Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
Cristina Gilstrap, Ph.D. Regina K. Waters, Ph.D. Drury University January 5, 2011 Strengthening the Internship Performance...
<ul><li>Conducted 24 phone interviews with internship supervisors </li></ul><ul><li>Length of interviews: </li></ul><ul><u...
<ul><li>20 – Female 4 – Males </li></ul><ul><li>States Represented: </li></ul><ul><ul><li>Missouri Oklahoma </li></ul></ul...
<ul><li>Time in Position:  </li></ul><ul><li>Range  = 1.5 – 21.5 years  M = 5.7 years </li></ul><ul><li>Time Supervising I...
Findings: Evaluation Process <ul><li>Provide written job description at beginning of the internship: </li></ul><ul><li>13 ...
<ul><li>Provide oral feedback to intern  throughout  experience </li></ul><ul><li>Provide University with written feedback...
Findings: What’s Important When Evaluating Intern’s Performance? <ul><li>Traits </li></ul><ul><li>Professionalism (prepare...
Types of Appraisal Systems <ul><li>Trait-based </li></ul><ul><ul><li>Communication  Ability </li></ul></ul><ul><ul><li>Ver...
Findings: Resources Used to Evaluate Interns <ul><li>Self </li></ul><ul><ul><li>Evaluation of work & interactions with int...
Findings:  Challenges of Providing Intern Feedback <ul><li>Too little time  </li></ul><ul><li>Not all students receptive t...
Findings:  Missing From Current Evaluation Process <ul><li>Structure   </li></ul><ul><li>(written expectations & objective...
Findings:  University’s Role in Gathering and Using Feedback <ul><li>What do you think happens when you submit written eva...
Findings: University’s Role in Gathering and Using Feedback <ul><li>To what extent do universities value the written feedb...
Findings:  Extent Prepares Students for  Professional Reviews <ul><li>Yes   (especially if tied to H.R. processes) </li></...
Findings:  How Universities Can Help Intern Supervisors <ul><li>Clarify the University’s expectations: </li></ul><ul><ul><...
Findings:  How Organization Can Help Intern Supervisor <ul><li>Nothing: </li></ul><ul><ul><li>Like flexibility </li></ul><...
Study Insights & Recommendations <ul><li>1.  Insight:   </li></ul><ul><li>Supervisors provide written reports (summative) ...
<ul><li>2.  Insight:  </li></ul><ul><li>  Supervisors often unclear of expectations </li></ul><ul><ul><li>Recommendation f...
<ul><ul><li>3.  Insight:   </li></ul></ul><ul><ul><li>Minimal use of exit interviews that invite self-  </li></ul></ul><ul...
<ul><li>4.  Insight:  </li></ul><ul><li>Supervisors place heavy emphasis on intern’s traits (who the person is) </li></ul>...
<ul><li>5.  Insight:   </li></ul><ul><li>Multiple stakeholders contribute to assessment of an intern’s performance </li></...
<ul><li>6.  Insight:  </li></ul><ul><li>Challenge is time, not discomfort with the act of providing direct, constructive f...
Upcoming SlideShare
Loading in …5
×

Strengthening the internship performance review for slideshare

1,757 views

Published on

We asked internship supervisors about their experiences providing college interns with performance feedback. This presentation summarizes the interview results and provides suggestions for universities and intern supervisors for improving the performance review process.

Published in: Education, Technology
  • Be the first to comment

  • Be the first to like this

Strengthening the internship performance review for slideshare

  1. 1. Cristina Gilstrap, Ph.D. Regina K. Waters, Ph.D. Drury University January 5, 2011 Strengthening the Internship Performance Review: Communication Strategies to Enhance the Effectiveness of Internship Evaluations
  2. 2. <ul><li>Conducted 24 phone interviews with internship supervisors </li></ul><ul><li>Length of interviews: </li></ul><ul><ul><li>Range = 7:52 - 41:37 M = 21:31 </li></ul></ul><ul><li>Audio taped, transcribed, and coded </li></ul>Methodology
  3. 3. <ul><li>20 – Female 4 – Males </li></ul><ul><li>States Represented: </li></ul><ul><ul><li>Missouri Oklahoma </li></ul></ul><ul><ul><li>Texas South Dakota </li></ul></ul><ul><li>Industries Represented: </li></ul><ul><li>Financial Services Utility Banking Recreation Food Production Media </li></ul><ul><li>Nonprofit Law </li></ul><ul><li>Publishing Medical Health </li></ul>Interview Participants
  4. 4. <ul><li>Time in Position: </li></ul><ul><li>Range = 1.5 – 21.5 years M = 5.7 years </li></ul><ul><li>Time Supervising Interns: Range = 1 - 25 years M = 5.2 years </li></ul><ul><li>Interns Supervised Each Year: Range = 1 – 15 interns M = 2.7 interns </li></ul>Interview Participants
  5. 5. Findings: Evaluation Process <ul><li>Provide written job description at beginning of the internship: </li></ul><ul><li>13 – Yes 9 – No 2 – Not Sure </li></ul><ul><li>Discuss performance expectations with intern at beginning of internship: </li></ul><ul><ul><ul><li>23 – Yes 1 – No </li></ul></ul></ul><ul><li>Ask interns to rate own job performance: </li></ul><ul><ul><ul><li>6 – Yes 16 – No 2 – Not sure </li></ul></ul></ul>
  6. 6. <ul><li>Provide oral feedback to intern throughout experience </li></ul><ul><li>Provide University with written feedback at end-of-semester </li></ul><ul><ul><ul><li>Students may or may not be given this document </li></ul></ul></ul><ul><li>Smaller number provide University with written midterm evaluation </li></ul>Findings: Evaluation Process
  7. 7. Findings: What’s Important When Evaluating Intern’s Performance? <ul><li>Traits </li></ul><ul><li>Professionalism (prepared, punctual, mature) </li></ul><ul><li>Take initiative (self-starter, curious) </li></ul><ul><li>Good communicator </li></ul><ul><li>Attitude/willingness to learn & grow </li></ul><ul><li>Ability to learn </li></ul><ul><li>Behaviors </li></ul><ul><li>Use skills, demonstrate competency </li></ul><ul><li>Attention to detail/accuracy </li></ul><ul><li>Respond to directions </li></ul><ul><li>Timeliness/punctuality </li></ul><ul><li>Results </li></ul><ul><li>Get job done, complete defined tasks, meet goals </li></ul>
  8. 8. Types of Appraisal Systems <ul><li>Trait-based </li></ul><ul><ul><li>Communication Ability </li></ul></ul><ul><ul><li>Very Low Low Average High Very High </li></ul></ul><ul><li>Behavior-based </li></ul><ul><ul><li>Greets clients in a pleasant and friendly manner. </li></ul></ul><ul><ul><li>Never Rarely Sometimes Frequently Almost Always </li></ul></ul><ul><li>Results-based </li></ul><ul><ul><li>Number of calls resulting in client reservations: </li></ul></ul><ul><ul><li>(Fisher, Schoenfeldt, & Shaw, 2003) </li></ul></ul>
  9. 9. Findings: Resources Used to Evaluate Interns <ul><li>Self </li></ul><ul><ul><li>Evaluation of work & interactions with intern </li></ul></ul><ul><ul><li>Observation of interactions with others </li></ul></ul><ul><li>Other staff/leaders </li></ul><ul><li>Clients, customers </li></ul>
  10. 10. Findings: Challenges of Providing Intern Feedback <ul><li>Too little time </li></ul><ul><li>Not all students receptive to constructive criticism </li></ul><ul><li>Forms/tools </li></ul><ul><li>(not standardized, lack of written evaluation tools) </li></ul>
  11. 11. Findings: Missing From Current Evaluation Process <ul><li>Structure </li></ul><ul><li>(written expectations & objectives, standard evaluation form, documenting progress) </li></ul><ul><li>Resources </li></ul><ul><li>(time and people) </li></ul><ul><li>Many satisfied with current procedures </li></ul>
  12. 12. Findings: University’s Role in Gathering and Using Feedback <ul><li>What do you think happens when you submit written evaluations to the University? </li></ul><ul><ul><li>Hope or assume it is read by advisor, faculty, intern placement coordinators, and students </li></ul></ul><ul><ul><li>Don’t know what happens </li></ul></ul><ul><ul><li>Don’t know if student ever sees the document </li></ul></ul>
  13. 13. Findings: University’s Role in Gathering and Using Feedback <ul><li>To what extent do universities value the written feedback you provide? </li></ul><ul><ul><li>Not sure; don’t know if it is valued </li></ul></ul><ul><ul><li>No, they don’t value it </li></ul></ul><ul><ul><li>Value it or wouldn’t ask for it – right? </li></ul></ul><ul><li>To what extent do students value feedback? </li></ul><ul><ul><li>Majority think students appreciate/value it </li></ul></ul><ul><ul><li>In few cases, some students just don’t care </li></ul></ul>
  14. 14. Findings: Extent Prepares Students for Professional Reviews <ul><li>Yes (especially if tied to H.R. processes) </li></ul><ul><li>It’s a starting point </li></ul><ul><li>It depends on the organization </li></ul>
  15. 15. Findings: How Universities Can Help Intern Supervisors <ul><li>Clarify the University’s expectations: </li></ul><ul><ul><li>Provide evaluation forms in advance </li></ul></ul><ul><ul><li>Stay in touch throughout internship </li></ul></ul><ul><ul><li>Visit the site to learn what organization needs </li></ul></ul><ul><ul><li>Provide more guidance on how to evaluate interns </li></ul></ul><ul><li>Screen candidates: </li></ul><ul><ul><li>Only send the best or provide better match </li></ul></ul><ul><li>Better prepare students for work place: </li></ul><ul><ul><li>Career training (dress, punctuality, etiquette) </li></ul></ul>
  16. 16. Findings: How Organization Can Help Intern Supervisor <ul><li>Nothing: </li></ul><ul><ul><li>Like flexibility </li></ul></ul><ul><ul><li>Organization has been making changes (typically more structure) </li></ul></ul><ul><li>Provide more structure: </li></ul><ul><ul><li>Develop clear job descriptions; expectations for the intern </li></ul></ul><ul><ul><li>Agree upon projects with clear beginning and end </li></ul></ul><ul><li>Provide more resources: </li></ul><ul><ul><li>Space for intern, pay the intern, time to supervise </li></ul></ul>
  17. 17. Study Insights & Recommendations <ul><li>1. Insight: </li></ul><ul><li>Supervisors provide written reports (summative) </li></ul><ul><li>to Universities, but there’s not clear feedback </li></ul><ul><li>loop regarding the use/value of that feedback </li></ul><ul><ul><li>Recommendations for Universities: </li></ul></ul><ul><ul><li>a. Communicate process to supervisors: who gets the evaluation, how and if the </li></ul></ul><ul><ul><li>evaluation informs student’s grade/credit </li></ul></ul><ul><ul><li>b. Convey appreciation of supervisor’s work </li></ul></ul>
  18. 18. <ul><li>2. Insight: </li></ul><ul><li> Supervisors often unclear of expectations </li></ul><ul><ul><li>Recommendation for Universities: </li></ul></ul><ul><ul><li>a. Provide copy of final evaluation at beginning of internship </li></ul></ul><ul><ul><li>b. Re-evaluate how interns and supervisors are crafting and communicating content of learning contracts </li></ul></ul>Study Insights & Recommendations
  19. 19. <ul><ul><li>3. Insight: </li></ul></ul><ul><ul><li>Minimal use of exit interviews that invite self- </li></ul></ul><ul><ul><li>evaluation and formal dialogue with supervisor </li></ul></ul><ul><ul><li>Recommendation for Organizations: </li></ul></ul><ul><ul><li>a. When possible, model intern evaluations after H.R. evaluation process/provide supervisor training </li></ul></ul><ul><ul><li>Recommendations for Universities: </li></ul></ul><ul><ul><li>b. Provide form(s) and suggestions for student evaluation </li></ul></ul><ul><ul><li>c. Emphasize importance of oral summative review (supervisor & intern) </li></ul></ul>Study Insights & Recommendations
  20. 20. <ul><li>4. Insight: </li></ul><ul><li>Supervisors place heavy emphasis on intern’s traits (who the person is) </li></ul><ul><ul><li>Recommendation for Organizations: </li></ul></ul><ul><ul><li>a. Focus on behavior assessments to support intern’s developmental growth (emphasize HOW work is done, not WHO the person is) </li></ul></ul><ul><ul><li>Recommendations for Universities: </li></ul></ul><ul><ul><li>b. Request feedback from supervisor regarding effectiveness of forms (open-ended, question types) </li></ul></ul><ul><ul><li>c. Revise existing evaluation forms to better reflect behavior- or results- based measurements </li></ul></ul>Study Insights & Recommendations
  21. 21. <ul><li>5. Insight: </li></ul><ul><li>Multiple stakeholders contribute to assessment of an intern’s performance </li></ul><ul><ul><li>Recommendation for Organizations: </li></ul></ul><ul><ul><li>a. Continue to promote staff input in evaluation process (driven by clear understanding of intern’s duties) </li></ul></ul><ul><ul><li>Recommendation for Universities: </li></ul></ul><ul><ul><li>b. Educate students on factors that contribute to judgments of their performance </li></ul></ul>Study Insights & Recommendations
  22. 22. <ul><li>6. Insight: </li></ul><ul><li>Challenge is time, not discomfort with the act of providing direct, constructive feedback </li></ul><ul><ul><li>Recommendation for Supervisors: </li></ul></ul><ul><ul><li>a. Communicate to interns your personal style of delivering constructive feedback early </li></ul></ul><ul><ul><li>Recommendation for Universities: </li></ul></ul><ul><ul><li>b. Educate students how to effectively receive constructive feedback (verbally and nonverbally) </li></ul></ul>Study Insights & Recommendations

×