Interning with the League of Women Voters: What are the benefits? What is the value?

1. Interning with the League of Women Voters:What are the benefits? What is the value? LWVUS Young People’s Taskforce

2. Young people intern for many reasons. • Looking to be part of reputable organizations • Resume building • Networking • Internships = Jobs (even if they aren’t with the League) • Looking to make a difference

3. What do interns bring to the League? • Energy!! • Fresh perspective • Expansion of the League’s network • Peer to peer engagement

4. What can the League do for potential interns? • Help train the new generation of civic leaders • Expand professional network • Build resume • Educational opportunity • Reinforcing college curriculum LWVUS summer 2013 interns had the opportunity to meet Rep. John Lewis at an event in Washington, DC.

5. An Intern is NOT: • A one time volunteer • Just administrative support • An acceptable replacement for an employee • Left without supervision or mentorship • Just technology support

6. An Intern IS: • A great addition to our democracy building team • A potential future League volunteer, member, leader • A source of new ideas, energy, enthusiasm

7. Legal issues to consider: • Laws vary state by state • know the requirements before you bring on an intern • Federal regulations primarily cover for-profit organizations • They are still good guidelines for Leagues

8. Department of Labor requirements for unpaid internships The following six federal criteria must be applied: • The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment; • The internship experience is for the benefit of the intern; • The intern does not displace regular employees, but works under close supervision of existing staff;

9. Department of Labor requirements for unpaid internships: • The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded; • The intern is not necessarily entitled to a job at the conclusion of the internship; and • The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

10. Create a clear job description. • Outline what you are looking for so you attract the right candidates • Clarity will help to manage expectations from the start. • Be flexible • If there isn’t someone for the precise project, is there another project that an intern could help with?

11. How do we find interns? • Advertising on college/high school campuses Newspapers, radio, listserves, in specific departments, etc. • Advertise at your events (sign up sheets specifically for intern opportunities) • Idealist.org

12. Advertising for interns BE SPECIFIC! – Give as many details as possible. Let prospective interns know precisely what the League is offering. BE HONEST! – Do not over state the goals of the internship. If it’s primarily an administrative internship, advertise it as such.

13. Beyond the political science department: • Other fields that interns could work in • Environmental Sciences • Women’s Studies • History • Consider the specific projects the League is working on and choose an intern whose interests match those projects.

14. The interview process: • Short: 15-20 min over the phone is enough • Straightforward: If you cover most of your expectations in your ad, you don’t need to get bogged down in details • Flexible: An interview does not guarantee an internship; you can say no.

15. Things to cover in an interview: • Availability • Interests • Knowledge of the League • Example questions: • What specific skills do you want to learn from this internship? • What three words best describe you? • Give me an example of a project you’ve worked on in a leadership role and you were really proud of the outcome.

16. Getting StartedThe supervisor and the intern must: • Create a schedule with consistent hours, start and end dates • Develop project goals • Create a check-in system • Outline expectations for BOTH the supervisor and the intern (consider an agreement/contract)

17. Level of Supervision • Who is responsible for the intern? • Manage expectations • Emerging leader position • Member availability • Ensure ahead of time that League members will be available • Interning is a learning experience • Mentoring • LOTS OF FEEDBACK • Give them a voice!

18. Giving interns a voice As interns gain experience create opportunities growth: • Allow them to speak to a group of student voters • Organize their own project • Write their own blog pieces/Voter Articles Give substantive opportunities and recognize their efforts.

19. On site internships • Interns need to be mentored, they cannot just work on their own. • On site internships tend to works best • Consistent supervision, interaction • Easier check-ins • More mentoring opportunities

20. Off site internships • Require: • More organization • Agreed upon project goals, intern journals, etc. • Intentional monitoring • Planned calls, regular email check-ins, etc. • Strict scheduling • Monthly, weekly or daily itineraries

21. Ensure a quality experience People are very good at networking among their peers: they will share information about their internship. + Positive internships = • Positive feedback spread through the intern’s network • New expertise • New links to the community • New members

22. Ensure a quality experience A bad experience for one intern can have ramifications well beyond that single internship. - Negative internships = • Negative feedback spread through the intern’s network • Loss of partnership opportunities • Damage to the League’s reputation

23. Course Requirements Most internships for course credit require: • Paperwork- specific details of the internship • Check-ins- proof that requirements are met • Reviews- final review of the intern/experience

24. After an intern leaves: • Get feedback on their experience • Ideas for making the experience better • Testimonials • Maintaining consistency in work flow • Transition from one intern to the next • THANK THEM! –publically if possible • Keep the intern in your circle! • Invite them to League events • Give them a gift membership for a year • Include them!

25. Questions?

26. For More Information: Contact the LWV Young People’s Taskforce • Co-chair: Amy Hjerstedt amy.hjerstedt@gmail.com • Co-chair: Melissa Currence currencem@gmail.com • LWVUS Internship Coordinator: Shauneen Grout sgrout@lwv.org