The document provides tips for nonprofit organizations to effectively manage internship programs, including recruiting, mentoring, and evaluating interns. It recommends identifying organization needs and creating job descriptions. When recruiting, organizations should reach out to universities, faculty, career centers, and former interns. When managing interns, expectations and goals should be clearly defined and regular feedback provided. Evaluations should focus on behaviors and results in addition to traits. Fine-tuning tools can help ensure appropriate emphasis.
1. Transform Your
Internship Program:
Tips for Recruiting, Managing and
Evaluating Your Student Talent
Tina Moore
Regina Waters
Jill Wiggins
Drury University
Center for Nonprofit
Communication Conference
2012
2. Complete this thought:
We really could use an intern…
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Communication Conference
2012
3. Introductions
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Communication Conference
2012
5. Identify needs of organization
Develop a job/internship description
Paid vs. unpaid? (
Refer to DOL Fact Sheet #71)
Who will supervise the intern?
Will you require the student to earn
college credit?
Preparing to Recruit Center for Nonprofit
Communication Conference
2012
6. Faculty Members
Professional Organizations
Job Fairs
Current/Former Interns
University Career Centers
◦ Internship Coordinators
◦ Job Databases (Optimal Resume)
How to Recruit an Intern Center for Nonprofit
Communication Conference
2012
7. Review applications/resumes
Schedule interviews
Check references
Extend an offer
Selecting an Intern Center for Nonprofit
Communication Conference
2012
9. If the student is earning credit, make sure
you know the expectations/requirements
of the institution (Drury internships)
Signing appropriate paperwork
Corresponding with faculty/internship
coordinator
Evaluations
College/University RequirementsCenter for Nonprofit
Communication Conference
2012
10. A qualitative study reveals:
◦ Exposure to field of study
◦ Perform mundane vs. meaningful tasks
◦ Acquire relevant skills
◦ Career advancement
◦ Compensation
Expectations of Interns Center for Nonprofit
Communication Conference
2012
11. Clearly define expectations
◦ Work schedule
◦ Timekeeping
◦ Dress code
◦ Other company policies
Social media, etc.
◦ Start and end dates for internship
Determine goals for both you and the
intern
Provide appropriate orientation and
training
Setting the Tone Center for Nonprofit
Communication Conference
2012
12. Invitethem to professional organizations/
meetings
Include them in meetings when
appropriate
Ask for their feedback/ideas
Provide regular feedback
Provide ongoing training
Mentoring Your Interns Center for Nonprofit
Communication Conference
2012
13. Too Little Time – to recruit, mentor,
teach, delegate
Interns/new grads not receptive to
constructive feedback
◦ Dress/Appearance/Professionalism
◦ Quality of Work/Writing Skills
◦ Interpersonal Skills
Problems with written evaluation tools
Challenges Facing
Mentors/Supervisors Center for Nonprofit
Communication Conference
2012
15. McDonough, Rodriguez, and Prior-Miller
Study (Journalism & Communication Educator, 2009)
Compared assessments: midterm & end
Onfinal evaluation, interns rated themselves
higher in the areas of:
- interpersonal skills (comm. with others/take
direction/accept constructive criticism)
- professional conduct (punctual/dress/initiative)
Comparison of Intern & Supervisor
Ratings Center for Nonprofit
Communication Conference
2012
16. Traits Behaviors
Professionalism Use skills, demonstrate
(prepared, punctual, mature) competency
Attention to
Take initiative (self-
starter, curious)
detail/accuracy
Respond to directions
Good communicator Timeliness/punctuality
Attitude/willingness to Results
learn & grow Getjob done, complete
defined tasks, meet
Ability to learn goals
Supervisor/Mentor Evaluations:
Traits Seem to Trump Behaviors & Results
Center for Nonprofit
Communication Conference
2012
17. Feedback that focuses on who a person is
(traits) does not necessarily change what
a person does.
Review performance evaluation tools to
determine if there appropriate emphasis
on behaviors and results.
Fine-tuning Performance
Evaluation Tools Center for Nonprofit
Communication Conference
2012
18. Behavior-based appraisal:
Produces well-written and accurate media monitoring reports.
Never Rarely Sometimes Frequently Almost Always
Results-based appraisal:
Number of donations collected for XYZ Fundraiser: ____
(expected range: 30-40)
Trait-based appraisal:
Cooperativeness: Very Low Low Average High Very High
Sample Evaluation Questions Center for Nonprofit
Communication Conference
2012
19. Providea written job description and orally
review the details of the description
Examine your assumptions about the cause of
undesirable performance or behavior
Provide
written and visual guidelines for
workplace dress:
◦ Don’t assume consistent interpretations of business and
business casual
◦ Provide rationale for policies
Additional Tips for
Mentors/Supervisors Center for Nonprofit
Communication Conference
2012
20. Questions and
Discussion
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Communication Conference
2012
Notas del editor
Supervisors and interns became more congruent on competencies (work related tasks and knowledge) Students tended to rate their own performances higher than the supervisors ’ ratings.