Lockheed Martin hires many interns each summer and have developed a successful internship program and hiring process. In this presentation we will discuss a soup to nuts internship programming, from interviews to end of summer capstone projects.

1. LOCKHEED MARTIN
Internship Program

2. AERONAUTICS
INFORMATION SYSTEMS &
GLOBAL SOLUTIONS
MISSILES & FIRE CONTROL
L O C K H E E D
M A R T I N
C O R P O R A T I O N
MISSION SYSTEMS & TRAINING SPACE SYSTEMS INTERNATIONAL
Washington Technology Top 100
(20 Consecutive Years)
IT
PROVIDER
#1
Federal Computer Week (2012)
SYSTEMS
INTEGRATOR
Washington Technology (2012)
DEFENSE
CONTRACTOR

3. P O R T F O L I O S
COMMERCIAL
MARKETS
CIVIL
DEFENSE &
INTELLIGENCE
GLOBAL
SOLUTIONS
Offering our proven
solutions to a new customer
set
Administration priorities by
delivering complete citizen
services
Intelligence decision
advantage through
innovative technology
Aligning One LM across
the Globe
LM
• 113,000 Employees
IS&GS
• 28,000 Employees
• 7,700 Advanced Deg.
• 18,000 Cleared
• 50 States
• 11,000 Suppliers

4. World’s Air Traffic
Managed by Our Systems
Air Force Users Use
Our Secure Portal
SSA Benefits
Processed Annually
I N F O R M A T I O N
S Y S T E M S &
G L O B A L
S O L U T I O N S
Signal Pulses Processed in 8
Hours From Electronic Devices
Fingerprints Examined
in Less Than 6 Minutes
Citizens Protected
at National Events
Census Forms
Processed in 2010
Operational Messages
Managed Per Day
Cyber Attacks Defended Each Month
on Government Networks
60% 1M $600B
1.5M 93M 5M
200M 1M 2B

5. PROTECTING THE ENTERPRISE
• 123,000 Employees
• 70,000 Scientists, Engineers and IT
Professionals
• Global Operations: 572 Facilities in
over 63 Countries
• 6x OC-12 Internet pipes
• ~200TB full packet capture storage
• 300 million web requests/day
• 1.2 million Web Proxy Connections
per day blocked
• 3.3 million IP addresses
• 145,000 managed desktops
• 1.75 billion sensor events/day
• 30 million emails/day
• 800,000 Active Directory Objects
Largest Defense Contractor, Highly Targeted by Adversaries

6. LOCKHEED MARTIN LOCATIONS

7. AFFORDABILITY BUILD TALENT PIPELINE EMPLOYEE MORALE
I N T E R N S H I P
P R O G R A M
V A L U E
 Interns are low cost labor for projects
that need extra support
 Interns cost on average 50% less than
entry level employees
 Professional Development of interns
ensures a future talent pool for a
growing enterprise
 Regular Employees often volunteer to
be mentors or “buddies” to interns
 Interns bring a change of pace to the
office

8. Cloud
Cyber
Collaboration &
Communication
s
Operations
Engineering &
Architecture
STEM
Big Data
Service
Management
D O M A I N
A S S I G N M E N T S
I N T E R N S A R E D E P L O Y E D A C R O S S T H E C O R P O R A T I O N

9. TECHNICAL PROJECTS COMMUNICATION & COLLABORATION
RESEARCH AND DEVELOPMENT BUSINESS OPERATIONS
I N T E R N
A C C O M P L I S H M E N T S
• Research Green IT Energy and Biotech
• Capture and track opportunity pipeline
for future business
• Collection and analysis of competition
data
• Facility and asset management
• Build websites in SharePoint and
WordPress
• Coordinate and execute Professional
Seminars
• Identify and create training resources
• Internal and external Communication
support (marketing, articles, event support)
• Key business capabilities: Cyber Security,
Enterprise IT, Engineering, Professional Service
• Network Ops and Laptop Encryption
• Troubleshot test scripts and developed scripts
for Windows 2003, 2008 and Linux
• Installation of COTS and FOSS tools
• Cloud Computing Project with local county
• Android Application – GeoLocation
• Work with Enterprise Architecture

10. PROFESSIONAL
DEVELOPMENT
MENTORING EXECUTIVE OUT BRIEF
I N T E R N S H I P
P R O G R A M
C O M P O N E N T S
Provide training and workshops Pair interns and employees together
and develop lifelong mentoring skills
Opportunity to brief executive
leadership on outcomes of intern
projects

11. D E T A I L E D
P R O F E S S I O N A L
D E V E L O P M E N T
F U L L S U M M E R O F T R A I N I N G A N D P R O F E S S I O N A L D E V E L O P M E N T
• Business Development and Strategy Session
• Off Site Networking and Social Event with managers and entry level professionals
• Lunch and Learn sessions on:
• Cyber Security
• Integration & Test
• Agile Software
• LM Business Areas
• LM’s leadership development programs
• Career stories (all levels of employee)
• Compliance Training
• Ethics training
• Proper labor charging
• Harassment in the workplace
• Insider trading
• Workshops:
• Professional Presentations and Appearance
• Communication, email, and meeting etiquettes
• How to be a mentor/mentee
• Résumé writing and interview skills
• Facility tours

12. M E N T O R I N G
M E N T O R I N G I S E N C O U R A G E D A T A L L L E V E L S O F L O C K H E E D M A R T I N
• All interns are paired up with more senior employees in a buddy system
• Assigned based on background, interest, aspiration, and levels of
experience
• Buddies are there to help with the transition into the workforce
• Professionally
• Mental adjustment
• Lessons learn
• Academic advises
• Life coaching
• Adapt to local environments
• Mentoring is a life long relationship we help connect and cultivate
• Mentoring is an Lockheed Martin focus for all level of employees
• Employees enjoy mentoring of interns

13. E X E C U T I V E
O U T B R I E F
T R E A T E D L I K E A R E G U L A R E M P L O Y E E
- Annual presentation to the executive level to summarize the contributions
and impact of each intern’s project
- Value to Company
- Realize the impact achieved by interns
- Affordability, efficiency, reverse mentorship, and talent development
- Handling of non-urgent but critical tasks
- Value to Interns
- Soft skill development including presentation, public speaking,
networking, professional behavior
- Recognition of achievement and the meaning behind work
- Enhance the brand of the internship program for future sponsorship of
interns

14. E X E C U T I V E
O U T B R I E F
E X A M P L E O U T B R I E F S

15. Use Jeff’s picture here

16. L O C K H E E D
M A R T I N
I N T E R N S H I P
P R O G R A M
INTERNSHIP HIRING PROCESS

17. H S I N T E R N
H I R I N G
P R O C E S S
Timeline Countdown
Week-10 Week-8 Week-6
Start End
Alert HRBP
of the
requiremen
ts to hire
HS intern
Inform HR
and
Recruiters
on HS
Program
Open HS intern requisition for
Tech or Non-Tech position – NO
POST
Notify and coordinate with HS
coordinators and POCs to begin
to obtain their top students
Lockheed Martin Program Leads
Intern Selection Process: Identify
the requirements to hire from
STEM focused curriculum program
in the HS (i.e. AOIT). Work with HS
POCs to obtain resumes
High School Coordinators
Notify HS
POCs of
selection
process for
HS
Candidates
HS to provide
student
resumes to LM
Notify HS coordinators of chosen
candidates to be interviewed. HS
coordinator will notify student
Schedule interviews and be
sensitive to class scheduling. Go
through coordinators and POC.
30 min interviews with candidates
During interview students are notified of hiring
timeline and that a Recruiter will be in contact
with them. They are also reminded of the work
permit. The HS coordinators are responsible
for obtaining a State Work Permit for
students under the age of 17. Permit must be
presented at orientation where HR will sign and
provide copies back to student.
Resource Notes
Recruiter notifies student by
phone (not during HS hours) the
process and steps they will go
through during hiring efforts
LM Recruiter
Student
Accepts?Yes No
Recruiter
Notifies
student to
complete
Online
application
Recruiter
sends job
information
packet to
student
Once Recruiter receives completed
packet:
1. Schedule Student Drug Test
2. Obtains available start date and
communicates to PM & HR
Job Packet:
• Job Contract
• Medical
Release
• Drug Test
Information
HR coordinates start date with hiring
manager

18. I N T E R N
E X P E R I E N C E S