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Presented By: Janeen Tucker EVP, Workforce Development

Presented By: Janeen Tucker EVP, Workforce Development. March 25, 2014. For Clarification. For Clarification. Interns One semester or over a season (summer, etc ) Paid or unpaid/ Credit or non-credit

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Presented By: Janeen Tucker EVP, Workforce Development

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  1. Presented By: Janeen Tucker EVP, Workforce Development March 25, 2014

  2. For Clarification For Clarification Interns • One semester or over a season (summer, etc) • Paid or unpaid/Credit or non-credit • Often times students will do more than one internship throughout their college career so that they can try out a couple of different fields or positions and compare them to see which one they like best Co-ops • More than one semester • Students might take classes in the fall and then work for the company during spring semester • This rotation can sometimes go on for more than one year Apprentices • Students or employees who work with an employer that agrees to ‘sponsor’ and train for a specific skilled trade

  3. GO intern! Benefits & Resources • Online Resources • www.columbusgachamber.com/career-center • Go Intern! Partner Handbook • Intern Job Posting site • Coordination with 17 bi-state colleges & universities • GSU, CSU, Kennesaw, Mercer, CTC, Embry-Riddle, Auburn, Tuskegee, Miller-Mott, Troy, GA Tech, UGA, Southern Poly, UA, Virginia, CVCC, Phoenix

  4. Identify Your Business Needs Do you need an intern? • Do you have difficulty finding qualified new employees? • Does your organization require skills or talents that are typically not learned in the classroom? • Do you provide goods or a service that sets your business apart from the competition? • Do your full-time employees have projects that could benefit from the focused attention of an intern, such as research or special projects? • Will existing resources, equipment and accommodations be sufficient for the intern? • Do you have appropriate personnel to oversee interns?

  5. Develop Intern Job Description • Every intern, whether volunteer or paid, needs a job description. • A good job description should tie directly to the missions and objectives of the organization describing: • Responsibilities of the intern position • Qualifications • system of support • Accountability • Successful performance measurements • A thorough job description will help avoid confusion and maximize your staff’s time and efforts. • The Partner Handbook will walk you through 11 questions to help you develop a good description and provide samples.

  6. Recruiting Interns • Participating companies will have exclusive avenues for recruiting interns including: • Go Intern! Career Fair, exclusively for companies hiring intern positions • Coordination with 17 bi-state college & universities • Chamber members may post intern job descriptions at: www.columbusgachamber.com/career-center • Applicants apply directly to you and the hiring decisions will be up to you

  7. Selection Process • The selection process for interns should closely resemble your company’s process for hiring regular employees • The success of the internship depends upon a good match between the company and the intern • Steps for evaluating student resumes and applications • Sample Interview Questions

  8. Intern Program Management • Formal intern orientation • Setting up a mentoring system • Mentor or Project Teams • Evaluation process • Intern Assessment • Employer Assessment • College/University Evaluation Form • Dress code policy and sample • Casual, Business Casual or Business Professional

  9. Human Resource Issues • Proper Classification • Intern vs Employee • State and Federal Employment Laws • Fact Sheet #71 – US DOL Wage & Hour FLSA • Compensation & Benefits • Paid or Unpaid • Credit or Non-Credit • Social Media and Sample Policy • Dismissal of Intern Situations

  10. Frequently Asked Questions • Should we offer academic credit? • How do I find an intern? • What are the benefits of mentoring an intern? • Should I offer an orientation? • Should I give the student a post-internship review?

  11. Sample Forms • Internship Application • Confidentiality Agreement • Internet Access Policy • Goal Setting Worksheet • Social Media and Blogging • Internship Job Descriptions • Employer Evaluations

  12. For More Information Contact Janeen Tucker Executive Vice President Workforce Development, Human Resources 706-257-1187 jtucker@columbusgachamber.com www.columbusgachamber.com/career-center

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