1. Barry University Internship Overview

2. Raising Awareness for Intern Neglect

3. Definition of an Internship 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. National Association of Colleges and Employers (NACE)

4. Internships, Co-Ops, Practicums and Externships National Association of Colleges and Employers (NACE) Internship: Typically one-time work or service experiences related to a students major or career goal Generally involves a student working in a professional setting under the supervision and monitoring of practicing Professionals Can be paid or unpaid May or may not receive academic credit Co-Op: Multiple periods of work in which the work is related to the student's major or career goal Alternate terms of full-time classroom study with terms of full- time, discipline-related employment Participant will work three or four work terms, thus gaining a year or more of career-related work experience before graduation. Almost all are done for academic credit Practicum: A one-time work or service experience done by a student as part of an academic class Some practicums offer pay, but many don't Almost all are done for academic credit Externship: Job shadowing experience allows a student to spend between a day and several weeks observing a professional on the job Are unpaid, however some colleges and universities pick up travel and/or living expenses Generally not done for academic credit

5. Criteria for Experience to be Defined as Internship Must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom – It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform The skills or knowledge learned must be transferable to other employment settings The experience has a defined beginning and end, and a job description with desired qualifications There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework There is supervision by a professional with expertise and educational and/or professional background in the field of the experience There is routine feedback by the experienced supervisor There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals National Association of Colleges and Employers (NACE)

6. Intern Compensation and the Law For an unpaid internship (for academic credit) to be a bona fide unpaid internship, the employer needs to comply with the Fair Labor Standards Act which details that: – The activity undertaken by the students need to be typical of an educational/vocational experience – The training is for the benefit of the students – The students do not displace regular employees, but work under the close observation of a regular employee or supervisor – The employer provides the training and derives no immediate advantage from the activities of students, and, on occasion, the operations may actually be impeded by the training – The students are not necessarily entitled to a job at the conclusion of the experience – The employer and the student understand that the student is not entitled to wages for the experience

7. Academic Credit Internships entail 240 hours of work – Usually students work between 15 and 20 hours per week during a regular semester but they can work full-time during the Summer terms if they do not take classes

8. How Do Internships Benefit Employers? Year round source of highly motivated pre‐professionals Students bring new perspectives to old problems Visibility of your organization is increased on campus Quality candidates for temporary or seasonal positions and projects Freedom for professional staff to pursue more creative projects Flexible, cost‐effective work force not requiring a long‐term employer commitment Proven, cost‐effective way to recruit and evaluate potential employees Your image in the community is enhanced as you contribute your expertise to the educational enterprise Michael True – Messiah College

9. Steps to Beginning an Internship Program Step 1: Set Goals – What does your organization hope to achieve from the program? – Are you a small organization searching for additional help on a project? – Is your organization growing quickly and having difficulty finding motivated new employees? – Are you a nonprofit that doesn’t have a lot of money to pay, but can provide an interesting and rewarding experience? – Is your organization searching out new employees with management potential? Michael True – Messiah College

10. Steps to Beginning an Internship Program Step 2: Write a Plan – Carefully plan and write out your internship program and goals – Managers, mentors, interns and university career centers are all going to be reading what you write about the internship – Draft a job description that clearly explains the job’s duties – Do you want someone for a specific project? – What about general support around the workplace? – How about giving the intern a taste of everything your company does? – Structure the internship ahead of time so that you can be sure to meet your goals and not find yourself floundering partway through Michael True – Messiah College

11. Steps to Beginning an Internship Program Step 3: Recruit an Intern – Begin searching three to four months before you need a student to begin – Develop relationships with local recruitment resources – Promote yourself with school‐to‐work coordinators in high schools and with the career or internship centers at colleges and universities, attend internship and job fairs, place ads in their school newspapers and websites, and send material to student organizations – Choose your interns just as carefully as you’d choose permanent employees – Learn the legal implications of hiring interns Michael True – Messiah College

12. Steps to Beginning an Internship Program Step 4: Manage the Intern – Orient your intern to his or her new workplace – Give your intern the resources he or she needs to do the job – Keep an eye on the intern – Give them lots of feedback! – Evaluate the intern’s progress frequently – Keep your focus on the future Michael True – Messiah College

13. Best Practices Provide interns with real work assignments Hold orientations for all involved Provide interns with a handbook and/or web site Provide housing and relocation assistance Offer scholarships Offer flex-time and/or other unusual work arrangements Have an intern manager Encourage team involvement Invite career center staff and faculty to visit interns on site Hold new-hire panels Bring in speakers from your company’s executive ranks Offer training/encourage outside classes Conduct focus groups/surveys Showcase intern work through presentations/expo Conduct exit interviews National Association of Colleges and Employers (NACE)

14. Professional Organizations Cooperative Education and Internship Association (CEIA) P. O. Box 42506 Cincinnati, OH 45242 Phone: 513‐793‐CEIA (2342) Fax: 513‐793‐0463 Web: www.ceiainc.orgwww.ceiainc.org National Association of Colleges and Employers (NACE) 62 Highland Ave. Bethlehem, PA 18017 Phone: 800/544‐5272 Fax: 610/868‐0208 Web: www.naceweb.orgwww.naceweb.org National Society for Experiential Education (NSEE) 19 Mantua Rd. Mt. Royal, NJ 08096 Phone: 856‐423‐3427 Fax: 856‐423‐3420 Web: www.nsee.orgwww.nsee.org

15. Electronic Barry University Career System (eBUC$)eBUC$ – Post internship, part-time and full-time positions – Conduct a targeted search of potential candidates – Sign up for career fairs – Schedule information and interview sessions – Participate in mock interviews on campus

17. FALL 2011SPRING 2012

19. THANK YOU!!