How do internships benefit our students?
Internships should meet the following criteria:
Faculty Sponsor’s Role: Integrated Learning
1. Assist student in developing his/her learning goals to be included in the internship contract. Learning goals can focus on, among others:
2. Determine project requirements. In addition to the program minimums (Log of Activities, Reflective Essay – discussed below), you may assign additional evaluative work. For example, an updated resume, portfolio of work, structural analysis of the organization, oral presentation, etc., depending on the academic discipline and the student’s needs and goals.
3. Signing the internship contract. Your signature indicates your conviction that the internship, as described, can provide a meaningful and pertinent learning experience for this student, based on his/her needs and goals.
4. Engagement throughout internship. Support student in reflection process by posing critical questions and encouraging introspection. Communicate with on-site supervisor (employer) and internship coordinator throughout internship, as needed. Visit internship site if possible.
5. Assign pass/fail grade. Collect necessary documents at conclusion of internship and assign grade. Grading is based on student’s attendance at Career Development Center’s Mandatory Internship Orientation, on-site supervisor’s evaluation, completion of contracted hours, quality of reflective essay and any additional required projects.
Student’s Responsibilities: Initiative. Follow-through.
(Complete information provided in Student Brochure and on student section of the website)
On-Site Supervisor’s Role: Professional Oversight.
Career Development Center assists in the following ways: Find. Obtain. Process.
1. Help student find internship opportunities by providing resources, leads, and networking opportunities.
2. Coach student through application processes, including how to market strengths effectively through resumes, cover letters, and interviews.
3. Assist with internship contracts, required paperwork, developing learning goals, and reflecting on experiences.
Special Circumstances: Non U.S. Citizens & Curricular Practical Training (CPT)
There are very strict U.S. Department of Labor regulations regarding the work-like experiences in which non-U.S. citizens may engage themselves. It is imperative that internships for these students qualify for “Curricular Practical Training” (CPT). This means that the tasks and responsibilities of the position must be integral to the student’s major course of study. Furthermore, non-U.S. citizens must receive academic credit for their internship by completing the Credit-Bearing Internship Contract and include a formal offer letter from the employer. Your student needs to fill out a CPT Request Form and get your signature.
Non-U.S. citizen interns may not begin their internship until all paperwork has been filed and a new I-20 issued by the PDSO.
Internship Program’s Required Minimums:
An introspective piece that reflects back specifically on the Learning Goals verbalized in the internship contract, as well an any unanticipated outcomes. What are the experiences that occurred—externally or internally—that prompted learning for the student? What are the student’s take-aways based on the experiences? It is not intended to be: a daily journal, observational field notes, or narrative of tasks undertaken.
Log of Activities
This “timesheet” is completed on the student’s honor and documents that the student completed the number of hours committed to in the internship contract. A secondary purpose is to document the student’s tasks over the course of the internship, which may assist the student in writing his/her Reflective Essay.
Frequently Asked Questions:
I know of an employer who is looking for an intern and my student would be great for it. What are the next steps?
For a number of reasons—including the student’s own learning process and issues of legal liability—it is important that students aren’t “placed” in internships. We recommend that you mention specific opportunities to a number of students, and refer a number of students to employers with whom you speak. Thus, the responsibility remains on the student’s shoulders to exercise due diligence and to compete for the opportunity. We recommend that you provide your student with the information you have about this specific employer as well as a few others. Instruct them to investigate the employers and the opportunities, and refer them, as needed, to the CDC for coaching on their application materials.
Can a paid intern receive academic credit?
Yes. Academic credit awarded by an educational institution and moneys paid by an employer are two unrelated systems. The College determines if the experience is worthy of academic credit; the employer decides whether or not they can pay their intern.
Can a student get credit for an internship that has already been completed or is already underway?
An internship is intentional in nature and is developed around specific learning goals, in accordance with point #4 in the criteria listed above. Therefore, it is not possible for a student to retro-actively apply for academic credit for a previous experience. In certain situations, a student may begin the work of the internship before the paperwork has been filed, when all the following are true:
Summer Internship — Due: May 1st (appeal period until July 31)
Fall Internship — Due: Aug 15 (appeal period until end of first week of classes)
Winter Internship — Due: Dec 1st (no appeal period)
Spring Internship — Due: Dec 1st (appeal period until end of first week of classes)
Contracts submitted during appeal period must be accompanied by an Appeal Form regardless of reason or circumstances. After that date, Internships may not earn credit.