Indiana inter nnet presentation


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  • This presentation will focus on how increasing the number of internships can increase your placement numbers and how a new program of the CHE may help students with financial need find internships.
  • Welcome. I’m Janet Boston with IIN and this is Amanda Stanley with the CHE. We are your presenters today. First, I always like to start by knowing a little about the audience.
    I see many familiar faces in the room. By show of hands, how many of you are familiar with Indiana INTERNnet? How many of you use it in your work?
    Indiana INTERNnet staff are available to assist you in setting up your accounts, showing you how to use your workspace to track your students’ internships through our program and to clean up duplicate organizations. Please stop by our table sometime during the day, and Ann Mears and Katie Coffin will assist you.
  • Before we begin, I have an important announcement to make.
    Each year, Indiana INTERNnet celebrates internship success through the IMPACT Awards at an awards luncheon. IMPACT Awards are given in these categories.
    Nominations forms are on line at or we have several copies with us at the conference. We received close to seventy nominations last year and IU’s Sara Pennington-Busick was awarded Career Development Professional of the Year.
    Registration for the event is open. We’re excited to have Peter Dunn, aka Pete the Planner as our keynote speaker and Gerry Dick is always wonderful to Emcee the event. With close to 250 attendees we outgrew our space at the Eiteljorg Museum of American Indians and Western Art and are pleased to hold the event on the campus of our title sponsor Ivy Tech Community College. I hope you will make several nominations and attend the luncheon.
  • A couple of facts that are important framework for the presentations today.
    Graduates follow jobs and internships often lead to jobs.
    According to the 2013 Internship & Co-op Survey conducted by NACE, intern hiring will increase by 2.7 percent this year. More than one-third of respondents’ total 2012-2013 expected new college hires will come from that organization’s internship and co-op programs. Less than last year’s percentage of 40%, this year’s figures still represent a significant portion of new recruits originating from these programs.
    The conversion rate for interns dropped this year to 48.4%. The conversion rate in 2012 was an all-time high of 58.6%. Contributing to the decline in the conversion rate is the fact that employers made full-time offers to 56.5% of their interns, compared to 60% last year. While fewer offers were made, the acceptance rate remained almost unchanged, going from 86.5% last year to 85.6% this year. Retention rates are also higher for full-time hires coming from an employer’s own internship/co-op program.
    Shows the increased importance of internships for students. Also for employers’ recruiting efforts.
    Just over 55 percent of the Class of 2012 took part in an internship or co-op at some point during their college career, according to the results of NACE’s 2012 Student Survey. That’s up slightly over last year: Approximately 52 percent of the Class of 2011 reported having an internship/cop-op experience.
    Indiana INTERNnet conducted a survey of employers, recent alumni and soon to be graduates earlier this spring. Nearly 55% of employer respondents considered a relevant internship to be either important or very important when hiring recent college graduates. Moreover, 59% agreed strongly or moderately that their internship program is an important tool to recruiting entry-level employees.
  • What is an internship.
  • Increased Productivity
    We often hear from employers that it takes more time to supervise an intern that it is worth. First, increased productivity is not the only reason to have an intern, but I can assure you that interns can increase productivity.
    Assuming an eight-hour work day, employing just one intern for one semester can increase your organization’s productivity by 7.5 work days.
    Refer to chart. This is conservative.
  • Reduced Recruiting Costs
    More and more employers are utilizing their internship programs as a key component of their recruiting efforts. Extended interview. A time to learn if the individual is capable of doing the work and if they fit the culture of the organization. And, correcting a poor hiring decision can be extremely costly.
    Gain Fresh Perspectives
    Interns bring new ideas to the table. And they often have current skills that other employees may not have: social media, technology, etc.
    Remain Competitive Within Industry
    In highly competitive fields such as information technology and engineering, your competitors are hiring interns, so you may be left behind if you don’t do so too. I had an employer tell me the other day that students were expecting that they offered internships.
    Exhibit Corporate Citizenship
    Mentor our youth.
    Increase Diversity Within Organization
    When we say diversity, it could mean many things: ethnicity, race, gendor, age, etc.
    Offer management experience to employees working as intern supervisors
    Staff development benefits.
  • Traditionally, we think of internships as a semester-long experience. Internships can be defined to meet the needs of your organization.
  • I cannot stress enough that you know the Department of Labor rules regarding intern compensation. Fact Sheet #71 is reprinted in the Employers Guide. We are following several lawsuits initiated by interns (both paid and unpaid).
    EARN partnership with the CHE.
  • We encourage students to participate in as many internships as they can. Often, they say to us at career fairs that they don’t need an internship until the summer between their junior and senior year. They are only thinking about the required internship—not the many benefits they would gain from others.
  • We are in our 12th year.
    Began as a result of brain drain research conducted by the Indiana Chamber of Commerce showing that Indiana was losing its talent to other states because students couldn’t obtain employment.
    We have already shown the NACE statistics regarding the positive correlation between internships and employment.
    Began as a central Indiana initiative—a partnership between the Indianapolis Chamber of Commerce and the University of Indianapolis. About five years into the program, became a state-wide initiatives, formed a 501(c)3, and aligned with the Indiana Chamber of Commerce as our management partner.
    We are additional resource for your students.
  • Workforce development and economic development initiatives. Stress new regional initiatives.
    Partnerships such as the one with the Commission for Higher Education and TechPoint.
    Partnership with Intern Bridge to provide content for employers and educators.
    IMPACT Awards recognize…
    250 attendees
    Approximately 70 nominations
  • High Tech Services
    Blogs (Guest & Staff Entries)
    News updates
    Social media: LinkedIn, Facebook, Twitter, YouTube, Pinterest.
    Relaunched in May 2011 with increased searching, matching and tracking capabilities. We encourage all of you to register your organizations and post your internships on our website. If you need assistance, we will be pleased to help. Just contact us.
  • Underlying these statistics:
    Minimal promotion and outreach
    Lack of differentiation from FWS
    Cumbersome search process (chief complaint from current employers)
    Ultimately, the program does not “sell itself”
  • “Now is the time for Indiana to lead this change into experience based learning, while driving linkages from these learning experiences into career opportunities within Indiana’s economy. The Commission for Higher Education is uniquely poised to be a catalyst for defining and identifying experiential opportunities and the proper approach to recognize and incentivize them.”
  • Tying the student eligibility to the Big 3 programs creates an additional selling point for employers: these students have performance requirements in addition to financial need.
  • Employers will have the option of limiting applicants to only EARN-eligible students.
  • Indiana inter nnet presentation

    1. 1. Increasing Internships, Increasing Placement: Focusing on the Students with Financial Need
    2. 2. Presented by Janet Boston, executive director, Indiana INTERNnet and Amanda Stanley, director of program relationships, Indiana Commission for Higher Education
    3. 3. IMPACT Awards • Intern of the Year High School College Non student (at time of internship) • Employer of the Year For-profit Nonprofit • Career Development Professional of the Year
    4. 4. The Facts Fact Jobs are the #1 reason Indiana attracts and/or retains young professionals Fact Internships lead to job offers, according to NACE’s 2013 Internship & Co-op Survey
    5. 5. Internships Defined An internship is a form of structured and supervised experiential learning that provides students practical experience in their chosen fields
    6. 6. Internship Elements • • • • • Learning objectives Observation Reflection Evaluation Assessment
    7. 7. Employer Benefits • Increased productivity
    8. 8. Employer Benefits • • • • • • Reduced recruiting costs Gain fresh perspectives Remain competitive within industry Exhibit corporate citizenship Increase diversity within organization Offer management experience to employees working as intern supervisors
    9. 9. Internships “Redefined” • Internships: short-term, projectbased, virtual, traditional • Interns: post-degree, non-degree, career-changers, returnship, graduate students
    10. 10. Quality Internships • • • • • • Resume/portfolio building assignments Provide professional development Exposure to community Offer/invite to social activities Provide access to leadership Mentoring: meetings at least bi-weekly
    11. 11. Compensating an Intern • Know what competition offers • Parking, lunch, housing, equipment, rewards programs, scholarship money • Stipends, academic credit • Abide by laws (Fact Sheet #71)
    12. 12. Why Intern? • Apply academic coursework to the professional world • Explore career interests • Enhance responsibility/transferable skills • Build resume/portfolio • Expand network to gain full-time employment prospects
    13. 13. Why Indiana INTERNnet? • Brain Drain Research • Internships  Employment • Indiana INTERNnet program established
    14. 14. Indiana INTERNnet’s Mission Statement Indiana INTERNnet exists to increase the quantity and quality of experiential learning in the state of Indiana in order to retain top talent
    15. 15. Accomplishing Our Mission Indiana INTERNnet is a FREE internship-matching program linking individuals seeking internships, Indiana employers, and Indiana high schools, colleges and universities We provide high-touch and high-tech service to anyone seeking or promoting an internship
    16. 16. High Touch Services • • • • • • Employer assistance Resource Guides Career Fairs Internship Hotline/Feedback Button Awards Community Engagement
    17. 17. Student/Employer Workspaces Feedback Button Educator Workspace Forgot Password Tutorial Search Different Industries Search By Indiana Region Search by Keyword
    18. 18. Questions, Anyone? Contact: Janet Boston Executive Director, Indiana INTERNnet (317) 264-6862 Connect with Us:
    19. 19. EARN Indiana Revamping the State Work Study Program Amanda Stanley Director of Program Relationships Commission for Higher Education
    20. 20. Today’s Agenda • Background: Why change work study? • Thomas P. Miller & Associates analysis • Introducing EARN Indiana
    21. 21. Why change work study?
    22. 22. TPMA Recommendations • Key Recommendation: Use program to promote experiential learning • Other structural recommendations: – Extend employer eligibility to private companies – Keep it simple – Consider priorities – Coordinate and leverage federal resources – Reexamine student eligibility requirements
    23. 23. TPMA Recommendations • Marketing – Communicate more proactively with students – Increase recruitment assistance – Rebrand the program • Program Improvements – Establish more rigorous evaluation process – Provide more employer support – Establish employer participation guidelines
    24. 24. EARN Indiana (Employment Aid Readiness Network) • Gives students with financial need access to résumé-building, experiential, paid positions • Provides employers up to 50 percent wage match for hiring EARN students • Enhances student-employer matching through partnership with Indiana INTERNnet
    25. 25. EARN Eligibility • Employer eligibility based on internship offered – is it experiential? – Private companies may participate – All employers may participate year-round • Student eligibility remains need-based – Must be full-time – Must be offered a Frank O’Bannon or 21st Century Scholar award
    26. 26. Position Criteria Internship must provide experiential learning, plus: •Be paid •Last at least 8 weeks •Be 12 to 20 hours per week (12 to 40 during summer) •Not be political •Be less than 25% administrative in nature •Contain a mentoring component •Not already be designated as Federal Work Study
    27. 27. Applying & Other Logistics • Students and employers apply to participate via Indiana INTERNnet • EARN-eligible students and positions marked with logo • Sophisticated search technology helps recruitment and placement • Employers claim reimbursement directly from state
    28. 28. Indiana INTERNnet
    29. 29. Contact Amanda Stanley Director of Program Relationships Division of Student Financial Aid Commission for Higher Education 317.234.8232