The document discusses the American Humanics Win-Win Internship Program which connects college students interested in nonprofit careers with nonprofit organizations. It notes the large size and economic impact of the nonprofit sector as well as the projected job growth. The program aims to address challenges nonprofits and students face in establishing internship connections. An effective internship program provides benefits for students, colleges, and nonprofits by linking theory to practice and potentially leading to employment.
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The Win Win Internship Program
1. The Win-Win Internship Program American Humanics, Inc. Preparing next generation nonprofit leaders
2. American Humanics is a national alliance of colleges, universities and nonprofits dedicated to educating, preparing and certifying professionals to lead and strengthen nonprofit organizations . American Humanics, Inc. Preparing next generation nonprofit leaders
5. Who’s in the room? Why are you here? What does “internship” mean to you? American Humanics, Inc. Preparing next generation nonprofit leaders
6. What is the nonprofit workforce? …and why would college student be interested in nonprofit internships? American Humanics, Inc. Preparing next generation nonprofit leaders
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11. Nonprofit jobs are available, desirable, and significant growth is projected over the next ten years. (See www.bridgespan.org) American Humanics, Inc. Preparing next generation nonprofit leaders
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14. An effective internship program will provide a vital link between your Learning for Life program and college students looking for ways to make a difference in your community. American Humanics, Inc. Preparing next generation nonprofit leaders
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19. Would an internship program work for your Learning for Life program? Q & A American Humanics, Inc. Preparing next generation nonprofit leaders
20. Resources American Humanics, Inc. Preparing next generation nonprofit leaders The Nonprofit Career Guide: how to land a job that makes a difference www.nonprofitcareerguide.org Total Internship Management Employers Guide and Supervisor’s Handbook www.internbridge.com
21. Richard Potter Vice President, Development & Communications American Humanics 1100 Walnut, Suite 1900 Kansas City, MO 64106 [email_address] (816) 561-6415 x.106 (800) 343-6466 x.106 www.humanics.org American Humanics, Inc. Preparing next generation nonprofit leaders For more information please visit www.humanics.org and contact:
Editor's Notes
Handout provides list by state Contact information available online: academic affiliate listing Search by state or zip code About 3000 students enrolled each year 600+ attend AHMI @300 earn certification annually @ 30-40% communities of color
City, State, Metro area… Connect to AH campuses on map Anyone already have an internship program? Ask participants to share internship experiences.
Refer to Nonprofit Career Guide: pg 19 “Researchers estimate…wages + volunteer time = $713 billion… just shy of Australia in terms of GDP… 16 th largest economy worldwide…”
Figures from the Urban Institute
Nonprofits as a whole represent a significant chunk of American economy Subsectors may have major differences; focus on the similarities: Governance Volunteers Fundraising, gifts, grants Common accounting practices Important to speak as a collective voice
Salaries in nonprofit sector actually comparable to many other industries Retail Education Small business management
2006 Bridgespan research Baby boomer retirement Many nonprofit CEOs plan to leave within 10 years Very few have transition plans in place 640,000 senior level management positions needed over next 10 years
Millennial Generation has many good reasons to pursue career in nonprofit sector: Civic Engagement Service-learning in schools Increase in AHMI 2009 attendance: 550 in 2008, 635 in 2009 (expected decrease) Desire to make a difference… somehow!
How does this compare to your Learning for Life program or BSA council?
Interactive session: get feedback from participants
Hand out job descriptions What are some projects that could be delegated to an intern? Projects you are already doing Projects you’d like to do but don’t have time or resources What departments lend themselves to an internship? Would a rotational internship work well in your Council? If so, how would you structure it? See TIM pp 59-60. If time, work with participants to outline potential job descriptions (see pages 148-165 in NCG)
Hand out Lindenwood document Theory to practice: fundraising or volunteer management classes Training, Supervision, and Orientation effectiveness is directly correlated to understanding the organization Procedures, policies, housekeeping, equipment Things you do without thinking (example: shared files on server, AH Group Drive) Reflection: Allow time for intern to reflect on experience; weekly, between projects, at end of internship Must be more than admin/grunt work; but it can/should include that (see TIM menial tasks p 55) If not regular, recurring, rotating, it doesn’t become part of organizational culture (AH example) How do you budget resources? Part time salary budget Work study: colleges required to use %-age of Work Study funds for community service; talk to Financial Aid Seek out a “capacity building” grant NextGen and ProCorps (handouts) See Compensation data, TIM, p 170-174; avg $12/hr. NextGen $15/hr. Other benefits, TIM pp98-99 Make sure organization recognizes the intern Formal introductions Include in staff meetings as appropriate Include in presentations to staff, board (Communications example, Jane Massey compliments) Appropriate employment Internship allows both parties to check out the other Is it a good fit? If yes, great. If no, maybe even better. Easier to let an intern go than an employee “low-risk recruiting”
See “working with universities” TIM pp 69-71 Best opportunities with AH affiliates; see handout w/map; discuss programs in proximity to participants Supervisory experience for younger staff Low risk Could help improve staff retention Diversity: pp 123-127 in TIM AH program: 30-40% communities of color NextGen: 47% communities of color What other benefits can you identify? See TIM pp 31-35
