357 dmellon@usf.edu heins@sar.usf.edu
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