Developing an Internship Program

& Using interns effectively

What is an Academic Internship?

Academic Internships are a unique form of education that integrates classroom study with planned and supervised work experiences in the public and private sectors. It allows students to acquire essential practice skills by being exposed to the reality of the world of work beyond the boundaries of the campus, enhancing their self confidence and career direction.

(From the National Commission for Cooperative Education)

Advantages to the…

OStudent

OOrganization

OSociety

OEducational institutions

Identifying appropriate roles

O Reoccurring positions/ projectsO Duration of internshipO Training time and resources investedO Well written job descriptionsO Responsibilities and availability of

supervisorO Personality of supervisorO Setting goalsO FlexibilityO Resources for intern

Recruitment and selection

OSupervisor personality/ work style fit

OFulfilling school requirementsORelationships with universities

or specific degree programs Establishing relationships can

provide a constant stream of interns

Interviewing Interns:(According to Internships.com)

O Identify the three primary position-specific skills and direct questions toward these qualifications.

O Ask open-ended questions. O Ask for details and examples… but

stress they need not be career based. O Don’t leave with lingering questions.O Ask about personal interests and

leisure time.

Supervisor Misconceptions

O Interns know how to learn from listening, absorbing, observing, being in the environment.

O Interns will appreciate the time I give them as a supervisor.

O Interns will initiate and ask questions.

O Interns will understand the opportunity they have and take advantage of this opportunity.

O Interns need continuous guidance.

Mentoring Strategies:

Communication:O Set goalsO Schedule regular meetingsO Structure and supervise the internship

more highly in the beginning, and ease off when the time seems appropriate.

O Regular descriptive feedback on their progress

O Address problems early on

Mentoring Strategies:Encourage Integration:O Give recognition O Give the intern the opportunity to

observe or work with other departments/areas of the organization.

O Provide guidance of transferable skillsO Include them in the newsletter – or

better yet, have them write about themselves.

O Provide opportunities for networking

Tips For a Successful Internship Program:

O Setting ExpectationsO Developing an AgreementO Establishing Policies & ProceduresO Setting Goals & AgreementO Tracking ProgressO Feedback ProcessO Recognition & Rewards

Austin Children’s Museum

Internship program

ACM PROGRAM GOALS

O Extend the Museum’s mission to equip and inspire the next generation of creative problem solvers to an audience of young professionals and college students pursuing a variety of careers.

O Provide meaningful work experiences that empower interns by assigning tasks that establish new skills, require accountability and meet high professional standards.

O Support the career development of young professionals through mentorship provided by experienced ACM staff.

O Provide opportunities that have a high level of responsibility and closely emulate early career positions that provide students with valuable experiences and additions to their resumes.

O Provide support for departments and program by engaging young professionals and students who bring a fresh perspective to our work.

IT IS NOT

• An easy way to get things done.

• Free labor. • A way to get more

done. • A way to get a

personal assistant.

Developing toolsO It’s worth the time investment to develop

timelines, goals, intern training resources, etc.O Create “template” based tools that can be

used by other positions and departmentsO Importance of Learning ContractsO Evaluation Tools

O Some school programs will provide these tools Use these as templates

Program EvaluationO Importance of goals

program goals and individual performance goals

O Feedback for interns and supervisorsO Manageable

MIDTERM FINAL EXIT INTERVIEW

Intern Performance Reviews

Mid-term evaluation form: The purpose of this evaluation is to be to facilitate a discussion. The supervisor focuses on constructive feedback, and the goal for the intern to get on track to the successful completion of their internship.

Final evaluation form: The purpose of this evaluation is to facilitate a discussion. The supervisor should focus on reflecting on the internship and make suggestions to the intern for future career success.

Program Evaluation

Exit Survey: The purpose of this survey is to evaluate the internship program at ACM. The intern is to fill this form out and it can be anonymous if preferred. This form is to be submitted to a Internship Program Director/ Human Resources Department/ Other 3rd party so it can include feedback about supervisor performance.

Lessons LearnedO Not everyone is a good intern supervisorO Not all projects are intern appropriateO Interns VARY greatly in their ability, enthusiasm,

commitment, etc. Design positions for average- redirect poor performance and adapt and expand for those who excel!

O What is a good role for an Intern? Duration Focus Flexibility

Things to think about:O Work spaceO ParkingO Your TIME

Questions?O Resource packet is available

ACM Supervisor Manual ACM Intern Manual Sample Job Descriptions Sample Learning Contract ACM Evaluation tools

o Midterm and Final Performance reviewso Exit survey