Developing an Internship Program

1. Developing an Internship Program & Using interns effectively

2. 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)

3. Advantages to the… • Student • Organization • Society • Educational institutions

4. Identifying appropriate roles • Reoccurring positions/ projects • Duration of internship • Training time and resources invested • Well written job descriptions • Responsibilities and availability of supervisor • Personality of supervisor • Setting goals • Flexibility • Resources for intern

5. Recruitment and selection • Supervisor personality/ work style fit • Fulfilling school requirements • Relationships with universities or specific degree programs • Establishing relationships can provide a constant stream of interns

6. InterviewingInterns:(According to Internships.com) • Identify the three primary position-specific skills and direct questions toward these qualifications. • Ask open-ended questions. • Ask for details and examples… but stress they need not be career based. • Don’t leave with lingering questions. • Ask about personal interests and leisure time.

7. Supervisor Misconceptions • Interns know how to learn from listening, absorbing, observing, being in the environment. • Interns will appreciate the time I give them as a supervisor. • Interns will initiate and ask questions. • Interns will understand the opportunity they have and take advantage of this opportunity. • Interns need continuous guidance.

8. MentoringStrategies: Communication: • Set goals • Schedule regular meetings • Structure and supervise the internship more highly in the beginning, and ease off when the time seems appropriate. • Regular descriptive feedback on their progress • Address problems early on

9. Mentoring Strategies: Encourage Integration: • Give recognition • Give the intern the opportunity to observe or work with other departments/areas of the organization. • Provide guidance of transferable skills • Include them in the newsletter – or better yet, have them write about themselves. • Provide opportunities for networking

10. Tips For a Successful Internship Program: • Setting Expectations • Developing an Agreement • Establishing Policies & Procedures • Setting Goals & Agreement • Tracking Progress • Feedback Process • Recognition & Rewards

11. Austin Children’s Museum Internship program

12. ACM PROGRAM GOALS • 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. • Provide meaningful work experiences that empower interns by assigning tasks that establish new skills, require accountability and meet high professional standards. • Support the career development of young professionals through mentorship provided by experienced ACM staff. • 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. • Provide support for departments and program by engaging young professionals and students who bring a fresh perspective to our work.

13. 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.

14. Developing tools • It’s worth the time investment to develop timelines, goals, intern training resources, etc. • Create “template” based tools that can be used by other positions and departments • Importance of Learning Contracts • Evaluation Tools • Some school programs will provide these tools • Use these as templates

15. Program Evaluation • Importance of goals • program goals and individual performance goals • Feedback for interns and supervisors • Manageable • MIDTERM • FINAL • EXIT INTERVIEW

16. 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.

17. 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.

18. Lessons Learned • Not everyone is a good intern supervisor • Not all projects are intern appropriate • Interns VARY greatly in their ability, enthusiasm, commitment, etc. Design positions for average- redirect poor performance and adapt and expand for those who excel! • What is a good role for an Intern? • Duration • Focus • Flexibility Things to think about: • Work space • Parking • Your TIME

19. Questions? • Resource packet is available • ACM Supervisor Manual • ACM Intern Manual • Sample Job Descriptions • Sample Learning Contract • ACM Evaluation tools • Midterm and Final Performance reviews • Exit survey