A Student Nonpaid Internship is an agreement between a business and an educational institution that gives high school and college students the opportunity to gain hands-on experience in the workplace. The business allows students to train for an extended period in a closely-supervised environment. The school selects appropriate internship candidates, organizes the logistics of the program and gives the student class credit.

Student internships are usually nonpaid. Industry experience complements academic education and allows students to explore different aspects of an industry. Student interns will not possess all of the skills or credentials necessary for any particular occupation. Supervision by professionals is necessary during the internship period.

• College-level internships are generally required for graduation and take place during a student's final semesters. Students learn the practical applications of theory and gain the experience to begin their careers.
• High school juniors and seniors in Career and Technology Education programs can benefit from internships that round out their specialized classroom education with hands-on skills.
• Many companies sponsor an entire Career and Technology Education class in Specialized Training Programs, which allow students to train in a technical area of the company under the supervision of their instructor and company employees.
• Some high school internship programs allow students to explore different careers and industries.

 

A successful internship program requires company personnel, time and space resources, as well as solid planning and a long-term commitment. However, companies have found this program beneficial in ways they never imagined.

• Student internships provide meaningful mentorship opportunities for industry professionals. By sharing their experience and expertise, mentors can have a direct, positive influence on a young person's life.
• By teaching useful and marketable skills, mentors can significantly raise the caliber of young professionals in their industries.
• By providing mentorship opportunities, companies can build employee satisfaction through community involvement.
• A student internship program can help companies gain recognition and achieve their community relations goals.
• Student internship programs are extremely flexible. Companies are free to use their own ideas to design programs that maximize benefits to interns, communities and companies.
• Your company can use its internship program as a low-risk opportunity to preview permanent employees. Internships can be beneficial to companies in industries with a shortage of qualified job candidates and competitive recruitment.
• By offering soon-to-be graduates training opportunities in demand occupations, a company can gain access to a large pool of prospective employees. Interns are often hired as permanent employees upon graduation.
• Through direct involvement in the educational process, your company can help schools in your area produce quality graduates with the skills to succeed in the workplace. A quality workforce can have an enormous positive impact on regional economic development.
• There may be tax benefits available to participating companies. Check with your accounting department or C.P.A.

 

Identify your company's goals. Do you want to provide a general overview of your industry or design an intensive training program for focused students? Gather input from upper management and department heads. Formation of a committee to design your program and report to management is an option.

• Decide what the duration of the internship will be. Yours may range from a few days to a year or more. In general, internships of an exploratory nature for younger students should be shorter and less intense than training programs for university, community college or high school Career and Technology Education students.
• Decide which departments or areas of your company will provide the best training opportunities for interns. Departments that are conducive to hands-on experience are particularly well-suited.
• Decide whether interns will spend the duration in one area or rotate through different departments.
• Determine what company resources will be required. Identify key employees to act as Department Mentors. Estimate the time and manpower necessary to implement the program. Decide how many interns you can accommodate.
• Determine what age and educational level your internship will require. The recommended range is 10th grade through the university level. The nature of your business may require students over 18 years old. If you choose to include minors in your internship program, be sure to review the U.S. Department of Labor publication, Understanding and Applying Child Labor Laws to Today's School-to-Work Transition Program. Your Human Resources Department or local Texas Workforce Commission office may have a copy, or you can request the publication and additional information from:

Write a description of your company's program. You will use it later as the framework within which to design your internship position. The following sample descriptions will help you get started, but keep in mind that internships are flexible and can be tailored to your company's specific resources and needs.

NOTE: THE INFORMATION IN THIS SECTION IS PROVIDED AS A GUIDE ONLY, AND IS NOT A SUBSTITUTE FOR LEGAL COUNSEL. CONTACT YOUR LEGAL DEPARTMENT OR ATTORNEY FOR SPECIFIC ADVICE ABOUT LIABILITY ISSUES. BE SURE TO RESOLVE THESE ISSUES BEFORE INTERNS COME TO YOUR WORKPLACE.

Liability issues should be addressed before you begin your program. Your insurance carrier should be notified of your participation in a Student Nonpaid Internship program. The most common liability questions and answers are listed below:

Q: Who is liable in case of an accident?

A: The business site is an extension of the classroom, and therefore, the school is liable unless there is gross negligence. The company is liable when there is gross negligence.

Q: Should I carry Worker's Compensation Insurance on my interns?

A: The decision is up to the company, as this is a training situation. Because an intern is not an employee and the company is deriving no profit from the intern, the company is not required to carry Worker's Compensation Insurance on the intern.

Q: Do the schools carry insurance coverage for their student interns?

A: Yes. Ask your school liaison about the Boy Scouts of America Explorer Post program and other individual school district/college policies.

 

Department Mentors should understand the goals of the program and their responsibilities. Clarifying expectations and designing procedures will help avoid confusion and ensure a positive experience for the intern. Each mentor should provide the intern with the following information:

• a copy of the Mentor's current job description,
• the level of education recommended for the career,
• the credentials needed to qualify for the position,
• what work experiences can help the intern enter the occupation,
• a description of related jobs in the field, and
• how the department relates to the whole company.

The Mentor should prepare hands-on assignments for the intern and be prepared to evaluate the intern.

 

This definition will not only be used by your company, but also by the school to match interested students with your company. Be sure to include the following information.

• Describe your company's program (from Step #1).
• State the duration of the internship.
• State the total work hours per week requested by the company.
• State the available shifts or work schedule.
• Give the names and titles of the intern's direct supervisor and Department Mentors.
• Define expected dress and behavior. Be sure to include special items, such as safety glasses or steel-toed boots.
• Describe your evaluation mechanism. The school will ask you to evaluate the student's performance and the program in general. This will help determine the student's grade and provide valuable feedback to the school.
• Include a statement that interns will not be paid, but will earn school credit.
• Attach a statement that each student is required to furnish his/her own transportation. Include information about parking decals, etc.
• Furnish general information about your company and industry.

Use the information gathered in the previous steps to design a Plan of Implementation. If required, submit the plan to management for approval.

 

Good communication between the business and the school is the most important factor for a successful internship program. Provide the school with the information necessary to meet your needs and expectations.

• When contacting your community college or university, call the Career Placement Office or the appropriate departmental office. When contacting high schools in your area, ask to speak with a teacher in charge of Career and Technology Education programs.
• Contact schools that are reasonably close to your business. You'll be helping your immediate community and saving your interns travel time that could be spent at your company.
• Send a copy of your Internship Definition, from Step #5, to the school when you request an intern. Teachers will use it to find the best candidates for you.
• Develop an application form for your internship position and provide it to the school. Companies often use or adapt their employment application form.
• Finding the right student for your internship takes some planning on the part of the schools. Do your best to give them adequate time to select applicants for your internship.

The school may select several applicants for your internship position. You or your committee should review the applications and select the individuals to be interviewed.

Interview prospective interns just as you would a prospective employee. This will probably be the intern's first professional interview. If an offer for internship is made and accepted, set a date to start the internship.

BEFORE YOU BEGIN THE INTERNSHIP, THE INTERN OR SCHOOL SHOULD PROVIDE YOU WITH:

• proof of liability insurance, such as, BSA - Boy Scouts of America Explorer Post formation paperwork, and/or a copy of school district liability coverage (the same kind that is used for field trips);
• a copy of the student's medical coverage;
• emergency phone numbers;
• parent or guardian permission form for minors;
• evaluation form from the school, teacher or class providing the intern.

It's a good idea to send a new intern through your company's new employee orientation program and provide a copy of your Employee Handbook or Policies and Procedures Manual. Many companies prepare a special orientation packet and/or program for interns.

You or your committee should monitor your program as it progresses. Your school liaison is available to provide support if you have problems or questions. You may want to invite input from teachers and former interns to help refine your program.

Your careful planning will result in a program that benefits your community and helps your company achieve its goals. Mentors like you, who are dedicated to quality education, are our students' most valuable asset. Your coworkers will be proud to be a part of your Student Nonpaid Internship program.

 

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