Internship Resources

An internship is experiential learning that integrates classroom knowledge and theories with practical application and skill development in a professional setting.

Students have a chance to develop their competencies as professionals in their areas of study, while still being identified as learners, rather than solely as employees.

During an internship:

• Students can earn academic credit and are evaluated according to a job description that is incorporated into a course.
• The arrangement is overseen by a faculty member of the student's educational institution and by a designated employee of the host organization.
• Work may be part-time, full-time, paid or unpaid, and typically lasts one semester.
• Academic learning objectives distinguish internships from volunteer positions or jobs.
• Some form of reflection is required in which students apply theories and concepts to their on-the-job experience to improve their performances as professionals.

• Support for the internship throughout the company or organization.
• Physical resources:
  • Safe, compliant and adequate workspace.
  • Computer and internet access, as necessary.
  • Telephone, e-mail and other communication resources as necessary.
  • Parking and easy access to the facility.
• Meaningful assignments that resemble entry-level work.
  
  • Assign both individual and team projects.
  • Have interns present on their projects.
  • Ask interns what they want to learn and create or modify projects accordingly.
• Well-defined internship description and clear work directions.
• Orientation to company or organization.
• Opportunity to learn and build new skills.
• Plan social activities for interns.
• Regular meetings between intern and supervisor for communication and feedback.
• Allow time for informational interviews and networking with executives and other employees.
• Provide professionalism or other applicable training.
• Read NACE's article on Internship issues, solutions, best practices.

• Internship title.
• Information about your organization.
  • Get readers excited to intern there!
  • Why does your organization matter?
  • What makes it special?
• Description of the role.
  
  • What projects will they work on?
  • What teams will they be a part of?
  • What tasks will they be handling?
• Brief overview of internship's purpose.
  • What will the intern gain from taking part in the internship?
  • What skills will they learn while interning?
• Compensation or benefits.
• Location of internship.
  • Is the site accessible?
• Time commitment.
  • What are the start and end dates of the internship?
  • How many days per week and hours per day?
• Requirements to perform the internship.
  • What skills, characteristics or experience would make a successful intern?
  • Are they requirements or just preferred?
• Credits. Are you are willing to work with university faculty if students want to earn credit?
• Application procedure.
  • To whom and how does the student apply?
  • What materials do you require — resume, cover letter, portfolio?

The Career Center highly suggests employers to pay their interns, regardless if the intern is earning academic credit. Some university programs require that internships be paid. Some do not.

Paid internships tend to encourage a larger pool of qualified applicants. Pay rate is negotiated between the employer and the intern and is typically between minimum wage and $25 per hour. Pay requirements and rates may be impacted by the career area of the internship and/or internship requirements determined by the academic department.

Stipends are an option though you should check with your human resources department to explore any legal issues regarding alternative payment.

In 2018, the U.S. Department of Labor's Wage and Hour Division updated Fact Sheet #71: Internship Programs Under the Fair Labor Standards Act (FLSA). It states that:

"The FLSA requires “for-profit” employers to pay employees for their work. Interns and students, however, may not be “employees” under the FLSA—in which case the FLSA does not require compensation for their work."

Unpaid student employment will not violate the U.S. Department of Labor's Fair Labor Standards Act if it is a training program that meets these criteria:

1. The training should be similar to that given in a vocational setting.
2. The experience is for the benefit of the student.
3. Students do not displace regular employees.
4. The site sponsor provides the training and receives no immediate advantage from the activities of students.
5. Students are not necessarily entitled to a job at the conclusion of the training period.
6. The site sponsor and student understand that the student is not entitled to wages for the time spent in training.

LEGAL DISCLAIMER - The information presented here should not be considered legal advice. Employers are encouraged to check with their in-house legal team regarding these matters.

Even though working remote isn't crucial at the moment, there still may be a need to have the capability for remote internships. Below are some resources and tips on how to set up a successful remote internship experience.

• Best Practices for Virtual Internships - by National Association of Colleges of Employers
• The Definitive Guide to Remote Internships - GitLab

Create a work plan:

• Have specific goals and projects.
• Define the scope of the work the intern will be completing.
• Set expectations for the intern's weekly project deliverables.
• Designate a daily schedule that include check-in times.
• Clarify the best mode of communication for questions. Call, text, email, etc.

Home office set-up:

• What does the intern need to do the internship?
  • Computer, software, hardware, phone, etc.
• Do they need access to shared file space or physical documents?
• What other supplies do they need to complete their job?

Tips for the remote intern:

• Dress for work! As comfy as it is to stay in your pajamas all day, you'll be more productive when you dress for the part.
• Define your workspace and keep it set up as your office.
• Eliminate distractions and keep roommates, pets, etc. out of your space.
• Stay or get connected with others in the organization.
• Set a daily schedule and goals and stick to it.

1. The St. Cloud State University Career Center subscribes to and endorses the Principles of Professional Conduct for Career Services and Employment Professionals as published by the National Association of Colleges and Employers (NACE). As such, all employers who wish to use the center's job posting and campus recruiting site must agree to abide by these principles.
2. In addition to abiding by NACE standards, all employers/individuals must also conform to the Minnesota State policies regarding nondiscrimination and all applicable Equal Opportunity Laws.
3. All employers requesting access to the center's services and/or events must be registered users of Handshake. Employers may request an employer account. Before requesting an account, review Handshake's Terms of Service.
4. By logging in, the employer agrees to the terms and conditions set forth by St. Cloud State University for the use of this online recruiting system..
5. Employers must provide complete contact information when registering for the site. Employers are responsible for the accuracy and completeness of employer information, full contact name and address, as well as all information in job descriptions. A valid e-mail address and phone number are mandatory to communicate directly with the employer contact(s). All job postings must include a complete description of the type of work involved.
6. The employer contact person is responsible for the distribution and use of their username and password for the site, as well as its use and misuse. Any user found to be using the site inappropriately or inconsistent with the university and Career Center guidelines will have access revoked.
7. Employers who require candidates to purchase products as condition of employment or those who charge a fee of any kind to candidates for their employment services will not be granted access to the system.
8. Private households or individuals: Effective June 15, 2014, postings from private households or individuals will no longer be accepted. This includes, but is not limited to, personal care attendants, house cleaning, yard work, nannies, tutors, pet care, etc. This is a safety precaution for all involved. Alternative sites to consider are www.care.com and Joshin.
9. Candidate information accessed by employers is to be used solely by that employer and must not be sold or otherwise distributed to any entity other than the specific employer who has access.
10. The Career Center staff will review complaints by students, alumni, faculty, and staff about employers or jobs posted on the system. If the staff determines that a complaint is justified, the center may choose to deny employer services to the employer involved. The Career Center executive director or the appropriate designee's interpretation and implementation of these policies is final.
11. The Career Center will regularly update and enhance the site and may, from time to time, revise the Employer Terms and Conditions. Use of our site is governed by the Employer Terms and Conditions posted at the time of use.
12. Failure to abide by these terms and conditions may result in discontinuation of access. Other reasons for discontinuation of access include, but are not limited to, invalid employer e-mail addresses, inappropriate messaging, evidence of fraudulent activity, or other items deemed inappropriate by the Career Center executive director or the appropriate designee. The Career Center executive director or the appropriate designee's interpretation and implementation of the "Employer Terms and Conditions" is final. Any exception to these terms and conditions must be negotiated between the Career Center executive director or the appropriate designee and the employer representative.

Responsibilities of:

Student

• Inform St. Cloud State University's Student Accessibility Services that you are going into the field for field experience/internship.
• Inform department/field coordinator if accommodations are needed due to a disability.
• Make sure personal support system is in place for internship if accommodations are needed.
• When start in placement, discuss accommodation needs with onsite supervisor and others as appropriate.
• Medical needs: For safety of the student, inform placement site so they are aware and prepared.

Department

• Advisors and course instructors: Refer students to Student Accessibility Services for consultation.
• Be up-front about competency expectations in the field.
• Discuss with students how they will accomplish these competencies.

Student Accessibility Services

• Ask students to inform department/course/field coordinator about accommodations needed.
• Assist in self advocacy/disclosure.
• Create form for students: Define field component and state what accommodations are needed.
• Send above information to:
  • Course Instructor/faculty supervisor and/or
  • Field/Course Coordinator
• Current form sent to Instructor/faculty supervisor: Add to “additional information” section: ‘Accommodations needed in field: …, etc.’

Field/Course Coordinator or Employer

• Inform Student Accessibility Services that student is requesting accommodations.
• Inform placement site of requested accommodations (after receiving written permission from student).
• Inform faculty supervisor as the faculty of record.
• Keep Student Accessibility Services up to date on all field/internship course numbers.

Web resources

• JAN (Job Accommodation Network)
• National Deaf Center (deaf and hard of hearing)

Modeled after document developed in collaboration with Student Accessibility Services staff, COE Office of Clinical Experiences staff (OCE) & OCE Liaisons from TDEV, SPED, CFS; Presented to COE DAC and to Departments of Teacher Development, Child & Family Studies and Special Education for discussion, Judith Siminoe, Special Advisor to the President (approved Spring 2009).

We use the Memorandum of Agreement between St. Cloud State and the internship site to ensure the student and the employer benefit from the internship experience. This may be required before a student is approved to complete an internship for credit with the employer.

See appropriate contact for more information.