Employers Internship Toolkit

Table of Contents
Introduction

What is an Internship?
Types of Internships
Importance of Internships

Developing an Internship Program

Five Steps to Developing a Quality Internship Program

Legal Issues

International Students

Frequently Asked Questions

Resources

Internship Work Plan

Sample Job Description #1
Sample Job Description #2
Sample Interview Structure
Internship Memorandum of Understanding
Sample Offer Letter
Sample Rejection Letter on Resume Basis
Sample Rejection Letter Following Campus Interview
Sample Rejection Letter Following On-Site Interview
Sample Orientation Outline
Sample Form Employer Evaluation of Student Intern
Sample Exit Interview

This toolkit was developed by the West Michigan Strategic Alliance and Detroit Regional
Area Chamber of Commerce.
Additional resources provided by:
Starting and Maintaining an Internship Program Michael True, Director Internship Center, Messiah College
SHRM Guide to Organizing an Internship Program Letty Klutz, PHR, and Chuck Salvetti
Amway Internship Program Kevin Douglas, Internship Program Manager

Introduction
The Employers Internship Toolkit is designed to assist your organization in the development of a
successful internship program. This toolkit will give you information and templates designed to
help you create internships that meet the needs of your organization.

What is an Internship?
An internship is any carefully monitored work or service experience in which a student has
intentional learning goals and reflects actively on what he/she is learning throughout the
experience. Internship circumstances vary widely. Common characteristics include:
Typical durations of three to nine months
Part-time or full-time commitments
Paid or unpaid opportunities
Connection to an educational program with academic credit, or not connected to earning credit

Types of Internship Programs

Internship: A one-time curriculum-related work assignment, which may be paid or unpaid
depending on the employer and what is required of the student for the position. Most internships
offer a stipend and/or academic credit.
Cooperative Education (Co-Op): Experienced based learning through paid employment in
practical, curriculum related work assignments that can be tailored to a student schedule:
Students may attend classes and work
Students may attend school full-time one semester, then work full-time the next semester,
alternating periods of work and school until their college program is completed
Summer Employment: Paid work experience however, this type of position may or may not be directly
related to the students curriculum and may or may not be integrated into the academic program.

Importance of Internship Programs

Benefits for Employers from an Internship Program
An inexpensive recruiting tool and an opportunity to train future employees.
The opportunity to evaluate prospective employees while they are working for the organization
can reduce significant costs in finding new talent;
Interns bring current technology and ideas from the classroom to the workplace and therefore
increase an organizations intellectual capital;
Interns can be another source for the recruitment of diverse employees into your workforce;
An internship program can supply an easily accessible source of highly motivated preprofessionals;
Interns provide an opportunity for mid-level staff to manage.

Developing an Internship Program

Five-Steps to Developing a Quality Internship Program
Step
Step
Step
Step
Step

1:
2:
3:
4:
5:

Set Goals and Policies for the Internship Program

Write a Plan for the Internship Opportunity
Recruit a Qualified Intern
Manage the Intern
Conduct Exit Interviews and Follow-up

Step 1: Set Goals and Policies for the Internship Program

What is the main goal for your companys internship program?
Look at current business activities and consider what ongoing work you would like to expand
or projects you would like to initiate or complete.
Consider projects that are beneficial to your organization and provide challenging learning
experiences for students.
Examine your companys recruiting needs (i.e. employees retiring or departments that are
expecting growth).
Who will supervise and mentor the intern?
A supervisor should be selected because he/she likes to teach or train and has the resources
to do it. The supervisor will help the intern keep their project on time and on budget.
The mentor may be a department head, project leader, long-time employee or acting supervisor
who is knowledgeable on the project where the intern will work and can provide some
orientation and wisdom to the student.
Will you pay the intern?
Internship opportunities can be paid or unpaid. Determine ahead of time if you will
be able to compensate your intern. This could be in the form of an hourly wage or a stipend
(see InterninMichigan.com)
Step 2: Write a Plan for the Internship Opportunity
Identify goals, timelines, workspace and a general description of the project, which will become
your work plan, so that everyone understands the purpose and expectations involved. There is
an outline to help you create this work planalong with examples of completed job descriptions
under Resources pages 11-13.
After the work plan has been established, create a job description for the position.
Can you involve the intern in experiences beyond the actual work of the internship?
Yes, this could include training programs, social events and opportunities to network with
executives. Best practices for social events include encouraging interns to network among
themselves to share their experiences. Invite your intern to company sponsored events. Some
companies host an end of the program experience, such as participation in a golf outing or a
lunch/reception with upper management.

Developing an Internship Program

Step 3: Recruit a Qualified Intern
Log on and register at InternInMichigan.com:
Dashboard:
Welcome to Intern In Michigan.
Profile:

Enter company and contact information. The information entered here is used to pre-populate
all the job postings that you create. You can also allow candidates to view your information
directly.

Internships:
Use the information from the plan you developed in Step 2 to create a new internship.
Search:

You can load a previously saved search or you can click the start new search

button.

Get Smart:

Videos and best practices to assist in the design of your internship program.

Lifestyle:

Information on cities around the State of Michigan.

Feedback:
Give feedback on InternInMichigan.com.
Begin searching three to four months before you expect a student to start working:
You will increase your chances of finding the best person for the job, the longer you accept
applications.
Choose interns just as carefully as you choose permanent employees:
On average, up to 45% of the students are offered full-time employment upon graduation
from college. Once you have determined your top candidates, arrange an interview in a
timely manner (best practices: 3-5 days). A sample interview structure can be found under
Resources page 14.
Extend an offer to the intern of your choice:
You will find examples of a Memorandum of Understanding and an Offer Letter under
Resources page 15-16. Notify candidates who were interviewed, but not chosen for the
position: There are sample rejection letters under Resources pages 17-19.
Notify candidates who were interviewed, but not chosen for the position:
There are sample rejection letters under Resources pages 17-19.

Developing an Internship Program

Step 4: Manage the Intern
Getting started on the right foot is important. This will lay a good foundation for
the interns experience. Using the work plan you have developed for the internship
opportunity, set up an orientation for your new intern. A sample orientation
outline is included under Resources page 20.
Give your intern the resources he or she needs to do the job:
A proper workstation, telephone with voicemail, computer and email account is
vital to your interns success. Point out the supply room and introduce any
appropriate personnel.
Monitor the interns progress:
Make sure you are aware of whats happening with their daily tasks.
Keep in mind this could be a first work experience for this person. When work is assigned
make sure it is given with detailed explanation. A few extra minutes of explanation will pay off
later when the intern produces good work independently.
Help your intern set goals for completion of various tasks, including daily, weekly and monthly
goals. This will help establish a solid work ethic for the intern.
Evaluate the interns progress periodically and give feedback:
Evaluations are important for the success of your interns experience. Evaluation processes
differ and yours might be a formal written review given at the halfway point and at the end of
the program, or it may be delivered over an occasional lunch with the intern.
Educational institutions may require onsite visits on conference calls during the internship to
facilitate the evaluation process for grading purposes. The student intern should be able to
share with you what is expected and a representative from the school will probably contact
you if this is a requirement for credit.
Step 5: Conduct Exit Interviews and Follow-up
Proving the value of your internship program will require hard evidence that your organization
is getting a return on its investment:
Use the evaluation forms found under Resources pages 21-23 for both interns and
employers to evaluate each other.
Conduct an exit interview to determine if interns are leaving the organization having had a
good experience. This provides valuable feedback to upper management for future
program planning.
In addition to qualitative measures, a number of quantitative measures can be developed:
Common measures may include the number of interns that become full-time employees,
the number of requests for interns in the company and growing numbers of qualified intern
applicants.
In order to successfully measure your program outcome, you should return to the stated
program goals and address those outcomes.
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Legal Issues
Do you have to pay interns? The U.S. Fair Labor Standards Act (FLSA), which applies to all
companies that have at least two employees directly engaged in interstate commerce and annual
sales of at least $500,000.00, severely restricts an employers ability to use unpaid interns or
trainees. It does not limit an employers ability to hire paid interns.
You do not have to pay interns who qualify as learners or trainees. The U.S. Department of Labor
has outlined six criteria for determining trainee status:
1. Interns cannot displace regular employees
2. Interns are not guaranteed a job at the end of the internship (though you may decide to
hire them at the conclusion of the experience)
3. Interns are not entitled to wages during the internship
4. Interns must receive training from your organization, even if it somewhat impedes the work
5. Interns must get hands-on experience with equipment and processes used in your industry
6. Interns training must primarily benefit them, not the organization
Workers and Unemployment Compensation - Workers compensation boards have found that
interns contribute enough to a company to make them employees. It is wise to cover interns under
your workers compensation policy even though you are not required to do so. Student interns are
not generally eligible for unemployment compensation at the end of the internship.
Keep in Mind - Even if a student is working through a school program for which he or she is being
paid in college credits, the student still has the right, under the FLSA, to be paid unless the
employer is not deriving any immediate advantage by using him/her.
The employer should identify the specific terms and condition of employment (e.g., dates of
employment as an intern, including the date the internship will end; compensation; organizational
and/or reporting relationships; principal duties; tasks or responsibilities; working conditions;
confidentiality; any other expectations of the employer), and should discuss these with the
prospective intern, so that there is no misunderstanding regarding the relationship. Also, it may
make sense to document such a discussion with a written agreement. This should be made in
consultation with the educational institution.
If an intern is harassed at your organization and you dont do anything about it, your organization
opens itself to the risk of lawsuits. Take time to advise your interns of appropriate workplace
behavior, the organizations harassment policy and the complaint procedure.

International Students
The most common visa types employers see on college campuses, when recruiting international
undergraduate or graduate students for either full-time or internship positions are the F-1
and J-1 visas.
An F-1 visa is granted to a person coming to the United States to attend a college, university,
seminary, conservatory, academic high school, elementary school or other academic institution or
language training program approved by the U.S. Attorney General for study by foreign students.
The visa holder plans to return home after completing studies. This is the most common
nonimmigrant visa for an international student attending undergraduate and graduate school.
Students are granted F-1 status until the completion of the academic program and 12 months of
postprogram practical training. The purpose of the F-1 visa is to provide an opportunity for study in
the United States. Anything outside of study, including employment, is an exception to the visa.
Authorization for employment is strictly limited to certain situations.
The student holding F-1 status for a full academic year and in good academic standing
may work off campus. Such work authorization is granted when the student has sustained
unforeseen economic hardship. Also, the student may not work for more than 20 hours per
week when school is in session, but may work full-time during holidays and vacations, including
breaks between terms, provided the student intends to register for the next school term.
Curricular Practical Training: An F-1 student may perform curricular practical training prior to
the completion of the educational program as part of his or her educational experience. The
INS defines this type of training as alternate work/study, internship, cooperative education,
or any other type of required internship or practicum that is offered by sponsoring employers
through agreements with the school.
Post-Completion Practical Training: This is temporary employment directly related to the
students major area of study that takes place after the student completes a full course of
study. Authorization for this training may be granted for a maximum of 12 months of full-time
or part time work. Those on a student visa can only gain authorization once for this type of
training.
The above information is adapted from a web article by Rochelle Kaplan, General Counsel for the
National Association of Colleges and Employers (NACE). Reprinted with permission of the
National Association of Colleges and Employers, copyright holder. For more information on these
and other legal issues related to hiring, see NACEWeb at www.naceweb.org.
Also see the website of the U.S. Citizenship and Immigration Services:
http://uscis.gov/graphics/lawsregs/index.htm
Title 8 of the Code of Federal Regulations, Section 214.2 (f)

Frequently Asked Questions

Q: What level of compensation is typical for an internship?
A: In planning to allocate resources for your internship program, compensation may be a
consideration. An hourly wage can vary depending upon experience; typically the hourly wage
for an intern ranges from $8.00 to $20.00 per hour. If you are unable to budget an hourly wage,
consider offering a monthly or semester based stipend to the student.
Q: Is my organization responsible for providing insurance or benefits to the intern?
A: No, normally only full-time employees are eligible for benefits provided by the employer. Interns
are short-term employees and are therefore ineligible.
Q: Do interns work 40 hour work weeks? Do they typically work five days a week?
A: Internships are flexible; students often plan their internship schedules around their class
schedules on campus. A part-time internship can involve anywhere between 10 and 30 hours per
week. Once you identify an intern candidate you will need to discuss his/her availability and agree
on a schedule that will work for both parties. Students enrolled in a school with a co-op program
may be able to work 40 hours a week for a semester.
Q: When do internships typically begin? How long do they last?
A: Internships usually follow the starting and ending dates of the academic semester. They can
take place during summer breaks (typically May - August), during the fall (September - December)
or the spring (January - April). An internship is generally between three to nine months and can
begin in summer, fall or spring.
Q: When should I start looking for an intern if I want them to start work in the summer?
A: Typically internship descriptions are posted at least two-months prior to the proposed start date
to allow for a one-month window for candidates to submit applications.
Q: How does a student obtain academic credit for internship experience?
A: Credit requirements for internships vary by school. It is the students responsibility to manage this.
Q: What if my intern does not work out? Are there rules for terminating interns the same way as
there are for full or part-time positions?
A: In most cases, interns are treated as employees and therefore the same laws apply. It is
advised that you consult with your Human Resources department and/or seek legal counsel for
further information and specific Department of Labor requirements.
Q: I like my intern and would like to extend the internship, how do I go about this?
A: This is at your discretion and you may continue an internship and/or extend an offer for future
full-time employment once the internship has been completed.
Q: Can full-time employment be offered after the internship program has been completed?
A: Yes, if your organization and the intern can come to an agreement about full-time employment
that is the ultimate win for Intern In Michigan and for our state!
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Resources
Internship Work Plan
Intern Name:
Phone Number:

Email:

Supervisor Name:
Title:

Email:

Phone Number:
Mentor Name:
Title:

Email:

Phone Number:
Company Name:
Company Address:

Contact:
Title:

Email:

Phone Number:
Description of Company:



Internship Job Title:
Description of Internship:



Goal (s) of Internship:

Wages:
Hourly Wage
Stipend
Bonuses
Assistance with housing
Unpaid
Timeline:

to:

Supplies:

Desk

Telephone with voicemail

Work station

Network log in

Email account
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Resources
Sample Intern Job Description #1
Position: PC Support Analyst Intern Date: 05/02/09
Organization: ABC Company Location: Holland, MI
Department: Information Systems Salary: 12.00/hour
Cycle: School year
Start Date: 09/01/09
Time Requirements: Part time 15-20 hours/week
Major(s) Requested: Computer Science/information Systems
GPA Desired:
Number of Openings: 1
Job Description:
Responds in a timely and courteous manner to helpdesk calls from end-users with software
and hardware questions
Provides support for office products such as e-mail, electronic calendaring, word processing
and spreadsheets
Performs hardware and software installations
Performs routine maintenance on PCs and peripherals.
Goes to end-users desks and provides tutoring for PC applications such as
WordPerfect, Word for Windows, Excel, Lotus 1-2-3.
Qualifications:
Knowledge of Windows, WordPerfect, Word, Lotus 1-2-3, cc: mail preferred.
Familiarity with PCs and Macintosh preferred
Must have own transportation
Must be incoming Junior or above
Application Procedure:
Please forward resume to:
Contact
Title
Company name
Company address
Phone number
Fax
Email address
Website

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Resources
Sample Intern Job Description #2
Position: Accounting Intern Date: 1/02/09
Organization: Location: Ann Arbor, MI
Department: Accounting & Control Salary: 10.00/hour
Cycle: Summer
Start Date: 05/01/09
Time Requirements: 35-40 hours/week
Major(s) Requested: Accounting, Finance, or Business Administration
GPA desired:
Number of Openings: 2
Job Description:
Prepares and consolidates results and budgets
Coordinates and issues actual and forecast reporting requirements
Analyzes monthly budget variances
Analyzes various general ledger accounts
Prepares monthly financial reports
Participates in special projects
Qualifications:
Minimum of 2 Accounting courses
Proficiency in PC environment, preferably in Windows, required
Familiarity with WordPerfect and Excel or Lotus 1-2-3 preferred
Must be incoming Junior status or above
Application Procedure:
Please forward resume to:
Contact
Title
Company name
Company address
Phone number
Fax
Email address
Website

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Resources
Sample Interview Structure
Stages of the Interview
1. Prepare questions about:
Specific coursework related to the position
Knowledge or familiarity of equipment, techniques, computers, etc.
Previous experiences related to the position
Career interests, goals
2. Analyze resumes
Check for signs of organization, clarity, and accuracy
Trace chronology and look for time gaps
Note involvement and roles in campus and community organizations
Check grade average overall and in major
Look for accomplishments, patterns of progression, and growth
3. Open the Interview (1-2 minutes)
Build friendly rapport through small talk
Provide an overview of the interview
Indicate that the student will have an opportunity to ask questions later
Explain that you will be taking notes and invite the student to do so
4. Ask Questions and Gather Information (15 minutes)
Use behavioral type questions as well as open ended questions
5. Allow for Questions and Comments (5 minutes)
Answer honestly and illustrate with your own experiences if possible
Assess the quality of the students questions
Avoid giving answers that indicate a commitment to a position
Be prepared to answer questions about the position, expected training, company
structure, company products
6. Give Information (1-2 minutes)
Briefly recap information about the position.
Discuss candidates availability for the internship to ensure your needs are met
Discuss any academic requirements for course credit
7. Wrap-Up (1-2 minutes)
Close on a positive note
Briefly describe the next steps
Give an estimate of when the student will hear from you
Avoid making statements that may be interpreted as a promise of employment

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Resources
8. Evaluate the candidate against the requirements for the position.
Review your notes before your next interview
Be objective and base your decision on the evidence
9. Follow up with candidates promptly.
Send rejection letters to students who do not match your requirements
Offer the position to the candidate that you have chosen

Internship Memorandum of Understanding

The following is designed to assist in providing a high-quality internship experience for both the
intern and the employer. This form should be completed together by the intern and the immediate
supervisor or mentor. Both parties should provide input into the completion of the form and agree
to the terms outlined. Please note: this is not a legal contract.
Student Information
Name:
Address:
Phone:

Email:

College/University:
College/University contact:
Internship Information
Company Name:
CompanyAddress:
Immediate Supervisor:
Supervisor Phone:

Email:

Internship Description
Student internship will begin on

and end on

Internship title:
Goals to accomplish during internship:


What do you want to experience or learn during this internship?


List the projects that will be assigned to the intern.

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Resources
Other goals:


Intern signature:

Date:

Supervisor signature:

Date:

A copy of this form should be given to the intern and the supervisor/mentor

Sample Internship Offer Letter

Date:
Student Name
Student Address
Dear (Students first name):
I am pleased to confirm your acceptance of an internship position as (Title) in the (Department
Name) at a pay rate (if applicable) of (Hourly wage/stipend). Your first day of the work will be
(Date). Your duties and assignments for this position will be those described to you in your
orientation with (Supervisors Name).
This offer is contingent upon completion of a physical examination, including a drug screen, and
completion of employment processing procedures. Please report to the Human Resources
Department at (Time) on (Start Date) with the appropriate documents and completed forms.
If you have any questions, please feel free to contact (Supervisors name) or me. We are very
pleased that you have decided to join (Operating Company name). We look forward to seeing you
on (Start Date) and offer a very warm welcome.
Sincerely,
(Your Name)
(Your Title)

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Resources
Sample Rejection Letter on Resume Basis
Date
Student Name
Student Address
Dear (Students First Name):
Thank you for your interest in an internship assignment with (Company Name).
Although your background and qualifications are impressive, we do not have an appropriate
opportunity at this time. I have forwarded your resume to our Human Resources Department.
They will contact you in the event that an appropriate future opportunity arises.
Thank you again for your interest in (Company Name). We wish you success in your career.
Sincerely,
(Your Name)
(Your Title)

Sample Rejection Letter Following Campus Interview

Date:
Students Name
Students Address
Dear (Students First Name):
Thank you for meeting with me recently to discuss an internship assignment with
(Company Name). Although your background and qualifications are impressive, we do not
have an appropriate opening at this time. I have forwarded your resume to our Human
Resources Department. They will contact you directly in the event that an appropriate future
opportunity arises.
Thank you again for your interest in (Company Name). We wish you success in your career.
Sincerely,
(Your Name)
(Your Title)

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Resources
Sample Rejection Letter Following On-site Interview
Date:
Students Name
Students Address
Dear (Students First Name):
Thank you for meeting with me to discuss an internship assignment with (Company Name).
Although your background and qualifications are impressive, we have selected another candidate
who more closely fits our needs.
I have forwarded your information to our Human Resources Department. They will contact you
directly in the event that an appropriate future opportunity arises.
Thank you again for your interest in (Company Name). We wish you success in your career.
Sincerely,
(Your Name)
(Your Title)

Sample Orientation Outline

Review organization vision and department missions
Give the intern a feel for the organizational structure, provide an organizational chart or staff
list with phone numbers
Explain the need-to-know items

Parking

Work station

Specific work dates and times

Office hours, breaks and lunches

Intranet

Using office equipment, ie. Copy machine, phone

Dress code

Attendance and punctuality

Review organizational and employee policies

Review the internship
Identify and discuss main projects

Job description

Results expected

Action plan

Set regular evaluation meetings

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Inform the intern of departmental or staff meetings he/she is expected to attend, and provide
time during those meetings for the interns to report progress on his/her project
Identify a back-up supervisor or support person who can answer the interns questions if his/
her regular supervisor is unavailable
Ensure that your intern understands his/her responsibilities
Provide a tour of the facility, introduction to staff

Sample Form Employer Evaluation of Student Intern

Student:

Date:

Dates of Internship:
1. How well was the intern prepared for this internship?
2. Can you suggest instructional areas which would benefit this intern?
3. Please provide examples in which the intern applied good judgment and had a technical
competence for the assigned tasks.
4. How would you rate the interns sense of responsibility toward his or her assignments?
5. Please provide some examples in which the intern worked quickly, thoroughly and efficiently.
6. What are the interns strengths and weaknesses when interacting with others?
7. What are the interns strengths and weaknesses when it comes to leadership?
8. Discuss areas where the intern has made significant improvement.
9. What are the interns strengths and weaknesses in oral and written communication?
10. Would you recommend this intern for future employment? Why or why not?
11. Are there other areas involving the internship program or the intern that you wish
to comment on?

Sample Exit Interview

Schedule in advance to give the student opportunity to prepare thoughts and questions.
Avoid scheduling on the students last day on the job so that there is time to take care of any
action items that come up.
Exit Interview Steps
1. Explain the purpose of the exit interview
2. Encourage the student to be as candid as possible
3. Explain that you will be taking notes
4. Begin with less sensitive questions to put the student at ease
5. Gradually move into areas of greater sensitivity
6. Ask the student if he/she has any remaining questions or suggestions for improving
the internship program
7. Conclude by thanking the student for his/her time and honesty

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Exit Interview Summary
Name:

Date:

Department:

Supervisor:

Company property returned:

Keys
Badge
Other
1. How similar was your actual assignment to your expectations?
2. How would you rate (company name) as a place to work?
3. How well did your experience provide information about your chosen field?
4. What was the best part of your intern experience?
5. What was the worst part of your intern experience?
6. Would you recommend (company name) to other students for an internship assignment?
Why or why not?
7. What suggestions do you have for improving the internship program?
8. Include any other comments you would like to write down.

Contact
West Michigan

Southeast Michigan

Cindy Brown, Project Manager

Britany Affolter-Caine, Ph.D.

Internship Initiative

Director, Intern In Michigan

West Michigan Strategic Alliance

Detroit Regional Chamber

951 Wealthy Street SE

One Woodward Avenue, Suite

Grand Rapids, MI 49506-1214

#1900

616.871-2452 Direct

Detroit, MI 48226

616.356.6060 Main

Rev: 10/29/2009 25

616.818.9080 Cellular

313.596.0331 Direct

cbrown@wm-alliance.org

313.580.1588 Cellular

www.wm-alliance.org

bcaine@detroitchamber.com
www.detroitchamber.com

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