COMPONENTS OF AN EXCELLENT

INTERNSHIP PROGRAMFOR YOUR NONPROFIT

INTERNSHIP PROGRAM WHAT CONSTITUTES AN INTERNSHIP

PROGRAM?

WHY WOULD YOUR ORGANIZATION WANT ONE?

HOW DO YOU ESTABLISH A QUALITY PROGRAM THAT ENGAGES STUDENTS?

WHAT IS AN INTERNSHIP ?

Internship – an opportunity for students to work at an organization for a fixed period of time to gain practical work experience in the industry relating to their field of study.

INTERNSHIPS VS. VOLUNTEERS Volunteers

Broader demographic Typically for charity, event or cause Donate time and talent Not paid No set time frame Not generally employment related

Internships Student-focused Practical work experience in a chosen field Required/Elective Paid/unpaid Fixed time period Generally employment related

EMPLOYMENT TRENDS

Employers Want Students WantIdentify future hires Gain practical work experienceConduct recruitment with low risk Build their resumeGain short term talent/fresh ideas Collect work samplesBrand “ambassadors” Learn new skills

Increased retention/productivity of new-hires

Build a network of professional contacts

Take advantage of low-cost labor Explore potential careerMake headway with “To Do” list Earn moneyFree up time for full-time employees

Get a job offer

Reported by Internbridge – Employer Survey

STUDENT BENEFITS FROM AN INTERNSHIP Internships are Resume Builders Internships are Network Builders Internships are Portfolio Builders Internships are Satisfaction Builders

http://rachelhill-lsu.weebly.com/index.html

Intern Non-Intern

2.56.5

Transition Time - Months for New Hires

InternNon-Intern

INCREASED MARKETABILITY FOR STUDENTS

58%

30%

Job OffersInterns Non-Interns

Reported by National Association of Colleges and Employers – 2011 Employer Survey

Interns are 70% more likely to be hired as full-time employees with any company.

Median Starting SalaryInterns $46,000Non-Interns $34,600

WHY A POSITIVE STUDENT EXPERIENCE MATTERS FOR EMPLOYERS

Interns can be ambassadors for you … or NOT

Most interns share their experiences with others Although half of all interns report being highly

satisfied with their internship experience …… many agree their internship program needs

improvement

Almost all companies feel internships could help their recruiting brand

But only a smaller percentage recognize that a sub-par internship program could likewise damage their brand

Reported by NACE Annual Conference 2009

ESTABLISHING A PROGRAM

Prep •Organizational Audit•Management/Supervisor Support•Job Description/Work Plan/Duration•Paid vs Unpaid•Select a Supervisor

Seek •Job Posting•Networking - Social Media Posts•Build your Brand on Campus

Host •On-Boarding Plan•Provide Frequent and Meaningful Feedback•Suggest and Provide Opportunities for Work Samples•Provide References/Endorsements•Provide an Appropriate Farewell and Ask for Student Feedback

Review •Carefully Review Student and Supervisor Feedback•Revise Job Description•Develop timeline and plan for next internship•Engage Previous Interns as Campus Ambassadors

CAREER SERVICES…WHAT’S TYPICALLY OFFERED

o Platform to post jobs (internships, summer jobs, full-time jobs, volunteer employment opportunities)

o Promotion of opportunities o Qualified candidate poolo On-Campus Interviewso Career Events

o Fairso Networking Nightso Resumaniao Guest Speakerso Panel Discussions

o Social Media

TIMELINES

TARGET STUDENT GROUP

Freshman Year: Self Discovery- Getting acclimated to college life- Confirming their choice of major- Taking core curriculum

Sophomore Year: Career Exploration- Building connections with faculty- Campus activities and leadership opportunities- Exploring interests

Junior Year: Career Focused- Gaining experience that will translate to a job offer- Have taken specialized courses- Some looking for the job pipeline

Senior Year: Making Decisions- Targeted jobs, industries, and careers- Find employment opportunities and participate in interviews - Market relevant experiences, skills, and qualifications

REASONABLE WORK EXPECTATIONS Depends upon Intern

Classification Major/Concentration Skills Interest

Depends upon Employer Industry Expectations Training Supervision

JOB DESCRIPTION Job Title

Specify full time, part time or internship Organization Name Hours per Week Wage

Paid/Unpaid Employment Start and End Dates Job Description

General description of company Scope of Responsibilities and Experience

Job Requirements Education Skills Physical

Application Instructions POST! PROMOTE!

COMMUNICATIONS RELATEDSocial Media Planning & Execution

o Facebook, Twitter, Instagram, Pinterest, Vine and other social channels

Press Release WritingWebsite Content Development

o Wordpress or other dynamic formats Event PlanningChannel or Media PlanningLayout and design flyers, brochures,

signageo InDesign, Photoshop, Adobe Suite design

softwareHuman Resources, etc.

ON-BOARDING Big Picture

Mission Culture Customer

Organization Chart Your Expectations

Learning Objectives Project Timelines Performance Appraisal

Company Policies Dress Code Travel Expenses Flexible Work Schedule/Set Hours

Tour of Facility POCs – technical, emergency, HR, etc. Timelines for Full-time Offers

BEST PRACTICES Provide interns with real work assignments Hold orientations/handbook/website Select and designate appropriate intern

manager Encourage team/management involvement Constructive feedback on intern/program Understand university requirements Showcase intern work through presentations Offer flex-time and/or other work arrangements Invite career center staff/faculty for onsite visit Hold new-hire panels/shadow staff for day Conduct exit interviews

Excerpt from 15 Best Practices for Internship Programs, Building a Premier Internship by NACE http://www.naceweb.org/recruiting/15_best_practices/

PAID VS. UNPAID

NONPROFITS NonProfits are an exception to FLSA Religious, Charitable, Civic, Humanitarian Purpose State or Local Government Agency

FOR PROFITMust pass FSLA “Six Prong” Test:

Training … is similar to that in a vocational school Training is for the benefit of the trainees/students

The Employer that provides the training derives no immediate advantage from the activities of the trainees or students, and on occasion his operations may actually be impeded

Trainees do not displace regular employees, but work under their close observation

Trainees not necessarily entitled to a job at the conclusion

All Understand not entitled to wages

ACADEMIC CREDITDOL - Academic credit does not

constitute compensation

Academic Credit Transcript verified University restrictions Tuition costly

Alternatives Internship Certification – TCU Career Services

verified Community College Course

COMPENSATION DATA Average intern salary at the bachelor’s

degree level is $16.35 Freshmen interns earn an average of $15.05/hr Senior interns earn an average $17.94/hr Hourly rate may be dependent on industry/location

Largest percentage of unpaid internships Industry: government, social services, nonprofits, legal Major: Communications, Education, Liberal Arts, Legal

Average salary at non profit generally lower than at a for profit company

66% of students would accept less pay in exchange for greater work experience

NACE 2014 Internship & Co-op Survey

ALTERNATIVE FUNDING Stipends, Reimbursements, Allowances

Expenses, parking, transportation, membership dues, etc.

Federal Works Study Funds Off campus jobs with nonprofits

Special University Programs TCU Intern Scholarship Program – made over 100 awards

totaling $300K to students for low or unpaid internships

Company Partnerships Exxon Community Summer Jobs Program – funded close to

1,600 internships benefiting more than 330 nonprofit agencies in North Texas over 20 years

ALTERNATIVE PROGRAMS

Job Shadowing UNT “Take Flight” – 1-5 day programhttp://careercenter.unt.edu/students/career-exploration

Mentor Programs

University Student Development programs/panels

OTHER RESOURCES University Career Services Websites

TCU careers.tcu.edu UNT – careercenter.edu/eagle_network

NACE – National Association of Colleges and Employers; www.naceweb.org

SOACE – Southern Association of Colleges and Employers; www.soace.org

CEIA - Cooperative Education and Internship Association; www.ceiainc.org

Questions?Kim Satz, Associate DirectorTCU Central Career Center 817-257-4141K.Satz@tcu.eduhttps://careers.tcu.edu/

Nancy Eanes, Student Services AssociateUNT Health Sciences Career Center817-735-0430 Nancy.Eanes@unthsc.eduhttp://web.unthsc.edu/departments/studentaffairs/careerservices