Educating, Implementing and

Maintaining Aviation Internship Programs

Cultivating Tomorrow’s Business Aviation

Leaders

The aviation industry is behind the power curve in preparing qualified professionals. Let’s make the Internship business case!

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Every 10-14 years leadership

development issues have loomed

over the Aviation/Aerospace industry

Yet, this time it’s different

Seventy-eight million Americans

are reaching or approaching

retirement age, and this is the

best-educated generation in the

United States, both currently and

historically (U.S. Department of Labor 2011)

Risks, Benefits, Opportunities • Benefits significantly outweigh risks

– Small and large companies

• Risks

– usually perceived

– A robust, flexible internship program can manage all

the risks

• Rewards – numerous

– Vetted future employment candidates

– Fresh perspective

– Workforce development for industry

– Additional manpower

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Agenda

• Internship Components

• Value of Internships

• Where will we find new leaders for Business Aviation?

• Questions

• Close

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Panel

• Daniel Wolfe, Corporate Aviation Management

Committee (CAMC), Ohio Regional Business Aviation

Association (ORBAA).

• Eric Black, ORBAA

• Lisa Swartzwelder, ORBAA

• Tara Harl, President of AILETRON, OSU Tulsa Aviation

Program Coordinator

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The Foundation • Envision structure of program and timeframe

• Align with company culture and use existing company

resources

– Does your company already have an intern program?

• Review the NBAA website and the NBAA Collegiate

Pipeline guide

• Work with department and company employees to

gather projects and expectations

• Set goals and objectives for your intern program

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Intern at Work

Step 1- Plan & Design

• Know and define your operations

• Determine goals

• Align with culture

• FOM, policies and procedures

• Access to technology and assets

• Effective dates and compensation

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Step 2 – Connect & Select

• Define qualities of your ideal candidate

• Partner with Academia & NBAA Regional Groups

• Interview panel across job functions

• Interact with candidates – promote industry

• Provide interview feedback and mentor unselected

candidates

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Step 3 – Implement & Manage

• Onboarding/Orientation

• Present material at Mentorship level

• Shadow job descriptions

• Mentor job performance and professional perception

• Weekly touch base meetings-feedback

• Mentor!!!!!

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So many opportunities…

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Step 4 – Evaluate & Refine

• Final Presentation

• Intern and the department perspectives

• Refine materials and keep current

• Include intern in next selection process

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The Value of Internships

Your organization can’t

afford not to!

• 70% of learning and development come from real-life

and on-the-job experiences w/ tasks and problem solving

• 20% percent of the time development comes from other

people through informal or formal feedback, mentoring,

or coaching

• 10% percent of learning and development comes from

formal training » Center for Creative Leadership

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Intern ROI

Input Cost in $

Influences/Variables (Quality,

Time, Cost)

ROI

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Inputs

• Recruiting Costs

• Hourly cost of implementation

• Intern Salary (Benefits)

• Office equipment

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Influences…Savings

• $2,411 Savings in recruitment and hiring costs

• $13,513 Savings in salary and benefits costs for special

project work conducted by interns

• $1,659 Savings in new-hire training and on-boarding

costs

• 15 hours Average time savings per week an Intern

saves other employees by doing tasks other

employees would conduct

• 3 (avg.) Number of business innovations and

efficiencies implemented as a direct result of

hiring an Intern

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Why hire an Intern?

• It’s the right thing to do!

- Taking responsibility for creating a skilled workforce

• Aligns with company culture and values (giving back)

• Developing a bull pen of vetted candidates

• Assistance with special project work

• Testing potential employees before hiring

• Obtaining affordable workforce support

• Succession strategy » NOCE 2012 Internship Survey

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Resources

• NBAA Management Guide

• NBAA Industry/Collegiate Aviation Pipeline Program

Guide

• Regional Groups

• Collegiate Aviation Faculty Members/Flight Education

Programs

• Department of Labor website

• NOCE: Northeast Ohio Council on Higher Education

• Industry Peers who have Internship Programs

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Where will we find

new leaders for

Business Aviation?

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And why should I care?

• We need to forge and strengthen ties to collegiate

aviation programs – increase corporate presence on

campus where GA story is often not heard.

• Thus exposing students to the career potential offered by

Business Aviation

• We can then identify potential future employees and

industry leaders

• And, spread the positive message about Business

Aviation

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How do I find Collegiate Aviation

Programs near my office?

http://www.aviationcollegelink.org

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Is there an SOP for this?

• Yes – The NBAA Industry/Collegiate Aviation Pipeline

Program Guide.

• http://www.nbaa.org/prodsvcs/store/

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Golden Moments-Industry

Reflections • The interns remind us of when we were at that age and

eyes wide open for airplanes

• They bring such enthusiasm to the hangar-perks us all

up!

• If we’re having a bad day, the site of the students makes

us realize why we all got in this industry in the first place

• Wish I would have had this opportunity in school

• Makes us proud of our mission

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Summary

• Benefits outweigh the risks

• Setting up a strong program takes time and flexibility

• Rewards are huge for your company, employees and our

industry

• We have resources and substantial experience to help

guide you through the process

• Make a challenge!

• Questions?

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Internship Mentors

• Daniel Wolfe:

Email wolfeda@nationwide.com; Ph 614-249-8000

• Eric Black:

Email eblack@lb.com ; Ph 614-746-4021

• Lisa Swartzwelder:

Email Lswartzwelder@lb.com; Ph 614-203-5518

• Tara Harl:

Email tharl@ailetron.org; Ph 320-224-6590

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