An internship is a work or learning experience with intentional learning goals: academic, career, and/or skill development. Internships can last anywhere from a few weeks to a few years, be paid or unpaid, for credit or not for credit, and can take place in almost any work or service setting. Additionally, an internship program creates a competitive advantage in recruiting the most qualified workers for your organization’s needs. Interns often become full-time hires who already possess the necessary training for your organization, while you have previous knowledge of their on-the-job performance.

• Build positive, long-term relationships with potential full-time hires
• Benefit from the talents, enthusiasm, and innovation of CSU students while saving money.

• Inexpensive, skilled labor
• Gain fresh ideas and perspectives
• Increase visibility and reputation on campus
• Adapt the internship program to meet your current (often short-term) goals/needs

• Opportunities to gain experience and build networks.
• Resume-building skills and accomplishments.
• Make money; receive college credit;

Ensure there are adequate resources available. Do you have:

• Time to support an intern?
• Human resources available to support the internship?
• Senior leadership buy-in and availability
• Mentors/Supervisors
• Physical resources such as adequate work space and equipment (telephone, computer, etc.)
• Financial resources consideration: paid vs. unpaid, stipends, travel/parking reimbursement

• Internship position description should include:
• Position title; essential skills & qualifications needed; duties, responsibilities and expectations
• A brief description of your organization, hours/week, pay rate (if applicable), start and end dates
• Hiring
• Equal Employment Opportunity laws apply to the hiring of student interns
• Check with your organization’s home-office state for workers’ compensation rules and regulations
• Provide interns with your organization’s safety and harassment policies, as employers may be held liable for intern safety and harassment issues
• In general, student interns fall into an "at will" employment status
• Compensation
• Work directly with your organization’s legal counsel or contact your human resources department as your first resource regarding compensation and other legal issues
• The Department of Labor allows interns to be unpaid if the following criteria as a "learner/trainee" are ALL met (NACE Spotlight 2007):
• The training must be comparable to that given at a vocational school
• The training must benefit the student
• The students would not replace regular employees
• The employer does not immediately benefit from the student’s activities
• There is not a promise of a job following the training
• Employer and student understand that no wages will be given for the training period
• If the above criteria are not met, interns must be paid at least minimum wage. Often, a higher wage elicits stronger student interest in the internship.
• Employers may not be required to pay minimum wage if the student is receiving course credit.
• Internship wages vary – research what is typical within your industry and geographic location – The CSU Career Center can provide you with competitive wage information.
• Workers Compensation – If the intern is paid or is volunteer (not receiving credit), the employer covers workers comp. If the intern is receiving credit and the CSU college requires workers comp then a document will be provided that indicates coverage through CSU.
• You may provide other incentives for student interns, also:
• Scholarships based on performance; tuition reimbursement
• Attend professional development seminars/workshops
• Opportunity to conduct informational interviews with senior staff

• Interns should feel like they are making a contribution
• Assign a mentor prior to the intern’s start date
• Conduct periodic evaluations throughout the internship – provide feedback and guidance
• Communicate evaluation results with each intern individually.
• Communicate with CSU Career Center or appropriate academic department about any key issues that should be addressed.
• Offer opportunity for interns to attend management and/or staff meetings
• Extracurricular activities (dinners, informal get-togethers, group volunteer opportunities) allow interns to feel valued and included and they providing invaluable networking opportunities
• Clearly communicate if the intern will be granted a continuation of the internship (for the upcoming semester or following summer) or if a full-time offer will be extended.

• Post your internship opportunity on The Career Center’s CareerRAM Job Posting system
• Advertise in CSU daily newspaper, The Rocky Mountain Collegian
• Participate in CSU career fairs and other Career Center sponsored events/activities
• Network with targeted academic departments; participate in/sponsor CSU student organizations

• Utilize the interview rooms available at The Career Center
• Use on-line CareerRAM system to communicate with the students regarding interview logistics - time, place, information session date/time, dress code, who they will be interviewing with (if known), etc.

• Clearly outline your selection process and timeframe with each student you interview
• Contact every student that you interview regarding his/her status in a timely fashion.
• If the student is offered an internship, clearly communicate the next steps – official offer letter, orientation logistics, start date, compensation, office location, length of internship, temporary housing/traveling expenses, assigned mentor (including contact information), etc.
• If not offered internships, please let students know; keep them ‘warm’ for potential future opportunities.

Lucinda Van Inwagen, Employer Relations Coordinator
The Career Center, Colorado State University
105 Ammons Hall, 711 Oval Drive
Fort Collins, CO 80523-8008
(970)491-1955 FAX: (970)491-1134