SlideShare a Scribd company logo
1 of 23
Creating a successful
internship program
http://www.jumpstart-hr.com
Introduction
 It is estimated that nearly 75% of college students complete at
least one internship prior to graduating.
 According to a U.S. News report, 65.4% of college students
who completed an internship received a job offer prior to
graduation (compared to 38% of those who did not).
 An internship program can provide employers access to talent,
increased productivity, positive community reputation, and new
perspectives on business needs.
http://www.jumpstart-hr.com
Learning Objectives
 Gain an understanding of the importance of creating
an internship program that complies with DOL,
State, and Local employment laws.
 Understand the 7 criteria that must be met in order
for your organization’s internship program to be
considered an internship program.
 Learn best practices on how best to start and
manage your company’s internship program.
http://www.jumpstart-hr.com
Importance of the Topic
 Internships provide multiple benefits to businesses;
however, they can become problematic and result in
litigation if not properly set up and managed.
 Fox, NBC, Warner Music, and many others have
faced lawsuits in the last few years regarding
treatment of their unpaid interns.
 Through thorough and proper design, you can avoid
these pitfalls and stay out of legal trouble.
http://www.jumpstart-hr.com
Topics covered
 Department of labor definition of an internship
 7 tests for determining and internship experience
 Example exercises for determining whether the 7 tests are met
 STEPS TO DESIGN A COMPLIANT & SUCCESSFUL INTERNSHIP
PROGRAM
 Program Design
 Stakeholder Training
 Internship “Job” Description Design
 Outreach & Engagement
 On-boarding Interns
 During/Off-Boarding of interns.
http://www.jumpstart-hr.com
Tests to determine whether your
interns are actually interns
http://www.jumpstart-hr.com
7 Tests to Determine an Internship
 In 2018, the Department of Labor released new standards designed
to help employers determine whether an experience constituted an
internship.
1. Both the intern and employer understand that the intern is not
entitled to compensation.
2. The internship provides training that would be given in an
educational setting.
3. Completing the internship entitles the intern to academic credit.
http://www.jumpstart-hr.com
7 Tests (Cont’d)
4. The internship is limited in duration and educates the intern.
5. The internship corresponds with the academic calendar.
6. The work complements, rather displaces, the work of a paid
employee.
7. The intern is not entitled or promised a paid job at the end of
the internship.
http://www.jumpstart-hr.com
Examples
Jay is offered an internship with a business consulting firm. Tasks
assigned to him include making coffee runs for members of the
executive team, placing catering orders for business lunches, making
copies, coordinating files, and managing the office supply cabinet. Jay
is an accounting major, and is not receiving pay for his internship.
 Is this an internship? Why/why not?
 NO, this is not an internship. This internship would not entitle Jay to
academic credit, and does not provide training that he would receive
in an educational setting.
http://www.jumpstart-hr.com
Examples
Mary is a communications major interning over summer term with a radio
station. The internship is unpaid, but was advertised as being so from the
start. Mary gets to work closely with radio personalities to develop
monologues and show materials, and also does outreach to local businesses
to build advertising relationships. The internship will last all of summer, and
Mary will receive 15 college credits for the experience.
 Is this an internship? Why/why not?
 YES, this is an internship. Mary was made aware that there was no
payment for the experience, the internship is the length of an academic
term, Mary will receive credit for the experience, and her responsibilities are
directly related to her academic program.
http://www.jumpstart-hr.com
Examples
Greg is a pre-med major who recently was offered an internship at a doctor’s
office. He directly assists the doctor in working with patients, and gets hands-
on experience with dealing with patients and observing the doctor in action.
The internship is expected to last the duration of fall term, and Greg will
receive 12 college credits for the experience. One day while working at the
internship, Greg learns that the work he is doing is nearly identical to one of
the physician assistants, and that in the past year the number of physician
assistants has shrunk from 3 to 1.
 Is this an internship? Why/why not?
 Most likely NO. While Greg will receive credit, and the internship is related
to his degree, it is more likely than not that Greg’s internship has displaced
a paid employee.
http://www.jumpstart-hr.com
Designing a Successful
Internship Program
http://www.jumpstart-hr.com
http://www.jumpstart-hr.com
How to build your internship program
 Properly building your internship program will
ensure that you meet all 7 criteria. It’s
important to note that all 7 tests must be
passed in order for your program to be in
compliance.
 The following slides give guidance on some
best practices to both build your program and
ensure that you are attracting top talent to
your program.
http://www.jumpstart-hr.com
Program Design
 Define your program’s purpose. Use some of the following questions to
help you:
 Why does my company have an internship program?
 What are key projects, business goals, or objectives that an intern could
help us to complete?
 What experiences can we provide to an intern?
 Who are the key stakeholders that would need to be trained prior to an
intern coming on-board
 Asking and answering these questions provides a solid base to guide you
as you create internship descriptions and bring interns on-board.
http://www.jumpstart-hr.com
Stakeholder training
 Once you have designed your program, it will be important to train
those managers and employees who will be working closely with
your interns.
 Train managers on what they can and cannot ask an intern to-do
(i.e. regular coffee runs, catering, and acting as a manager’s
personal assistant).
 Train managers on the purpose of the internship program, and the
key role they hold in working with the intern.
 Encourage managers and stakeholders to provide feedback on how
to improve the program in the future.
http://www.jumpstart-hr.com
Internship announcement
 You’ll want to ensure that you create a written
announcement of your internship experience openings.
Be sure to include:
 Duration of the experience.
 Specific projects, objectives, and other duties that the intern
will be expected to complete.
 Whether the intern will be paid for their time.
 That the experience may be eligible for college credit.
 That the experience doesn’t entitle the intern to a job at the
end of the internship.
http://www.jumpstart-hr.com
Direct outreach to colleges
 Reaching out to colleges directly may be the most critical piece of
your internship process.
 Reach out directly to local college’s internship coordinators, as well
as specific contacts in the degree programs that benefit your
company most.
 These contacts can provide additional guidance on your internship
program, and can also direct top students to apply for your
internship announcements.
 If able, also consider participating in local college’s career and
internship fairs to increase your campus presence.
http://www.jumpstart-hr.com
On-boarding
 While not actual employees, interns should go through some
sort of on-boarding process.
 Consider providing an intern with the following information:
 History of the company.
 Review of the internship job description
 Compliance trainings (may be mandatory in some companies)
 Tour of facilities and introductions to various departments.
http://www.jumpstart-hr.com
During the Internship/Off-boarding
 Encourage your managers to have regular check-ins with their
internships to see how they are doing, and how they are
adjusting to their roles.
 Remember, for many interns, this may be the first ”real” job
they’ve ever had.
 As interns off-board, attempt to have exit interviews to gauge
what they took away from their experience, and how you might
make changes to or improve your program moving forward.
http://www.jumpstart-hr.com
Review & Conclusion
http://www.jumpstart-hr.com
Learning Objectives Review
 Gain an understanding of the importance of creating
an internship program that complies with DOL,
State, and Local employment laws.
 Understand the 7 criteria that must be met in order
for your organization’s internship program to be
considered an internship program.
 Learn best practices on how best to start and
manage your company’s internship program.
http://www.jumpstart-hr.com
Looking Ahead
 Keep in mind that, as your business needs change, so too will your
internship program. Periodically review your internship descriptions
and program design, and make changes where needed.
 Stay on the lookout for changes in DOL guidance, criteria, and tests
for determining what constitutes an intern.
 Continue to work with local colleges. They can be your strongest
advocate and the best pipeline for top intern talent.
http://www.jumpstart-hr.com
Need further assistance?
 Contact Jumpstart:HR today! Our trained staff of HR professionals and
project managers can provide solutions customized to fit your
organization’s unique needs.
 Contact us directly at the link below:
Http://jumpstart-hr.com/contact/
 Connect with us on social media:
 Facebook: https://www.facebook.com/jumpstarthr/
 Twitter: https://twitter.com/jumpstarthr
 Instagram: https://www.Instagram.com/jumpstarthr/
http://www.jumpstart-hr.com

More Related Content

Recently uploaded

Mastering Compassion: A Heavenly Perspective on Leadership
Mastering Compassion: A Heavenly Perspective on LeadershipMastering Compassion: A Heavenly Perspective on Leadership
Mastering Compassion: A Heavenly Perspective on LeadershipbluetroyvictorVinay
 
UX in an Agile World - Scrum Gathering
UX in an Agile World -   Scrum GatheringUX in an Agile World -   Scrum Gathering
UX in an Agile World - Scrum GatheringKaizenko
 
🍑👄Vijay Nagar Esℂorts Serviℂe☎️9559995582🍑👄 ℂall Girl serviℂe in Indore☎️Vija...
🍑👄Vijay Nagar Esℂorts Serviℂe☎️9559995582🍑👄 ℂall Girl serviℂe in Indore☎️Vija...🍑👄Vijay Nagar Esℂorts Serviℂe☎️9559995582🍑👄 ℂall Girl serviℂe in Indore☎️Vija...
🍑👄Vijay Nagar Esℂorts Serviℂe☎️9559995582🍑👄 ℂall Girl serviℂe in Indore☎️Vija...Mumbai Escorts
 
Management 13th Edition by Richard L. Daft test bank.docx
Management 13th Edition by Richard L. Daft test bank.docxManagement 13th Edition by Richard L. Daft test bank.docx
Management 13th Edition by Richard L. Daft test bank.docxssuserf63bd7
 
Marketing Management 16 Global Edition by Philip Kotler test bank.docx
Marketing Management 16 Global Edition by Philip Kotler test bank.docxMarketing Management 16 Global Edition by Philip Kotler test bank.docx
Marketing Management 16 Global Edition by Philip Kotler test bank.docxssuserf63bd7
 
W.H.Bender Quote 63 You Must Plan T.O.P Take-Out Packaging
W.H.Bender Quote 63 You Must Plan T.O.P Take-Out PackagingW.H.Bender Quote 63 You Must Plan T.O.P Take-Out Packaging
W.H.Bender Quote 63 You Must Plan T.O.P Take-Out PackagingWilliam (Bill) H. Bender, FCSI
 
Leading People - Harvard Manage Mentor Certificate
Leading People - Harvard Manage Mentor CertificateLeading People - Harvard Manage Mentor Certificate
Leading People - Harvard Manage Mentor CertificateVICTOR MAESTRE RAMIREZ
 
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdfTEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdfmarcuskenyatta275
 
DrupalCamp Atlanta 2022 - Effective Project Management
DrupalCamp Atlanta 2022 - Effective Project ManagementDrupalCamp Atlanta 2022 - Effective Project Management
DrupalCamp Atlanta 2022 - Effective Project ManagementNorah Medlin
 
Team Dynamics: A Journey to Excellence
Team Dynamics: A Journey to ExcellenceTeam Dynamics: A Journey to Excellence
Team Dynamics: A Journey to ExcellenceGDSC PJATK
 

Recently uploaded (10)

Mastering Compassion: A Heavenly Perspective on Leadership
Mastering Compassion: A Heavenly Perspective on LeadershipMastering Compassion: A Heavenly Perspective on Leadership
Mastering Compassion: A Heavenly Perspective on Leadership
 
UX in an Agile World - Scrum Gathering
UX in an Agile World -   Scrum GatheringUX in an Agile World -   Scrum Gathering
UX in an Agile World - Scrum Gathering
 
🍑👄Vijay Nagar Esℂorts Serviℂe☎️9559995582🍑👄 ℂall Girl serviℂe in Indore☎️Vija...
🍑👄Vijay Nagar Esℂorts Serviℂe☎️9559995582🍑👄 ℂall Girl serviℂe in Indore☎️Vija...🍑👄Vijay Nagar Esℂorts Serviℂe☎️9559995582🍑👄 ℂall Girl serviℂe in Indore☎️Vija...
🍑👄Vijay Nagar Esℂorts Serviℂe☎️9559995582🍑👄 ℂall Girl serviℂe in Indore☎️Vija...
 
Management 13th Edition by Richard L. Daft test bank.docx
Management 13th Edition by Richard L. Daft test bank.docxManagement 13th Edition by Richard L. Daft test bank.docx
Management 13th Edition by Richard L. Daft test bank.docx
 
Marketing Management 16 Global Edition by Philip Kotler test bank.docx
Marketing Management 16 Global Edition by Philip Kotler test bank.docxMarketing Management 16 Global Edition by Philip Kotler test bank.docx
Marketing Management 16 Global Edition by Philip Kotler test bank.docx
 
W.H.Bender Quote 63 You Must Plan T.O.P Take-Out Packaging
W.H.Bender Quote 63 You Must Plan T.O.P Take-Out PackagingW.H.Bender Quote 63 You Must Plan T.O.P Take-Out Packaging
W.H.Bender Quote 63 You Must Plan T.O.P Take-Out Packaging
 
Leading People - Harvard Manage Mentor Certificate
Leading People - Harvard Manage Mentor CertificateLeading People - Harvard Manage Mentor Certificate
Leading People - Harvard Manage Mentor Certificate
 
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdfTEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson,.pdf
 
DrupalCamp Atlanta 2022 - Effective Project Management
DrupalCamp Atlanta 2022 - Effective Project ManagementDrupalCamp Atlanta 2022 - Effective Project Management
DrupalCamp Atlanta 2022 - Effective Project Management
 
Team Dynamics: A Journey to Excellence
Team Dynamics: A Journey to ExcellenceTeam Dynamics: A Journey to Excellence
Team Dynamics: A Journey to Excellence
 

Featured

Product Design Trends in 2024 | Teenage Engineerings
Product Design Trends in 2024 | Teenage EngineeringsProduct Design Trends in 2024 | Teenage Engineerings
Product Design Trends in 2024 | Teenage EngineeringsPixeldarts
 
How Race, Age and Gender Shape Attitudes Towards Mental Health
How Race, Age and Gender Shape Attitudes Towards Mental HealthHow Race, Age and Gender Shape Attitudes Towards Mental Health
How Race, Age and Gender Shape Attitudes Towards Mental HealthThinkNow
 
AI Trends in Creative Operations 2024 by Artwork Flow.pdf
AI Trends in Creative Operations 2024 by Artwork Flow.pdfAI Trends in Creative Operations 2024 by Artwork Flow.pdf
AI Trends in Creative Operations 2024 by Artwork Flow.pdfmarketingartwork
 
PEPSICO Presentation to CAGNY Conference Feb 2024
PEPSICO Presentation to CAGNY Conference Feb 2024PEPSICO Presentation to CAGNY Conference Feb 2024
PEPSICO Presentation to CAGNY Conference Feb 2024Neil Kimberley
 
Content Methodology: A Best Practices Report (Webinar)
Content Methodology: A Best Practices Report (Webinar)Content Methodology: A Best Practices Report (Webinar)
Content Methodology: A Best Practices Report (Webinar)contently
 
How to Prepare For a Successful Job Search for 2024
How to Prepare For a Successful Job Search for 2024How to Prepare For a Successful Job Search for 2024
How to Prepare For a Successful Job Search for 2024Albert Qian
 
Social Media Marketing Trends 2024 // The Global Indie Insights
Social Media Marketing Trends 2024 // The Global Indie InsightsSocial Media Marketing Trends 2024 // The Global Indie Insights
Social Media Marketing Trends 2024 // The Global Indie InsightsKurio // The Social Media Age(ncy)
 
Trends In Paid Search: Navigating The Digital Landscape In 2024
Trends In Paid Search: Navigating The Digital Landscape In 2024Trends In Paid Search: Navigating The Digital Landscape In 2024
Trends In Paid Search: Navigating The Digital Landscape In 2024Search Engine Journal
 
5 Public speaking tips from TED - Visualized summary
5 Public speaking tips from TED - Visualized summary5 Public speaking tips from TED - Visualized summary
5 Public speaking tips from TED - Visualized summarySpeakerHub
 
ChatGPT and the Future of Work - Clark Boyd
ChatGPT and the Future of Work - Clark Boyd ChatGPT and the Future of Work - Clark Boyd
ChatGPT and the Future of Work - Clark Boyd Clark Boyd
 
Getting into the tech field. what next
Getting into the tech field. what next Getting into the tech field. what next
Getting into the tech field. what next Tessa Mero
 
Google's Just Not That Into You: Understanding Core Updates & Search Intent
Google's Just Not That Into You: Understanding Core Updates & Search IntentGoogle's Just Not That Into You: Understanding Core Updates & Search Intent
Google's Just Not That Into You: Understanding Core Updates & Search IntentLily Ray
 
Time Management & Productivity - Best Practices
Time Management & Productivity -  Best PracticesTime Management & Productivity -  Best Practices
Time Management & Productivity - Best PracticesVit Horky
 
The six step guide to practical project management
The six step guide to practical project managementThe six step guide to practical project management
The six step guide to practical project managementMindGenius
 
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...RachelPearson36
 
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Applitools
 
12 Ways to Increase Your Influence at Work
12 Ways to Increase Your Influence at Work12 Ways to Increase Your Influence at Work
12 Ways to Increase Your Influence at WorkGetSmarter
 

Featured (20)

Product Design Trends in 2024 | Teenage Engineerings
Product Design Trends in 2024 | Teenage EngineeringsProduct Design Trends in 2024 | Teenage Engineerings
Product Design Trends in 2024 | Teenage Engineerings
 
How Race, Age and Gender Shape Attitudes Towards Mental Health
How Race, Age and Gender Shape Attitudes Towards Mental HealthHow Race, Age and Gender Shape Attitudes Towards Mental Health
How Race, Age and Gender Shape Attitudes Towards Mental Health
 
AI Trends in Creative Operations 2024 by Artwork Flow.pdf
AI Trends in Creative Operations 2024 by Artwork Flow.pdfAI Trends in Creative Operations 2024 by Artwork Flow.pdf
AI Trends in Creative Operations 2024 by Artwork Flow.pdf
 
Skeleton Culture Code
Skeleton Culture CodeSkeleton Culture Code
Skeleton Culture Code
 
PEPSICO Presentation to CAGNY Conference Feb 2024
PEPSICO Presentation to CAGNY Conference Feb 2024PEPSICO Presentation to CAGNY Conference Feb 2024
PEPSICO Presentation to CAGNY Conference Feb 2024
 
Content Methodology: A Best Practices Report (Webinar)
Content Methodology: A Best Practices Report (Webinar)Content Methodology: A Best Practices Report (Webinar)
Content Methodology: A Best Practices Report (Webinar)
 
How to Prepare For a Successful Job Search for 2024
How to Prepare For a Successful Job Search for 2024How to Prepare For a Successful Job Search for 2024
How to Prepare For a Successful Job Search for 2024
 
Social Media Marketing Trends 2024 // The Global Indie Insights
Social Media Marketing Trends 2024 // The Global Indie InsightsSocial Media Marketing Trends 2024 // The Global Indie Insights
Social Media Marketing Trends 2024 // The Global Indie Insights
 
Trends In Paid Search: Navigating The Digital Landscape In 2024
Trends In Paid Search: Navigating The Digital Landscape In 2024Trends In Paid Search: Navigating The Digital Landscape In 2024
Trends In Paid Search: Navigating The Digital Landscape In 2024
 
5 Public speaking tips from TED - Visualized summary
5 Public speaking tips from TED - Visualized summary5 Public speaking tips from TED - Visualized summary
5 Public speaking tips from TED - Visualized summary
 
ChatGPT and the Future of Work - Clark Boyd
ChatGPT and the Future of Work - Clark Boyd ChatGPT and the Future of Work - Clark Boyd
ChatGPT and the Future of Work - Clark Boyd
 
Getting into the tech field. what next
Getting into the tech field. what next Getting into the tech field. what next
Getting into the tech field. what next
 
Google's Just Not That Into You: Understanding Core Updates & Search Intent
Google's Just Not That Into You: Understanding Core Updates & Search IntentGoogle's Just Not That Into You: Understanding Core Updates & Search Intent
Google's Just Not That Into You: Understanding Core Updates & Search Intent
 
How to have difficult conversations
How to have difficult conversations How to have difficult conversations
How to have difficult conversations
 
Introduction to Data Science
Introduction to Data ScienceIntroduction to Data Science
Introduction to Data Science
 
Time Management & Productivity - Best Practices
Time Management & Productivity -  Best PracticesTime Management & Productivity -  Best Practices
Time Management & Productivity - Best Practices
 
The six step guide to practical project management
The six step guide to practical project managementThe six step guide to practical project management
The six step guide to practical project management
 
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
Beginners Guide to TikTok for Search - Rachel Pearson - We are Tilt __ Bright...
 
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
Unlocking the Power of ChatGPT and AI in Testing - A Real-World Look, present...
 
12 Ways to Increase Your Influence at Work
12 Ways to Increase Your Influence at Work12 Ways to Increase Your Influence at Work
12 Ways to Increase Your Influence at Work
 

How To Develop A Successful Workplace Internship Program [Revised Spring 2018]

  • 1. Creating a successful internship program http://www.jumpstart-hr.com
  • 2. Introduction  It is estimated that nearly 75% of college students complete at least one internship prior to graduating.  According to a U.S. News report, 65.4% of college students who completed an internship received a job offer prior to graduation (compared to 38% of those who did not).  An internship program can provide employers access to talent, increased productivity, positive community reputation, and new perspectives on business needs. http://www.jumpstart-hr.com
  • 3. Learning Objectives  Gain an understanding of the importance of creating an internship program that complies with DOL, State, and Local employment laws.  Understand the 7 criteria that must be met in order for your organization’s internship program to be considered an internship program.  Learn best practices on how best to start and manage your company’s internship program. http://www.jumpstart-hr.com
  • 4. Importance of the Topic  Internships provide multiple benefits to businesses; however, they can become problematic and result in litigation if not properly set up and managed.  Fox, NBC, Warner Music, and many others have faced lawsuits in the last few years regarding treatment of their unpaid interns.  Through thorough and proper design, you can avoid these pitfalls and stay out of legal trouble. http://www.jumpstart-hr.com
  • 5. Topics covered  Department of labor definition of an internship  7 tests for determining and internship experience  Example exercises for determining whether the 7 tests are met  STEPS TO DESIGN A COMPLIANT & SUCCESSFUL INTERNSHIP PROGRAM  Program Design  Stakeholder Training  Internship “Job” Description Design  Outreach & Engagement  On-boarding Interns  During/Off-Boarding of interns. http://www.jumpstart-hr.com
  • 6. Tests to determine whether your interns are actually interns http://www.jumpstart-hr.com
  • 7. 7 Tests to Determine an Internship  In 2018, the Department of Labor released new standards designed to help employers determine whether an experience constituted an internship. 1. Both the intern and employer understand that the intern is not entitled to compensation. 2. The internship provides training that would be given in an educational setting. 3. Completing the internship entitles the intern to academic credit. http://www.jumpstart-hr.com
  • 8. 7 Tests (Cont’d) 4. The internship is limited in duration and educates the intern. 5. The internship corresponds with the academic calendar. 6. The work complements, rather displaces, the work of a paid employee. 7. The intern is not entitled or promised a paid job at the end of the internship. http://www.jumpstart-hr.com
  • 9. Examples Jay is offered an internship with a business consulting firm. Tasks assigned to him include making coffee runs for members of the executive team, placing catering orders for business lunches, making copies, coordinating files, and managing the office supply cabinet. Jay is an accounting major, and is not receiving pay for his internship.  Is this an internship? Why/why not?  NO, this is not an internship. This internship would not entitle Jay to academic credit, and does not provide training that he would receive in an educational setting. http://www.jumpstart-hr.com
  • 10. Examples Mary is a communications major interning over summer term with a radio station. The internship is unpaid, but was advertised as being so from the start. Mary gets to work closely with radio personalities to develop monologues and show materials, and also does outreach to local businesses to build advertising relationships. The internship will last all of summer, and Mary will receive 15 college credits for the experience.  Is this an internship? Why/why not?  YES, this is an internship. Mary was made aware that there was no payment for the experience, the internship is the length of an academic term, Mary will receive credit for the experience, and her responsibilities are directly related to her academic program. http://www.jumpstart-hr.com
  • 11. Examples Greg is a pre-med major who recently was offered an internship at a doctor’s office. He directly assists the doctor in working with patients, and gets hands- on experience with dealing with patients and observing the doctor in action. The internship is expected to last the duration of fall term, and Greg will receive 12 college credits for the experience. One day while working at the internship, Greg learns that the work he is doing is nearly identical to one of the physician assistants, and that in the past year the number of physician assistants has shrunk from 3 to 1.  Is this an internship? Why/why not?  Most likely NO. While Greg will receive credit, and the internship is related to his degree, it is more likely than not that Greg’s internship has displaced a paid employee. http://www.jumpstart-hr.com
  • 12. Designing a Successful Internship Program http://www.jumpstart-hr.com http://www.jumpstart-hr.com
  • 13. How to build your internship program  Properly building your internship program will ensure that you meet all 7 criteria. It’s important to note that all 7 tests must be passed in order for your program to be in compliance.  The following slides give guidance on some best practices to both build your program and ensure that you are attracting top talent to your program. http://www.jumpstart-hr.com
  • 14. Program Design  Define your program’s purpose. Use some of the following questions to help you:  Why does my company have an internship program?  What are key projects, business goals, or objectives that an intern could help us to complete?  What experiences can we provide to an intern?  Who are the key stakeholders that would need to be trained prior to an intern coming on-board  Asking and answering these questions provides a solid base to guide you as you create internship descriptions and bring interns on-board. http://www.jumpstart-hr.com
  • 15. Stakeholder training  Once you have designed your program, it will be important to train those managers and employees who will be working closely with your interns.  Train managers on what they can and cannot ask an intern to-do (i.e. regular coffee runs, catering, and acting as a manager’s personal assistant).  Train managers on the purpose of the internship program, and the key role they hold in working with the intern.  Encourage managers and stakeholders to provide feedback on how to improve the program in the future. http://www.jumpstart-hr.com
  • 16. Internship announcement  You’ll want to ensure that you create a written announcement of your internship experience openings. Be sure to include:  Duration of the experience.  Specific projects, objectives, and other duties that the intern will be expected to complete.  Whether the intern will be paid for their time.  That the experience may be eligible for college credit.  That the experience doesn’t entitle the intern to a job at the end of the internship. http://www.jumpstart-hr.com
  • 17. Direct outreach to colleges  Reaching out to colleges directly may be the most critical piece of your internship process.  Reach out directly to local college’s internship coordinators, as well as specific contacts in the degree programs that benefit your company most.  These contacts can provide additional guidance on your internship program, and can also direct top students to apply for your internship announcements.  If able, also consider participating in local college’s career and internship fairs to increase your campus presence. http://www.jumpstart-hr.com
  • 18. On-boarding  While not actual employees, interns should go through some sort of on-boarding process.  Consider providing an intern with the following information:  History of the company.  Review of the internship job description  Compliance trainings (may be mandatory in some companies)  Tour of facilities and introductions to various departments. http://www.jumpstart-hr.com
  • 19. During the Internship/Off-boarding  Encourage your managers to have regular check-ins with their internships to see how they are doing, and how they are adjusting to their roles.  Remember, for many interns, this may be the first ”real” job they’ve ever had.  As interns off-board, attempt to have exit interviews to gauge what they took away from their experience, and how you might make changes to or improve your program moving forward. http://www.jumpstart-hr.com
  • 21. Learning Objectives Review  Gain an understanding of the importance of creating an internship program that complies with DOL, State, and Local employment laws.  Understand the 7 criteria that must be met in order for your organization’s internship program to be considered an internship program.  Learn best practices on how best to start and manage your company’s internship program. http://www.jumpstart-hr.com
  • 22. Looking Ahead  Keep in mind that, as your business needs change, so too will your internship program. Periodically review your internship descriptions and program design, and make changes where needed.  Stay on the lookout for changes in DOL guidance, criteria, and tests for determining what constitutes an intern.  Continue to work with local colleges. They can be your strongest advocate and the best pipeline for top intern talent. http://www.jumpstart-hr.com
  • 23. Need further assistance?  Contact Jumpstart:HR today! Our trained staff of HR professionals and project managers can provide solutions customized to fit your organization’s unique needs.  Contact us directly at the link below: Http://jumpstart-hr.com/contact/  Connect with us on social media:  Facebook: https://www.facebook.com/jumpstarthr/  Twitter: https://twitter.com/jumpstarthr  Instagram: https://www.Instagram.com/jumpstarthr/ http://www.jumpstart-hr.com