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WHAT ARE INTERNSHIPS?
 Off-campus
experiences such as internships, mentoring and shadowing are forms
of experiential learning. While not required for graduation,
experiential learning is encouraged. It may be included in an academic
contract and may help fulfill Independent Study
Project or Independent Research Project requirements.
A
common question asked by employers developing internship programs
is how are interns and internships are defined? Internships are largely
defined as unpaid positions by the U.S. Department of
Labor. The criteria for identifying an unpaid intern in the
workplace includes:
a.) The work is an integral part of the student's course of study.
b.) The student will receive
credit for the work, or the work is required for graduation.
c.) The student must prepare a
report of his/her experiences and submit it to a school supervisor.
d.) The employer has received
a letter or some other form of written documentation from the
school, stating that it sponsors or approves of the internship and
that the internship is educationally relevant.
e.) Learning objectives are
clearly identified.
f.) The student does not
perform work that other employees perform.
g.) The student is in a shadowing/learning model.
h.) The employer provides for the opportunity for the student to
learn a skill, process or other business function or to learn how to
operate equipment.
h.) There is educational value to the work performed; i.e., it is
related to the courses the student is taking in school.
i.) The student is supervised by a staff member.
j.) The student does not
provide benefit to the employer over 50% of the time.
k.) The employer did
not guarantee a job to the student upon completion of the training
or completion of schooling.
New College expects internship sponsors to provide career-related
work experiences that are of sufficient challenge.
It is important to recognize that interns have different work
objectives than regular employees, possibly requiring innovative
approaches to supervision. Support of the
students’ unique learning endeavors and provide:
* A clear job description for the internship.
* An orientation for the student to the organization, staff and
desired work assignments.
* Appropriate personal supervision and training which gives the
student the necessary support to carry out assigned activities
safely and adequately.
* Meaningful work assignments and activities with opportunities to
learn by participation and observation. Clerical and busy work
should be kept to a minimum and not exceed 30% of the intern’s
workload.
* Opportunities to participate in staff meetings and in-service
training if and when appropriate.
* Opportunities for client contact if and when appropriate.
* Feedback to the student on a regular basis, culminating in a
formal written evaluation at the conclusion of the work assignment.
Student availability during
fall and spring semesters is typically 5-15 hours weekly. During summers,
when no classes are in session, they may
be available full-time.
The student, off-campus sponsor and
New College Career Services representative collaboratively
determine specific schedules. Very little paperwork is involved--at
the beginning of the off-campus experience, a Career Services staff
member meets with the student to review goals, objectives, desired
tasks and responsibilities. In the case of internships,
responsibilities and skills sets are reviewed with the
sponsor. Students contact sponsors directly, in most cases after
having their curriculum vitas and background reviewed by Career
Services. The sponsor decides whom to interview and accept. At the
end of the off-campus experience, sponsors fill out a 2-page
evaluation form.
An internship sponsor has several responsibilities:
* The sponsor agrees to contact the Career Services staff if any
questions or problems arise with the students or off-campus program
itself.
* The sponsor agrees to advise the student of any risks associated
with the off-campus experience and not put the student in a
life-threatening situation, to the best of their ability.
* The sponsor agrees not to use the student in an undercover or
illegal capacity.
* The sponsor agrees to complete New College’s Student Evaluation
Form and submit it to the Office of Career Services & Off-Campus
Studies at the end of the experience.
* The sponsor agrees that a Career Services representative may visit
during the semester to meet with the site supervisor and the
student.
Value of Internships and
Other Off-Campus Experiences
The Value of
Experiential Education
(National
Association of Colleges and Employers Spotlight)
Attention, college students who have participated in an experiential
education program: Companies are looking for you! Within
the next five years, many experienced workers will retire and leave
a “brain drain” in many industries and organizations. Students
with practical work experience who can step in and produce rapid
results will be more attractive to recruiters and hiring managers.
"Young people need to get more real-life experience through
internships and co-ops that goes hand-in-hand with educational
experiences. Young people sometimes have big ideas and work
skills that are not so great. They need to find ways to build their
work skills,” explains Caela Farren, founder and CEO of the career
development consulting firm MasteryWorksFarren. Employees
actually need to ‘fit’ with employers in a number of different
ways --- values, style, personality, interests and competencies. The
better an employee fits a job in these ways, the happier and more
productive the employee. Managers and recruiters must consider the
whole person, especially their natural inclinations, personality
traits and values. To aid in the development of the young work
force, companies need to match them with excellent managers and
mentors. Effective managers will be those who can work with a
multi-generational, multi-cultural work force.
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