Getting Started: How to Launch and Manage an Internship Program
If your
company already has an internship program, the CCEFP can help extend your
reach to qualified students. If your company has never had interns, we can
work with you to establish a successful program. In either case, you will
want to take the following steps:
STEP 1
Define and describe the internship position.
Interns should be actively involved in
pre-professional yet engineering-related work.
The nature of the position
should be clearly described, including specific responsibilities and the
department or division to which the intern will be assigned.
Examples of special projects should be included when applicable.
STEP 2
Decide on key parameters:
Dates of employment - An internship position should last a
minimum of 8 weeks.
Salary Your company's salary decisions are yours to
make and should, of course, reflect the type of work being done. In getting
started, it may be helpful for you to know that two-thirds the salary of a
starting engineer is sometimes used as a benchmark for an intern's salary.
Determine whether your company will provide an additional housing stipend
(optional).
Identify key qualifications. Some employers request that a
student have a strong interest in the field, while others require specific
coursework or evidence of certain skills or qualities. (Keep in mind,
however, that related experience is generally not expected, since the
objective of an internship is to provide such experience.)
STEP 3
Develop a training plan.
While students bring academic preparation to their
employers, they will need orientation and training in their specific
responsibilities. A good training plan includes a progression of
assignments reflecting students' developing competencies. Employers who
formulate well-designed training plans can count on an excellent return for
these efforts. Set reasonable goals. Put it all in context. Enforce
deadlines. Get interns "out of the office," and help them work on
interpersonal skills.
STEP 4
Decide who will supervise and who will mentor.
A supervisor should have direct responsibility for training and evaluating
the student on the job. A mentor, who may or may not be the student's
supervisor, can provide guidance to the apprentice in other ways, such as
assisting with the student's professional development needs. Let your
intern run (within defined parameters); try not to stifle their enthusiasm!
STEP 5
You have selected an intern - now what?
Boarding pass and checklist: Establish a boarding-pass process that
familiarizes the intern with of the important logistical basics of the
company. Where do I park? Where is the cafeteria? Where do I sit? What
computer do I use and what is my password? How do I operate the telephone?
The intern should be introduced to fellow interns, workers in their area,
mentors, supervisors and support staff. If feasible, introduce the intern
to the company CEO or Vice-President for Engineering. The boarding pass
activity is best handled by the intern's immediate supervisor.
Remember . . . first impressions can have a lasting experience.
Be smart: Set
clear assignments and objectives for the intern. Are they Specific,
Measurable, Attainable, Realistic and Time Bound?
Be available: The
mentor should schedule regular update meetings to track progress and help
provide guidance. A mentor at this point in an individual's career will be
remembered throughout the intern's work life. Ask mentor to keep an ongoing
record of these meetings. They will be helpful in evaluating the intern
experience.
At the end: Require interns to present an overview of what
their assignment entailed, what value it brought to the company, what
problems or issues they encountered and resolved, recommendations they made
and what they learned from their internship experience. If possible, bring
higher level management to the final review sessions. Who knows . . . they could
be talking to a future employee or CEO of their company!
Need more information? We found the following references on internships to
be very helpful:
http://marriottschool.byu.edu/internship/SMQIP.htm
http://www.internweb.com/empres.asp
http://www.internweb.com/art1resume.htm
http://www.internweb.com/art1cover.htm
Questions? We encourage you to contact Alyssa Burger on the CCEFP staff
(612-624-4991,
aburger@me.umn.edu).
