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

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Have you been considering hiring interns or creating an internship program this year?
In 2018, the Department of Labor released new standards designed to help employers determine whether an experience constituted an internship. This slideshare will help you create the perfect internship experience.

Learn more at www.jumpstart-hr.com

Published in: Leadership & Management
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How To Develop A Successful Workplace Internship Program [Revised Spring 2018]

  1. 1. Creating a successful internship program http://www.jumpstart-hr.com
  2. 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. 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. 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. 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. 6. Tests to determine whether your interns are actually interns http://www.jumpstart-hr.com
  7. 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. 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. 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. 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. 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. 12. Designing a Successful Internship Program http://www.jumpstart-hr.com http://www.jumpstart-hr.com
  13. 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. 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. 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. 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. 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. 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. 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
  20. 20. Review & Conclusion http://www.jumpstart-hr.com
  21. 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. 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. 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

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