Come hear how to design and implement a successful internship program from a team that's built a great model in Dallas through a partnership between the Dallas Independent School District and Capital One.
Introduce Lynda, Courtney, Shelia – we are here today to share some of our lessons learned, we want this to be an interactive session with you, the audience. Poll of audience – how many are educators, show of hands, how many are corporate, small business, Etc.
It is important to have a sponsor that can influence the organization both from a budget standpoint and from a resource perspective. Because high school is often outside typical corporate parameters, there are corporate policies and procedures that need to be reviewed, primarily HR ( hiring under 18 years of age), and Security Screening, and what needs parental consent. A resource is needed to engage these question with the corporation
One week orientation is exposure to leaders, previous interns now employed,
Initially we thought we only had themes in IT and finance that fit our business. But after reviewing NAF website information, we realized that we have a large “events” team that continually plans a wide array of events for our community and our customers. These events mesh with hotels, catering, travel… it was a good fit that we didn’t expect to find
Talk about our program structure in basic terms: Intensive onboarding, Managers, Buddies, Professional Fridays, Cost; talk through how this was just our take on a program. It can be right sized from 1 to any size. Throw out some basic cost numbers for low cost version vs. high cost version. Make sure we emphasize that this doesn’t include transportation… since DISD provided transportation Three themes that we want to touch on – These are the big chunks that make a good program – Shelia- your input here -- do these feel right to you?
Talk through the aspect of planning your program around the student basics components: Start with quality rather than quantity. Use the first success to build into a bigger program. Questions to answer: How many is our Company willing to sponsor, what kind of manager support can we get. Does your company have work experience that directly relates to the academy themes? Lynda to do more thinking here.
Shelia’s perspective. Meaningful results from our meetings from teacher perspective Talk about the ideas we created together: Application process, creating a project that they can use when students return, Temp service, teachers assisting with paperwork
Go through some corporate obstacles we had get through like the no hiring under 18 policy, the transportation issue, wrapping our heads around parental consent for everything, etc.. Lynda to talk through this
Shelia- other stuff here?
Lessons Learned on the Journey to Create a Great Intern Program
Capital One Internship Program –
Lessons Learned on our Journey
• Introduction s
• Audience composite
• Educators, Corporate , Administrators
Welcome to our interactive discussion on internships
Our President, Sanjiv Yajnik , had a very clear and compelling
vision when we started last March….
Create an intern program that truly reflects the excellence
and intent of NAF Gold Standards, and Capital One
With an add on…
Create a scalable process that we document for other
companies to use
And another add on…
Let’s start with 10 internships!
Our journey started with a great sponsor… yours
Major program elements consist of robust and relevant
business exposure in addition to their daily work
First week – deep orientation
Professional Speaker Fridays
Managers – Day to Day
We’ve built in multiple support structures to give a
variety of perspectives and viable networking
We were surprised at how many themes we could
relate to our business
We landed on IT, Finance and Hospitality
It’s all about the students – build your internship around a real
work experience; recruit passionate advocates as managers
Show up and partner with the Academies – Get to know the
Academy teachers, their process, and what you can do together
to make the process easier and consistent across multiple
Start early, it takes longer than you think!
HR hiring policy for under 18
Security screening process#NAFNext2014
Lessons learned – In a nutshell