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Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
Regina ppoint
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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

    • 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. Complete this thought:We really could use an intern… Center for Nonprofit Communication Conference 2012
    • 3. Introductions Center for Nonprofit Communication Conference 2012
    • 4. Recruiting Interns Center for Nonprofit Communication Conference 2012
    • 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. 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. Review applications/resumesSchedule interviewsCheck referencesExtend an offerSelecting an Intern Center for Nonprofit Communication Conference 2012
    • 8. Managing/Mentoring Your Interns Center for Nonprofit Communication Conference 2012
    • 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. 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. 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. 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. 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. Evaluating the Intern’s Performance Center for Nonprofit Communication Conference 2012
    • 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. 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. 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.  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.  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. Questions and Discussion Center for Nonprofit Communication Conference 2012

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