Program 3212014 What is your Objective Testrunning future hires Completion of shortterm tasks amp projects Contribute to career exploration Benefit from costeffective amp flexible workforce ID: 681274
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Hosting an Effective Summer Intern Program
3/21/2014Slide2
What is your Objective?
Test-running future hires
Completion of short-term tasks & projects
Contribute to career explorationBenefit from cost-effective & flexible workforceTap into source(s) of innovation and process improvementThe list goes on. Not sure of your objective? Give it some thought!
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Begin with the End in Mind
-Stephen CoveySlide3
Choosing the right tool for the job:Methods of Test Driving Emerging Talent
Part Time / Project Work
Internships
Apprenticeships3Slide4
Connecting with Emerging Talent
Regional Online Outlets: Register, Post
Ohio State:
www.BuckeyeCareers.osu.edu (All OSU colleges)Ohio Dominican, Ohio Wesleyan, Capital, Wittenberg, Otterbein, Urbana: www.COCJobline.org Ohio University: https://ohio-csm.symplicity.com/employers/
Dennison University: https://denison-csm.symplicity.com/employers/ Franklin University:
http://www.franklin.edu/lp/jobboard/
www.ColumbusInternships.com
– 3000+ local students annually
Statewide, National Platforms
www.internships.comwww.internmatch.com – pushes matcheswww.internsushi.com – pushes matcheswww.interninohio.com – pushes matcheswww.collegerecruiter.com – pushes matches ($)
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Connecting with Emerging Talent
Campus Recruiting: Create Awareness, Identity
Career Fairs (Free - $$$)
Info SessionsCustom Programming (work with career office for special integration) e.g. Fisher’s “Industry Clusters” initiativeOn Campus Interviews
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Connecting with Emerging Talent
Formal (Matched) Programs
Third Frontier Internship Program
, Ohio DSA – STEM students (Rolling) – Subsidized up to $3000 (Advanced Energy; Advanced Manufacturing; Advanced Materials; Bioscience; Information Technology; Instruments, Controls and Electronics; and Power and Propulsion)Export Internship Program, Ohio DSA – Students to research feasibility of exporting your product (Summer Interns, Winter apply date for employers) – Subsidized up to $3000CSCC IT ART Internships – Fully Subsidized (Network Admin, Software Dev, Database, IT Support)CSCC Integrated Marketing & Tech; Entrepreneurship
InternshipsOSU/Fisher Wheeler Internship Program – Business planning, housed in entrepreneurship education (Summer Interns, January apply date for employers)John Glenn High School Internship Program
(Spring internships. Winter application)
Columbus City Schools / Junior Achievement Internships
– Variety of Disciplines
IT @ UA
(Coming 2014-2015 School Year) – At Upper Arlington, drawing Grandview, Hilliard HS students
Growing Young Columbus – JFS/OSU students, all disciplines, coached, vetted6Slide7
TimeframeAll institutions are now on semesters:
Spring Commencement: May 3 - May 18
Autumn Class Start: August 15 – August 28 (Most 25
th)7Slide8
Engaging Young Talent:Millenial Considerations
A few tips from
Inc
Magazine:Over-communicate. All the time.Go heavy on the rewards--and the punishments.Set the quality bar highKeep accountability consistent and crystal clearBe willing to meet halfway
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http://www.inc.com/steve-cody/dealing-with-millennial-employees.html
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Deep Dive: “Internship” Defined
Here’s a commonly accepted definition of “internship:”
NACE – National Association of Colleges and Employers
An internship is a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting. Internships give students the opportunity to gain valuable applied experience and make connections in professional fields they are considering for career paths; and give employers the opportunity to guide and evaluate talent.
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Deep Dive: Internship ComponentsLearning Objective and Outcomes
Limited, defined term
Mentorship
Learning & DevelopmentExpectations & Orientation/OnboardingWages – generally, requiredRecruitment10Slide11
Internship Implications
Internships come from academia; students and academics approach the word “intern” with expectations around coaching, development, and learning outcomes.
“Internships” are a production. They require planning, clear goals, parameters, evaluation, staff allocation, and regular attention.
Produced effectively, they will attract top students, and create talent pipelines or communities.“Internships” aren’t for every organization, but part-time work (real world experience) is also valuable for college students and academics.
Internships can occur year round by planning ahead and piecing together terms. Some students will agree to work more than one term.
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Wages: “Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act”
Background
The Fair Labor Standards Act (FLSA) defines the term “employ” very broadly as including to “suffer or permit to work.” Covered and non-exempt individuals who are “suffered or permitted” to work must be compensated under the law for the services they perform for an employer.
Internships in the “for-profit” private sector will most often be viewed as employment, unless the test described below relating to trainees is met. Interns in the “for-profit” private sector who qualify as employees rather than trainees typically must be paid at least the minimum wage and overtime compensation for hours worked over forty in a workweek.
The Test For Unpaid InternsThere are some circumstances under which individuals who participate in “for-profit” private sector internships or training programs may do so without compensation. The Supreme Court has held that the term "suffer or permit to work" cannot be interpreted so as to make a person whose work serves only his or her own interest an employee of another who provides aid or instruction. This may apply to interns who receive training for their own educational benefit if the training meets certain criteria. The determination of whether an internship or training program meets this exclusion depends upon all of the facts and circumstances of each such program.
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The following six criteria must be applied when making this determination:
The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
The internship experience is for the benefit of the intern;
The intern does not displace regular employees, but works under close supervision of existing staff;The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
The intern is not necessarily entitled to a job at the conclusion of the internship; andThe employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
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Wages: “Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act”Slide14
Engaging Emerging Talent through Internship Experiences
Assumptions
Organizational
ReadinessRoles Deserving of InternsMapping the ExperienceEffective On-Boarding & Orientation
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Performance Management
Staying Engaged
I’m All Out of Work!
Focus on Development
A Successful ConclusionSlide15
Assumptions
Compensation
& Benefits
Organizational Commitment15Slide16
Organizational Readiness
Pre-Internship Prep
Assign
manager who can allot time for regular feedbackReview program dates/timelineDetermine budget/wagesDetermine projects, prep work to be delegated (outline intern work plan)Determine/coordinate learning topics (for example, lunch with a department head to discuss a particular business function
Assign space, technology, supplies (including usernames/passwords)Share internship set-up with staff/review intern’s responsibilities
Communicate start/end dates with intern and staff
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Roles Deserving of Interns
Intern work plan; figure it out up-front
Minimize menial tasks
Appropriate mix of short and long-term projectsEmphasis on Experiential LearningWork is OKBalance individual and collaborative assignmentsChallenging, meaningful and value-added
Allow for soft-skill development
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Mapping the Experience
Ultimate Goal: Create a Calendar
Week
1: Manage Expectations UpfrontDiscuss key deliverables & milestonesFeedback & review (e.g. weekly touch-points, formal reviews, etc.)Meetings (e.g. internal, vendors, suppliers, clients, etc.)
Personal / Professional development opportunitiesCompany outingsCommunity connection opportunities
Summer
wrap-up
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Effective On-Boarding & Orientation
Emphasis on week #
1, starting solid
Leverage existing programsInternal overviewIntroductions (internal & external)Tour of facilitiesSocial component (team lunch or afternoon coffee break)
Review calendarReview goals, expectations and overall intern work planAsk the intern…What are you hoping to achieve this summer?
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Performance Management
Leverage
existing practices when possible
Regular feedback / Millennial expectationsBe ObjectiveSupport with data / examplesIncorporate Multiple PerspectivesIncludes self & 360Mid- and End-of-Summer
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Staying Engaged
Stick
to the plan
“Programmed engagement”If it’s on the calendar, it will happenShare the wealthStaying engaged requires staying connectedMix it up; be spontaneous
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I’m All Out of Work
Likely to happen
Turn to the intern
What have you seen that we do…What had you hoped to do this summer…Examine quality / performance against objectivesSpeedy completion may not equal quality outcomesRemember: short and long-term projects
A good mix is key
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Focus on Development
It’s all about them
Internships are
opps. for career explorationHave a planEmphasize Technical Skills / BehaviorsBroker / facilitate their experiencesIntegrate into the perf
. mgt. / feedback processInternal & external opportunities / leverage
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A Successful Conclusion
What did you set-out to accomplish?
Close-out all projects / tasks; transition as needed
Administrative stepsFinal ReviewCelebrate!What next?
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Intern ServicesInternAdvantage
Module
C
overs soft skills and essential Microsoft Office tips & tricks for quicker ramp up, just in time for summer start dates: May 12, 19, June 2 ($99/seat)Register and Post Positionswww.columbusinternships.comIntern Program ConsultingContact Dessa Augsburger at dessa_augsburger@columbus.org
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