Transform YourInternship Program:  Tips for Recruiting, Managing and     Evaluating Your Student Talent                   ...
Complete this thought:We really could use an intern…                     Center for Nonprofit                     Communic...
Introductions                Center for Nonprofit                Communication Conference                2012
Recruiting Interns                     Center for Nonprofit                     Communication Conference                  ...
Identify   needs of organizationDevelop    a job/internship descriptionPaid vs. unpaid? ( Refer to DOL Fact Sheet #71)...
Faculty   MembersProfessional   OrganizationsJob   FairsCurrent/Former     InternsUniversity    Career Centers ◦ Inte...
Review   applications/resumesSchedule   interviewsCheck   referencesExtend   an offerSelecting an Intern              ...
Managing/Mentoring Your Interns                      Center for Nonprofit                      Communication Conference   ...
If the student is earning credit, make sure you know the expectations/requirements of the institution (Drury internships)...
A qualitative study reveals: ◦ Exposure to field of study ◦ Perform mundane vs. meaningful tasks ◦ Acquire relevant skills...
Clearly    define expectations ◦   Work schedule ◦   Timekeeping ◦   Dress code ◦   Other company policies      Social m...
Invitethem to professional organizations/ meetingsInclude them in meetings when appropriateAsk   for their feedback/ide...
Too Little Time – to recruit, mentor, teach, delegateInterns/new  grads not receptive to constructive feedback ◦ Dress/A...
Evaluating the Intern’s Performance                          Center for Nonprofit                          Communication C...
McDonough,     Rodriguez, and Prior-Miller Study   (Journalism & Communication Educator, 2009)Compared     assessments: ...
Traits                       Behaviors Professionalism                 Use skills, demonstrate  (prepared, punctual, mat...
Feedback   that focuses on who a person is (traits) does not necessarily change what a person does.Review performance ev...
   Behavior-based appraisal:    Produces well-written and accurate media monitoring reports.      Never    Rarely   Somet...
 Providea written job description and orally review the details of the description Examine your assumptions about the ca...
Questions and  Discussion      Center for Nonprofit      Communication Conference      2012
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Regina ppoint

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  • Supervisors and interns became more congruent on competencies (work related tasks and knowledge) Students tended to rate their own performances higher than the supervisors ’ ratings.
  • Transcript of "Regina ppoint"

    1. 1. Transform YourInternship Program: Tips for Recruiting, Managing and Evaluating Your Student Talent Tina Moore Regina Waters Jill Wiggins Drury University Center for Nonprofit Communication Conference 2012
    2. 2. Complete this thought:We really could use an intern… Center for Nonprofit Communication Conference 2012
    3. 3. Introductions Center for Nonprofit Communication Conference 2012
    4. 4. Recruiting Interns Center for Nonprofit Communication Conference 2012
    5. 5. Identify needs of organizationDevelop a job/internship descriptionPaid vs. unpaid? ( Refer to DOL Fact Sheet #71)Who will supervise the intern?Will you require the student to earn college credit?Preparing to Recruit Center for Nonprofit Communication Conference 2012
    6. 6. Faculty MembersProfessional OrganizationsJob FairsCurrent/Former InternsUniversity Career Centers ◦ Internship Coordinators ◦ Job Databases (Optimal Resume)How to Recruit an Intern Center for Nonprofit Communication Conference 2012
    7. 7. Review applications/resumesSchedule interviewsCheck referencesExtend an offerSelecting an Intern Center for Nonprofit Communication Conference 2012
    8. 8. Managing/Mentoring Your Interns Center for Nonprofit Communication Conference 2012
    9. 9. If the student is earning credit, make sure you know the expectations/requirements of the institution (Drury internships)Signing appropriate paperworkCorresponding with faculty/internship coordinatorEvaluationsCollege/University RequirementsCenter for Nonprofit Communication Conference 2012
    10. 10. A qualitative study reveals: ◦ Exposure to field of study ◦ Perform mundane vs. meaningful tasks ◦ Acquire relevant skills ◦ Career advancement ◦ CompensationExpectations of Interns Center for Nonprofit Communication Conference 2012
    11. 11. Clearly define expectations ◦ Work schedule ◦ Timekeeping ◦ Dress code ◦ Other company policies  Social media, etc. ◦ Start and end dates for internshipDetermine goals for both you and the internProvide appropriate orientation and trainingSetting the Tone Center for Nonprofit Communication Conference 2012
    12. 12. Invitethem to professional organizations/ meetingsInclude them in meetings when appropriateAsk for their feedback/ideasProvide regular feedbackProvide ongoing trainingMentoring Your Interns Center for Nonprofit Communication Conference 2012
    13. 13. Too Little Time – to recruit, mentor, teach, delegateInterns/new grads not receptive to constructive feedback ◦ Dress/Appearance/Professionalism ◦ Quality of Work/Writing Skills ◦ Interpersonal SkillsProblems with written evaluation toolsChallenges FacingMentors/Supervisors Center for Nonprofit Communication Conference 2012
    14. 14. Evaluating the Intern’s Performance Center for Nonprofit Communication Conference 2012
    15. 15. McDonough, Rodriguez, and Prior-Miller Study (Journalism & Communication Educator, 2009)Compared assessments: midterm & end Onfinal evaluation, interns rated themselves higher in the areas of: - interpersonal skills (comm. with others/take direction/accept constructive criticism) - professional conduct (punctual/dress/initiative)Comparison of Intern & SupervisorRatings Center for Nonprofit Communication Conference 2012
    16. 16. Traits Behaviors Professionalism  Use skills, demonstrate (prepared, punctual, mature) competency  Attention to Take initiative (self- starter, curious) detail/accuracy  Respond to directions Good communicator  Timeliness/punctuality Attitude/willingness to Results learn & grow  Getjob done, complete defined tasks, meet Ability to learn goalsSupervisor/Mentor Evaluations:Traits Seem to Trump Behaviors & Results Center for Nonprofit Communication Conference 2012
    17. 17. Feedback that focuses on who a person is (traits) does not necessarily change what a person does.Review performance evaluation tools to determine if there appropriate emphasis on behaviors and results.Fine-tuning PerformanceEvaluation Tools Center for Nonprofit Communication Conference 2012
    18. 18.  Behavior-based appraisal: Produces well-written and accurate media monitoring reports. Never Rarely Sometimes Frequently Almost Always Results-based appraisal: Number of donations collected for XYZ Fundraiser: ____ (expected range: 30-40) Trait-based appraisal: Cooperativeness: Very Low Low Average High Very HighSample Evaluation Questions Center for Nonprofit Communication Conference 2012
    19. 19.  Providea written job description and orally review the details of the description Examine your assumptions about the cause of undesirable performance or behavior Provide written and visual guidelines for workplace dress: ◦ Don’t assume consistent interpretations of business and business casual ◦ Provide rationale for policiesAdditional Tips forMentors/Supervisors Center for Nonprofit Communication Conference 2012
    20. 20. Questions and Discussion Center for Nonprofit Communication Conference 2012
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