HOSTING AN EFFECTIVE SUMMER INTERN PROGRAM

3/21/2014

What is your Objective?

Test-running future hires Completion of short-term tasks & projects Contribute to career exploration Benefit from cost-effective & flexible workforce Tap into source(s) of innovation and process

improvement The list goes on. Not sure of your objective?

Give it some thought!

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Begin with the End in Mind-Stephen Covey

Choosing the right tool for the job:Methods of Test Driving Emerging Talent

Part Time / Project Work Internships Apprenticeships

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Connecting with Emerging Talent

Regional Online Outlets: Register, Post Ohio State: www.BuckeyeCareers.osu.edu (All OSU colleges) Ohio Dominican, Ohio Wesleyan, Capital, Wittenberg, Otterbein, Urbana:

www.COCJobline.org Ohio University: https://ohio-csm.symplicity.com/employers/ Dennison University: https://denison-csm.symplicity.com/employers/ Franklin University: http://www.franklin.edu/lp/jobboard/ www.ColumbusInternships.com – 3000+ local students annually

Statewide, National Platforms www.internships.com www.internmatch.com – pushes matches www.internsushi.com – pushes matches www.interninohio.com – pushes matches www.collegerecruiter.com – pushes matches ($)

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Connecting with Emerging Talent

Campus Recruiting: Create Awareness, Identity Career Fairs (Free - $$$) Info Sessions Custom Programming (work with career office for special integration)

e.g. Fisher’s “Industry Clusters” initiative On Campus Interviews

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Connecting with Emerging Talent

Formal (Matched) Programs Third Frontier Internship Program, Ohio DSA – STEM students (Rolling) –

Subsidized up to $3000 (Advanced Energy; Advanced Manufacturing; Advanced Materials; Bioscience; Information Technology; Instruments, Controls and Electronics; and Power and Propulsion)

Export Internship Program, Ohio DSA – Students to research feasibility of exporting your product (Summer Interns, Winter apply date for employers) – Subsidized up to $3000

CSCC IT ART Internships – Fully Subsidized (Network Admin, Software Dev, Database, IT Support)

CSCC Integrated Marketing & Tech; Entrepreneurship Internships OSU/Fisher Wheeler Internship Program – Business planning, housed in

entrepreneurship education (Summer Interns, January apply date for employers) John Glenn High School Internship Program (Spring internships. Winter

application) Columbus City Schools / Junior Achievement Internships – Variety of

Disciplines IT @ UA (Coming 2014-2015 School Year) – At Upper Arlington, drawing Grandview,

Hilliard HS students Growing Young Columbus – JFS/OSU students, all disciplines, coached, vetted

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Timeframe

All institutions are now on semesters: Spring Commencement: May 3 - May 18 Autumn Class Start: August 15 – August 28 (Most

25th)

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Engaging Young Talent:Millenial Considerations

A few tips from Inc Magazine: Over-communicate. All the time. Go heavy on the rewards--and the

punishments. Set the quality bar high Keep accountability consistent and crystal

clear Be willing to meet halfway

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http://www.inc.com/steve-cody/dealing-with-millennial-employees.html

Deep Dive: “Internship” Defined

Here’s a commonly accepted definition of “internship:” NACE – National Association of Colleges and Employers

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.

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Deep Dive: Internship Components

Learning Objective and Outcomes Limited, defined term Mentorship Learning & Development Expectations & Orientation/Onboarding Wages – generally, required Recruitment

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Internship Implications

Internships come from academia; students and academics approach the word “intern” with expectations around coaching, development, and learning outcomes.

“Internships” are a production. They require planning, clear goals, parameters, evaluation, staff allocation, and regular attention. Produced effectively, they will attract top students, and create talent pipelines or communities.

“Internships” aren’t for every organization, but part-time work (real world experience) is also valuable for college students and academics.

Internships can occur year round by planning ahead and piecing together terms. Some students will agree to work more than one term.

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Wages: “Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act”

BackgroundThe Fair Labor Standards Act (FLSA) defines the term “employ” very broadly as including to “suffer or permit to work.” Covered and non-exempt individuals who are “suffered or permitted” to work must be compensated under the law for the services they perform for an employer.

Internships in the “for-profit” private sector will most often be viewed as employment, unless the test described below relating to trainees is met. Interns in the “for-profit” private sector who qualify as employees rather than trainees typically must be paid at least the minimum wage and overtime compensation for hours worked over forty in a workweek.

The Test For Unpaid InternsThere are some circumstances under which individuals who participate in “for-profit” private sector internships or training programs may do so without compensation. The Supreme Court has held that the term "suffer or permit to work" cannot be interpreted so as to make a person whose work serves only his or her own interest an employee of another who provides aid or instruction. This may apply to interns who receive training for their own educational benefit if the training meets certain criteria. The determination of whether an internship or training program meets this exclusion depends upon all of the facts and circumstances of each such program.

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The following six criteria must be applied when making this determination:

1. 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;

2. The internship experience is for the benefit of the intern;

3. The intern does not displace regular employees, but works under close supervision of existing staff;

4. 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;

5. The intern is not necessarily entitled to a job at the conclusion of the internship; and

6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

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Wages: “Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act”

Engaging Emerging Talent through Internship Experiences Assumptions Organizational Readiness Roles Deserving of Interns Mapping the Experience Effective On-Boarding &

Orientation

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Performance Management Staying Engaged I’m All Out of Work!  Focus on Development A Successful Conclusion

Assumptions

Compensation & Benefits Organizational Commitment

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Organizational Readiness

Pre-Internship Prep Assign manager who can allot time for regular feedback Review program dates/timeline Determine budget/wages Determine projects, prep work to be delegated (outline

intern work plan) Determine/coordinate learning topics (for example, lunch

with a department head to discuss a particular business function

Assign space, technology, supplies (including usernames/passwords)

Share internship set-up with staff/review intern’s responsibilities

Communicate start/end dates with intern and staff

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Roles Deserving of Interns

Intern work plan; figure it out up-front Minimize menial tasks Appropriate mix of short and long-term projects Emphasis on Experiential Learning Work is OK Balance individual and collaborative assignments Challenging, meaningful and value-added Allow for soft-skill development

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Mapping the Experience

Ultimate Goal: Create a Calendar Week 1: Manage Expectations Upfront Discuss key deliverables & milestones Feedback & review (e.g. weekly touch-points, formal

reviews, etc.) Meetings (e.g. internal, vendors, suppliers, clients,

etc.) Personal / Professional development opportunities Company outings Community connection opportunities Summer wrap-up

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Effective On-Boarding & Orientation

Emphasis on week #1, starting solid Leverage existing programs Internal overview Introductions (internal & external) Tour of facilities Social component (team lunch or afternoon coffee

break) Review calendar Review goals, expectations and overall intern work

plan Ask the intern…What are you hoping to achieve this

summer?

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Performance Management

Leverage existing practices when possible Regular feedback / Millennial expectations Be Objective

Support with data / examples Incorporate Multiple Perspectives

Includes self & 360 Mid- and End-of-Summer

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Staying Engaged

Stick to the plan “Programmed engagement”

If it’s on the calendar, it will happen Share the wealth Staying engaged requires staying connected Mix it up; be spontaneous

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I’m All Out of Work

Likely to happen Turn to the intern

What have you seen that we do… What had you hoped to do this summer…

Examine quality / performance against objectives Speedy completion may not equal quality outcomes

Remember: short and long-term projects A good mix is key

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Focus on Development

It’s all about them Internships are opps. for career exploration Have a plan

Emphasize Technical Skills / Behaviors Broker / facilitate their experiences Integrate into the perf. mgt. / feedback process Internal & external opportunities / leverage

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A Successful Conclusion

What did you set-out to accomplish? Close-out all projects / tasks; transition as

needed Administrative steps Final Review Celebrate! What next?

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Intern Services

InternAdvantage Module Covers soft skills and essential Microsoft Office tips

& tricks for quicker ramp up, just in time for summer start dates: May 12, 19, June 2 ($99/seat)

Register and Post Positions www.columbusinternships.com

Intern Program Consulting Contact Dessa Augsburger at

dessa_augsburger@columbus.org

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