Aksarben Foundation Announces Exciting Addition of Megan Bell as Operations Manager The Aksarben Foundation is excited to announce Megan Bell as its new Operations Manager. Selected from an exceptionally competitive pool of candidates, Megan is set to lead the execution of initiatives for the Nebraska Tech Collaborative (NTC) and internNE, both Powered by Aksarben. A Strategic and Inspiring Hire Megan Bell's arrival signals a significant stride in the Foundation's journey towards impactful community engagement and operational excellence. Her extensive experience, marked by a Master's degree in education, 9 years with Omaha Public Schools in roles including educator and strategic mentorship lead, certifications as a Project Management Professional and a Prosci Certified Change Management Practitioner, uniquely equips her to steer these important initiatives. Megan will work in close partnership with Shonna Dorsey, the Executive Director of the Nebraska Tech Collaborative and interim Executive Director of internNE, Powered by Aksarben. “Megan’s blend of strategic vision and practical expertise makes her a valuable addition to the Aksarben Foundation’s team. I am genuinely excited to see the transformative impact she will bring to our initiatives.” – Sandra Reding, President of the Aksarben Foundation "We are thrilled to welcome Megan to our team. Her expertise in managing complex projects and her visionary leadership are exactly what we need to propel our initiatives forward. I am looking forward to partnering with Megan. Together, we're poised to impact Nebraska's tech and internship landscapes." – Shonna Dorsey A Vision of Growth and Impact In her new role, Megan will focus on executing the strategic plans for both internNE, Powered by Aksarben and the Nebraska Tech Collaborative, Powered by Askarben which includes operational oversight and fostering collaborative relationships with new and existing partners across Nebraska. Her dedication to excellence and collaboration aligns perfectly with the Foundation's objectives, setting the stage for a future filled with innovation and success. Megan’s appointment underscores the Foundation's commitment to driving positive change and building a stronger, more connected Nebraska.

Introduction: This guide serves as your roadmap to navigating the internNE, Powered by Aksarben Initiative. It's designed to be intuitive and user-friendly, providing step-by-step instructions from the initial application to the conclusion of your internship program. To make the most of this digital resource, simply follow the outlined steps, click on the embedded links for in-depth information. Whether you're assessing eligibility, planning your internship program, or preparing for intern onboarding, this guide is here to support you at every stage, ensuring a smooth and successful internship experience for both you and your interns. At the very bottom of this post and the other resource pages, there is comprehensive guidebook for download. Step 1: Program Understanding and Internship Planning Preliminary Assessment Understand the Program: Read: internNE Grant Program Guidelines to grasp the full scope of the program. Check Eligibility: Ensure your business is based in Nebraska and qualifies as a for-profit or non-profit organization. Plan Your Internship : Decide on the type of internships you wish to offer, aligning with internNE’s criteria for roles, duration, and pay. Link: internNE Grant Program Guidelines Pre-Application Preparation Budget and Internship Design: Budget Planning: Assess your capacity to cover 100% of eligible internship expenses up front prior to submitting a request for 50% reimbursement of eligible expenses upon the conclusion of the internship. Internship Design: Structure the internship including roles, responsibilities, and objectives. Mentor Assignment : Choose suitable employees to mentor interns. Link: Designing Your Internship Program Link: Making the Most of the Internship Experience Step 2: Registration, Application Submission, and Recruitment Registration and Account Setup Symplicity Registration: Register for Symplicity account by navigating to https://internneb.org/ and selecting sign up. Access Resources: Utilize the Document Library on Symplicity for additional guidance. Application Process Submitting Your Application: Create Internships: Detail internships on Symplicity with job descriptions, locations, and wages. Minimum wage is a requirement; however, applications with competitive wages above minimum wage receive extra points during the scoring process. Application Submission: Complete and submit the internNE Grant Application within the application window. Documentation Preparation: Organize all necessary documentation. What will be needed for forms and documentation during internship: Executed contract ACH Form Student Verification Form Student Evaluation Form Internship Completion Form/Reimbursement Request Step 3: Post-Approval Actions, Onboarding, and Engagement Post-Application Activities Tracking and Recruitment: Track Application: Monitor the status of your application. Recruit Interns: Formulate strategies for attracting the right interns. Participate in student engagement activities such as, career panel discussions, speed networking, interview days. Prepare for Arrival: Organize workspace, technology, and resources for interns. Link: Recruiting and Hiring Your Intern Upon Grant Approval Implementation and Record-Keeping: Review Grant Terms: Understand and follow the grant conditions. Onboard Interns: Integrate interns into your team effectively. Keep Records: Document all eligible expenses for reimbursement. Link: Making the Most of the Internship Experience Step 4: Mentorship, Evaluation, and Program Review Throughout the Internship Peer Networking Events Kicking off in Quarter 2 of 2024 Starting in quarter 2, internNE, Powered by Aksarben will be hosting peer networking events where students can connect, engage, and learn from other interns from around Nebraska. Guidance and Evaluation Mentoring: Provide consistent mentorship and supervision. Performance Reviews: Regularly evaluate the interns' contributions. Link: Making the Most of the Internship Experience Program Conclusion Evaluation and Reimbursement: Final Evaluation: Assess the program's success and provide feedback. Reimbursement Claims : Timely submission of claims for eligible expenses. Future Participation: Decide on ongoing involvement in the internNE program. Link: Why Offer an Internship Program? 

Creating an Internship Job Description Treat the job description as an opportunity to showcase the internship(s). For some students the internship job description may be the first time they have ever heard about your internship program and even your organization. Why will students want to apply for your internship over others? Does your job description illustrate how it will be a unique experience? Do you fully define the benefits or incentives your organization can provide? Do you describe what makes your organization different or stand above the rest in its industry? Write the job description in an interesting way that engages students; this may increase your chances of finding the ideal student. Writing an effective internship description is essential to recruiting the right kind of intern. Students really want to know what kind of work they will be doing. Students are not experts in "HR-speak" - so write the internship description in clear, everyday language that will help the candidate know what kind of position it is and what kind of organization you represent. Be thoughtful about the requirements posted in your job description. For example, if you require a specific minimum grade point average (GPA), first consider students that you may be excluding from the opportunity. Some employers have found that requiring high GPAs can unintentionally limit the candidate pool diversity. Tip: If you're not sure what specific projects you might have the intern work on, provide a range of "potential" projects and responsibilities. Then state that you will match the actual duties to the intern's interests and skills or with the specific business needs. Students will appreciate that. If you know that the intern will be working on a wide variety of projects that may change daily, state that in the internship description. Candidates that like variety and new challenges will be drawn to apply, and those who need routine, and predictability will pass up this opportunity. Giving a clear internship description is the first step in recruiting the right type of candidates. An effective job description should: Explain the organization’s goals and mission Outline the intern’s responsibilities and potential tasks/projects Illustrate the necessary qualifications Skills (computer, analytical, design, communications, etc.) Education level (year in school) Majors Clarify the duration of the internship Hours required per week Flexibility with schedule or specific hours that need to be covered Type: summer, semester, etc. State how much the position pays Provide the job location and whether telecommuting is an option Specify how to apply Provide contact information See the Sample Internship Job Description on page 39 of our guidebook for an example of how to incorporate this information. Where Have All the Interns Gone? – Finding Intern Candidates Recruiting quality interns is one of the greatest challenges to developing a successful internship program. Whether you live in a rural community or a major city, locating interns can be difficult due to a number of factors including not knowing how to reach or market to students and competition that may exist among Nebraska employers and those in other states. If, however, you effectively promote your internship through various outlets, finding an intern can be simple and easy. Employers can increase their candidate pool by recruiting from a broader scope of college degrees and programs, rather than narrowing the search to specific programs. Employers choosing to do this look for the right candidate fit based on talent and employability skills (e.g. project management, creative thinking, communication, problem solving), even when coursework and experience are not in perfect alignment with the internship tasks. Keep in mind that many college students begin looking for their next intern experience at the start of the academic year, or as soon as they get back on campus. Many high performing students, especially those with prior internship experience, will secure internships in the fall for the following summer. Intern Recruitment as an internNE Eligible Expense for Reimbursement internNE grants allow transportation expenses relating to internships as an expense that is eligible for reimbursement. More information will be provided soon regarding exactly what is eligible and documentation needed for reimbursement. Online Job Postings A number of tools exist to help you find the intern who is right for your organization. The big take-away from the lists below is to use multiple recruiting methods and outlets to help increase awareness about your internship program and ultimately connect with students. There are many different outlets through which to post internship information, including: Post your position on www.internNEB.org (requirement for participation in this initiative) College and University Career Services job boards Handshake Best Practices – Handshake is the talent recruitment/job board used by several Nebraska colleges. College and University alumni networks Nebraska Department of Labor (NDOL) NEworks – Provides employer resources and a free statewide job board. Other training provider job boards To access a list of Nebraska training providers and contact information (as well as other resources) visit NEworks > “Employers” > “Additional Services” > “More Information for Employers” > Training Providers and Schools Other popular job and internship sites such as: LinkedIn Glassdoor Google (using SEO) Internships.com Indeed.com Recruiting on College Campuses Many colleges in Nebraska offer career fairs, networking events, and other activities that provide beneficial recruitment opportunities. These events get employers connected to students, and the types of events offered vary by college campus. Career Services is also a valuable resource for learning more information about developing internship programs. Career Fairs : Attend career fairs to engage directly with students seeking internships, co-ops and experiential learning opportunities. Career fairs provide a chance to meet many students within a short period of time. Online Career fairs : Virtual career fairs are like traditional in-person career fairs but are hosted exclusively online. Students join the fair using a link where they can view videos from recruiters and chat in real time with live recruiters about the internship opportunities. Participate in Career Development Programs : College career services teams often coordinate career development programs for students including career fair prep nights, resume reviews, mock interviews, etc. Employer participation provides student valuable knowledge and feedback. Interview On Campus : Some career service offices will have rooms available for employers to meet their candidates on campus at no cost and can facilitate virtual interviews in a dedicated room. Host an Informational Booth : Employers can connect directly with students by hosting informational booths around campus. Informational booths create opportunities for increasing brand awareness, showcasing open and upcoming jobs and internship positions, and more. Guest Lecturer in Classes : Your personal insight helps students learn more about your organization as you develop a positive image and working relationship with the college or university. Contact Career Services or the designated college departmental advising office to find out how you can take advantage of this opportunity. Faculty Referrals : If you already have a professional relationship with faculty members on campus, they can help refer their top students as well as provide students with information about your organization. Other creative strategies include: Present to students or sponsor events for a class or student organization Set up office hours in the Career Services office Sponsor a campus event Organize an employer tour for students and/or faculty and staff Arrange a lunch or meeting on campus to meet faculty and staff Use social media - request Career Services tag your organization on Facebook when you are on campus Provide resume or social media reviews Conduct practice interviews Place an ad in the college newspaper Nebraska college Career Services websites: Bellevue University Central Community College - Hastings Campus Central Community College - Columbus Campus Central Community College - Grand Island Chadron State College College of St. Mary Concordia University Creighton University Doane College-Crete Campus Hastings College Metro Community College - South Omaha Metro Community College - Elkhorn Valley Metro Community College - Fort Omaha Mid-Plains Community College – North Platte Mid-Plains Community College – McCook Midland University Nebraska Wesleyan University Northeast Community College Peru State College Southeast Community College - Beatrice Southeast Community College - Milford Southeast Community College - Lincoln University of Nebraska at Kearney University of Nebraska - Lincoln University of Nebraska at Omaha Union College Wayne State College Western Nebraska Community College – Alliance Western Nebraska Community College – Scottsbluff Western Nebraska Community College – Sidney The Nebraska College Career Services Association (NCCSA) represents professionals from two-year and four-year colleges and universities who aid students in their career development, including searches for internships and employment. Employers can find information regarding career events and establishing internship programs, advertise internship opportunities through their listserv, and coordinate interviews on campus through www.nccsa.info . Interviewing Potential Interns In many ways, hiring an intern is similar to hiring an employee. The following information will guide you in making the right hiring decisions for your organization and its needs. What to Look for When Hiring Interns Your excellent recruiting skills and appealing internship job description have netted you numerous applicants. Now how do you choose whom to interview? Generally, this process will most likely follow the employer’s guidelines for hiring employees. Consider the following recommendations as well. When evaluating resumes and applications students should be evaluated on: Skills and qualifications Relevant coursework or class projects that relate to the internship Other internships and/or work experiences Skills, qualifications, coursework and experience that are indirectly related, or adjacent to, what is traditionally expected or described in the internship description Extracurricular activities Leadership positions Honors and achievements Also consider: Writing skills (proper spelling and grammar) Submission of a cover letter (shows an interest in the internship) Specific talents indicated in the application/resume as well as observed in the interview process (such as being a self-starter, creative, positive, an achiever, adaptable, etc.) Keep in mind that you are working with a pool of students who may not have all of the desired qualifications/skills you seek since they’re still in school and may have little work experience. However, if you select students who have the right talents for the job, with some training, students may be able to learn these desired skills and even bring fresh, new perspectives and ideas. Choose candidates you feel have the most potential; then begin the interview process. As an employer, remember that these students are in demand. Think outside of the box when evaluating talent. If you require good writing skills, look at degree programs outside of journalism and communications. Evaluate students with English degrees or similar programs in Arts and Sciences. The Interview Process Internship interviews will help you evaluate if a student is a good fit for your organization. The interview process for internships will most likely not be as in-depth as a regular job interview. Since students may be new to the interview process, it’s recommended that you share in advance the types of questions (or even specific questions) students will be asked as well as any relevant work, a portfolio of writing, project samples, etc. to share with the interviewers. The following are potential interview questions to help you better evaluate and understand the student: Why did you apply for this internship? Why did you choose your major? What is your experience with (software, programs, etc.)? What relevant experience of yours relates to the internship? What do you hope to gain from this internship? Provide a recent example of when you ______? When are you available to start the internship? What does your schedule look like during the week? How many hours do you feel you can work? When do you plan on graduating? What is your favorite movie? (or similar questions that indicate you are interested in getting to know them wholistically) Create an evaluation form to rate the candidates and make additional comments. By the end of the interview process, hopefully you have found a top candidate and now you can make an offer! We Want You! - Selecting an Intern Now that you’ve found the right intern, let them know! Send the selected student(s) an offer letter or email. An offer letter should include: Dates/duration of the internship Specific pay Deadline for acceptance Contact information See the Sample Offer Letter and Sample Rejection Letter in the Appendix of our guidebook . Do not send out rejection letters to the non-selected students until you have been notified by the selected intern of their acceptance or denial. Once you have been notified of an acceptance, give notice to the non-selected students about the decision made in a letter. It is important to maintain connection with interns who have accepted your employment offer but have not started in the position. Keep that relationship warm by maintaining communication, sending SWAG, connecting them with their supervisor and mentor, etc. Check out the entire guidebook for all information on developing a successful internship program.

An internship is any carefully monitored work or service experience in which a student has an intentional learning goal and reflects actively on what he or she is learning throughout the experience. In general, an internship: Includes an intentional "learning plan" that is structured into the experience. Promotes academic, career and/or personal development. Typically includes learning objectives, observation, reflection, evaluation and assessment. Balances the intern’s learning goals with the specific work the organization needs completed. Can range from one month to one year in duration; a typical internship lasts about one semester. May be part-time or full-time. May part of an educational program and may be carefully monitored and evaluated for academic credit. May be high school internships that meet the Nebraska Department of Education requirements for work-based learning and are consistent with Nebraska Department of Education Career and Technical Education guidelines. Internships through the internNE, Powered by Aksarben initiative include the employment of a student in a professional or technical position for a limited duration, by a business in Nebraska, in which the student: Has the opportunity to match with an employer seeking talent to evaluate, develop, and retain; Gains valuable applied work experiences; Increases knowledge and develops connections that assist with career decision making; Receives credited or certified training for skilled positions that will help resolve skilled workforce shortages and create talent pipelines for Nebraska industries; or In the case of high school internships, is aligned with the Nebraska Department of Education work-based learning requirements when employing high school students. Employers participating in the internNE, Powered by Aksarben initiative will include guidance available in this document to cultivate an exceptional and engaging experience for each intern. By offering such elevated experiences, internships through the internNE, Powered by Aksarben initiative internships may lead to higher intern conversion rates and increased intention among students to remain in Nebraska after completing their studies: Offer competitive compensation and benefits such as tuition reimbursement, housing assistance or transportation expense reimbursement. While legislation requires internships pay at least the state minimum hourly wage ($10.50/hour in 2023), it is strongly recommended employers pay prevailing market wage rates. Create guidance for new interns to help orient them to your organization, your organization’s culture and values, and your organizations’ expectations. Assign meaningful and challenging projects to interns. Consider a structure with balance of long- and short-term project work and non-time-sensitive background or day-to-day work; encourage interns to collaborate with employees and other interns. Facilitate networking inside your organization. Consider a rotational program where interns experience work within multiple departments. Designate a professional mentor for each intern. Collaborate with internNE, Powered by Askaben’s Regional Coordinators, community partners, and/or other employers to host community engagement opportunities to create peer support opportunities. Stay connected with your interns after they return to school. Maintaining communication with successful interns throughout the long academic year is important if you want them to return for another internship experience or after extending a job offer post-graduation. Check out the entire guidebook for all information on developing a successful internship program.

Final Intern Evaluation As the internship draws to a close, you’ll want to have the intern undergo a final evaluation (exit interview/survey) to provide insight and perceptions about the internship program and activities. You may allow students who are in remote locations to interview by telephone. For an example of a student’s final evaluation form, see the Sample Intern Exit Survey Questions in the Appendix. Supervisors and/or mentors also should evaluate interns at the end of the internship. Mentors should be encouraged to review the internship with the intern before he or she leaves. Final evaluations are helpful when determining the intern’s success within the organization for future internships or employment upon graduation. These evaluations should be in the form of a written evaluation. See the Sample Manager/Mentor Evaluation Questions in the Appendix for an example . Transitioning an Intern to a Full-Time Employee For many, the ultimate goal of an internship program is to recruit, select and develop future employees. Internship programs should provide a positive experience for both the intern and the employer, and employers should consider and evaluate each intern as a potential future full-time employee. In general, most internship programs have a minimum conversion rate of 50%. Recommendations for Evaluating Interns and Extending an Offer Use evaluations from managers and/or mentors to weigh the considerations of hiring the intern post-graduation If possible, make offers before the end of the student’s final semester. Remember, these students will be recruited by other organizations as long as they are available. If making an offer before the internship concludes isn’t possible, be sure to maintain contact with the student(s) and make offers as soon as you are able. Be aware that students will pursue other opportunities and may not be able to wait for your offer. Communicate through email correspondence, phone calls, or even enlist them to help you reach out to additional students at on-campus activities (i.e. career fairs). Tips for Transitioning an Intern to a Full-Time Employee Explain the new role. Typically, when transitioning from an internship position to a full-time employee, the person will be engaged in doing different work or handling situations differently. Provide as much detail about their new or expanded tasks and any resources they may need. Provide a mentor. The new employee will likely have many questions while transitioning and orientating to their new role; it is recommended that you match your new full-time employee with a mentor. Typically, you will have lower turnover rates and higher productivity when providing a mentor to a new hire. Appropriate pairing of mentor and mentee is very important to ensuring a productive and valuable relationship; the best mentor may be someone other than their direct supervisor. Provide training. Proper training will help them feel prepared for their new role. Even though the employee has worked at the organization as intern, new employee orientation is still important. Provide immediate feedback. Once they’ve completed a few tasks, give them feedback. This will help keep communication channels open and productivity at a high level as they begin their new position. Instill confidence in your new employee. Give the employee a chance to take the lead on a project or share his or her expertise gained from the previous position. Post-Internship Support Providing post-internship support is crucial for employers to maintain a positive relationship with interns and potentially foster their long-term engagement. Transition Guidance : Offer interns guidance on transitioning from their internship to the next phase of their career. Provide resources, workshops, or one-on-one sessions to help them navigate the job search process, polish their resumes, improve interview skills, and explore further education or career paths. References and Recommendations : Provide interns with personalized letters of recommendation or serve as a reference for their future job applications. A strong endorsement from the employer can significantly enhance their chances of securing employment or further educational opportunities. Alumni Networks : Establish an alumni network or community specifically for former interns. This platform can facilitate ongoing connections, networking opportunities, and access to resources or job postings within the organization. Encourage interns to stay connected and engage with the alumni community. Mentorship Continuation : If an intern had a mentor during their internship, offer the option to continue the mentorship relationship even after the internship concludes. This ongoing support and guidance can provide valuable insights and career advice as interns transition into the professional world. Stay in Touch : Regularly reach out to former interns to check on their progress, offer support, or provide updates on new opportunities or developments within the organization. Demonstrating a continued interest in their professional journey helps maintain a positive relationship and encourages them to stay connected. Alumni Spotlights or Success Stories : Highlight success stories of former interns who have gone on to achieve significant milestones or success in their careers. Sharing these stories can inspire current interns and further demonstrate the value and impact of the internship program. Evaluating Your Internship Program Creating and building a successful internship program is just the beginning. Evaluating your internship program on a regular basis will help you connect more effectively with students and provide you with the best opportunities for discovering future organization leaders. Evaluations will encourage improvements, and these developments will continue to keep both the interns and your employees satisfied with the program. The following metrics should be considered: Conversion Rate An effective internship program may convert at least half of its interns to employees. Retention Rate Measure how long interns are with your organization after they are hired full-time compared with employees hired without a prior internship at your organization. Most statistics show that former interns will remain at their workplace longer than other employees. Promotion Rate For interns who remain in the same career path after conversion, measure how long it takes to earn a promotion to a more experienced position. Performance Ratings Compare the performance ratings among your employees. If your ratings could be improved, consider adjusting your intern selection process to meet these unaddressed areas for improvement. Student Evaluation Periodic surveys and exit interviews can help you to meet students’ internship expectations and goals. Testimonials can serve as elements for future marketing pieces. Manager and/or Mentor Evaluation Similar to student evaluations, manager and/or mentor evaluations can address how an internship program can more effectively meet the needs of staff. Check out the entire guidebook for all information on developing a successful internship program.

Orientation & Onboarding It is very important that interns be warmly welcomed and introduced throughout your organization, just as you would welcome a new full-time employee. Not only are interns new to your organization, in many cases, they are new to the professional world of work. Many students are unfamiliar with the activities, environment and objectives of your organization. Even though your interns may have worked part-time to support their education, these experiences may not have exposed them to organizational politics, the need for confidentiality, the importance of teamwork, or the profit-making nature of business. It is the orientation and training of the internship experience that emphasizes these issues and provides information about the organization. The sooner your intern understands your organization and how it operates, the sooner he or she can assume assigned responsibilities and contribute to your organization. You can help this process by providing the following kinds of information about your site/organization: How did the organization start? Why? What is unique about your product(s) or service(s)? Who benefits from your product(s) or service(s)? What are the organization's current objectives? How may the intern contribute to those objectives? Is there any special, relevant jargon that should be made known? What are the specific work standards and procedures? When will the supervisor be accessible (days, times, duration) to the intern? How should they process requests? How do the mail and telephone systems work? What are the approved forms for correspondence? By what safety regulations must they abide? What periodic forms or reports need to be completed? Are there security or confidentiality issues of which the intern should be aware? In an internship, having mutually agreeable goals among the employer and student is essential. Students may choose suitable internships on the basis of an organization's pre-established goals. If the organization or department does not have pre-established internships goals, the student and organization may work together to articulate clear, measurable goals. If the student’s goals don’t match those of the sponsoring organization, the internship is unlikely to be successful from either party's perspective. See the Sample Orientation Checklist in the Appendix to make sure you have identified all areas of information that are important for interns to know. Tip: Provide an Intern Handbook (typically available online or through a shared network). This internship may represent many interns’ first opportunity to work in a professional environment. Policies, procedures, objectives, and other information may be overwhelming. A handbook or designated (password-protected) section on your website will help guide interns throughout their internship. This will be a resource they can access in the future for common questions. This can be especially beneficial for interns who are not working on-site. Training, Supervision and Mentoring Supervision Due to the nature of an internship, it is imperative that interns are provided with sufficient supervision. Considerable time investment will be needed, especially on the front end, to plan for and implement necessary training. The work should be structured, and the intern should be assigned an employee supervisor and employee mentor with whom he or she can consult as needed. Ideally, an intern will be supervised by someone who has current or previous experience with managing a team. An intern will likely need more supervision and consistent guidance than a regular employee and it is best to give that responsibility to someone who has experience. It is also important to recognize that an intern may be hesitant to speak up regarding something they find difficult or confusing. Supervisors should provide the interns ample opportunities to share how they are doing or what they are finding difficult or confusing. Mentors A mentor can prove to be an invaluable resource throughout the internships. A mentor will most surely enhance the student’s experience and help them get the most out of their internship. This mentor also will serve as an excellent reference when deciding whether or not the intern would be a good candidate to hire as an employee upon graduation. Use care in identifying a seasoned staff member who "buys into” the importance of utilizing interns and has an interest in facilitating personal development. The person should realize that the purpose of an internship is twofold. Interns will provide useful assistance for the organization while also gaining on-the-job training that assists them with their future career search. Additionally, mentors must have the time necessary to mentor a student. Mentors generally work in the same department as the intern and work closely with them on related projects. It also is recommended that the mentor plan ongoing weekly meetings to stay up-to-date with the intern's progress. Mentors serve as: Teachers Help the intern learn about the organization and its offerings Explain projects and processes Supporters Help make the transition to the workplace as easy as possible Answer questions or concerns Serve as a positive role model Coaches Provide constructive feedback to the intern on a regular basis Mentorship best practices include: Make your aspirations known early on - Being clear on the purpose behind every interaction helps your mentees get the most out of every relationship in the office. Find out what the interns want out of the experience – Ask “What do you hope to learn about yourself and this industry along the way?” This question signals that we care about their enrichment as well as their contributions, and it primes them to think about their journey as deeply as they do their destination. Initiate Connections – Take the initiative to send LinkedIn invites to new interns weekly. It breaks the ice and affirms your intention to connect with them individually and support them throughout their career. Include a note welcoming the new intern to the team, letting them know that you will be available for a recommendation, introduction, or advice. Share Mentorship Responsibilities - Make mentorship a part of your organization’s leadership practice and encourage the team to recommend mentors for different interns or challenges. Ask for Feedback - Feedback typically comes from the top-down perspective but mentorship should be a mutual learning experience. Because the power dynamic can discourage feedback from the intern, formalizing the reciprocity is critical for facilitating an open and honest relationship. Professional Development Opportunities By providing professional development opportunities, internships become more than just temporary positions. They become transformative experiences that empower interns to reach their full potential, contribute meaningfully to the organization, and lay a foundation for future career success. There are a wide variety of professional development opportunities to consider, including training programs, workshops/seminars, credentialing, and micro-credentialing. It's important to tailor professional development opportunities to the specific needs, interests, and career goals of interns. By offering a combination of these opportunities, employers can ensure a well-rounded and impactful professional development experience for interns. Administration as an internNE Eligible Expense for Reimbursement internNE grants allow internship administrative costs as an expense that is eligible for reimbursement. More information will be provided soon regarding exactly what is eligible and documentation needed for reimbursement. Regional Coordinators and Community Engagement Opportunities Regional Coordinators through the internNE, Powered by Aksarben initiative The role of an internNE, Powered by Aksarben Regional Coordinator is to support and facilitate the implementation of the internship initiative within a specific community college region in Nebraska. Working closely with the Executive Director and various community partners, the coordinator's responsibilities include promoting and embedding the internship strategy within the region, collaborating with college career services departments and businesses to ensure high-quality internship experiences, onboarding businesses into the program, organizing regional events, and managing internship contacts. They are required to have knowledge of the prescribed region, and cultivate valuable partnerships. This role plays a crucial part in strengthening internship experiences and supporting Nebraska's workforce development. Benefits of Community Engagement Opportunities Encouraging interns to network with interns from other organizations in the community can offer several benefits to the interns, the employer and the community. Employers should promote intern participation in community engagement and networking opportunities available through internNE, Powered by Aksarben’s Regional Coordinators to: Building a supportive community : Networking with peers from other companies creates a sense of community among interns. They can connect, share their internship experiences, and support each other throughout their professional journeys. This camaraderie can lead to lasting relationships and a strong support system, even beyond the duration of the internship. Having a strong support system can be influential in a decision to stay within a community, as interns feel connected and have access to resources and mentorship from individuals who understand their professional journey. Expanding professional networks : Networking with interns from other companies allows individuals to expand their professional networks beyond their immediate workplace. They can connect with talented peers who may become valuable contacts for future job opportunities, collaborations, or industry insights. A strong network is often essential for career advancement, and encouraging interns to establish connections early on can be highly beneficial. Positively impact retention : When interns have the opportunity to network with peers from other organizations, they develop a broader sense of community within the professional ecosystem. This increased sense of belonging and connection can make them more likely to stay within the community after their internship. Broadening perspectives : Interacting with interns from different companies exposes individuals to diverse perspectives, experiences, and ideas. This exposure can broaden their understanding of the industry, foster creativity, and stimulate innovative thinking. It allows interns to see different approaches to problem-solving and gain insights that they may not have encountered within their own organization. Learning from each other : When interns from different companies come together, they can share their knowledge, skills, and best practices. This collaborative learning environment helps interns acquire new skills, expand their knowledge, and grow both personally and professionally. They can exchange ideas, discuss industry trends, and engage in meaningful conversations that enhance their overall learning experience. Fostering a positive reputation : Employers who actively support their interns in networking with others demonstrate a commitment to their interns' development and success. This positive approach enhances the employer's reputation within the community, making them an attractive choice for future interns and potential employees. It showcases the employer's investment in creating well-rounded professionals and contributes to a positive employer brand. Promoting cross-company collaboration : Networking with interns from other organizations can lay the foundation for future collaboration between organizations. By fostering connections and relationships, interns may find opportunities for joint projects, knowledge-sharing initiatives, or industry-wide partnerships. This collaboration can lead to mutual benefits, such as shared resources, collective problem-solving, and innovative solutions. Encouraging interns to network with their peers from other companies allows for the exchange of ideas, collaboration, and personal growth. It benefits interns by expanding their perspectives, building relationships, and widening their professional networks. From an employer's perspective, it fosters a positive image, promotes collaboration, and creates a supportive community that can lead to long-term benefits for the organization. Community Events and Programs To encourage networking between interns of different organizations, internNE, Powered by Aksarben’s Regional Coordinators will partner with community leaders to create various events and programs that facilitate interaction, collaboration, and knowledge sharing among interns from companies participating in the initiative. For community leaders, this is your chance to market your community to young talented people who will be working with one of your companies. Take this opportunity to demonstrate why they would want to live and work in your area. Networking Mixers : Organize networking mixers where interns from different organizations can meet and interact in a relaxed and social environment. These events can include icebreaker activities, networking games, and opportunities for interns to exchange contact information and engage in conversations. Panel Discussions : Host panel discussions or forums where industry professionals and successful individuals from various organizations can share their experiences and insights. This allows interns to gain valuable knowledge and perspectives while providing networking opportunities before and after the event. Industry Workshops : Conduct workshops or seminars on industry-specific topics that bring interns together. These workshops can involve hands-on activities, group projects, and collaborative problem-solving exercises, fostering teamwork and networking among interns with shared interests. Mentorship Programs : Establish a mentorship program where interns are paired with experienced professionals from different organizations. This program can provide interns with guidance, support, and networking opportunities. Mentors can help interns navigate their career paths, offer advice, and introduce them to their professional networks. Community Service Projects : Encourage interns from different organizations to collaborate on community service projects. Working together on a common cause not only promotes networking but also instills a sense of social responsibility. This can include volunteer work, fundraisers, or initiatives that address local challenges. Professional Development Conferences : Organize professional development conferences or symposiums where interns can attend workshops, listen to keynote speakers, and participate in breakout sessions. These events provide opportunities for interns to network with peers, gain industry knowledge, and showcase their skills. Online Networking Platforms : Create online platforms or communities where interns from different organizations can connect virtually. These platforms can facilitate discussions, provide resources, and allow interns to share their experiences, ask questions, and network with a broader audience. Industry Tours or Company Visits : Arrange visits to different companies within the community, giving interns the chance to observe various work environments and interact with professionals from different organizations. This enables them to expand their network, gain industry insights, and explore potential career opportunities. Social Media Challenges or Contests : Run social media challenges or contests that encourage interns to share their experiences, insights, or project outcomes. By using specific hashtags or tagging other interns, they can connect and engage with peers from different organizations, fostering online networking and collaboration. Cross-Company Projects : Facilitate cross-company projects where interns from different organizations collaborate on a specific task or problem. This allows interns to work together, share expertise, and build connections while solving real-world challenges. By implementing these events and programs, Regional Coordinators will actively foster networking and collaboration among interns from different organizations, creating a vibrant and interconnected professional community. Additional Ways to Create an Engaging Experience Interns not only want their internship experience to be an opportunity for personal and professional development but also an enjoyable and engaging experience. It takes more than including interns in meetings and having them become members of project teams. It also takes effort to continuously redesign the intern experience, but it is important that your internship program doesn’t become stagnant by repeating the same programs and events each year. Here are suggestions for additional ways to create an engaging experience: Social Activities : Whether it is employees and interns going out to lunch, or employees taking interns to a local baseball game, these kinds of activities provide a great opportunity to get to know one another on a more personal level. They also provide interns a chance to get to know other interns and employees with whom they have not worked. Many Nebraska companies with successful internship programs state that their social activities are rated by interns as one of the top highlights of their experience. Remember: Reasonably discussing one’s personal life with colleagues isn't a waste of time--it's how people build trust and loyalty. Try setting up an online discussion forum or arranging outings so virtual workers can develop connections. Community Involvement : Volunteering at a non-profit organization or community event will not only be a great opportunity for interns and employees to get to know one another, but it serves as an excellent public relations opportunity. These activities also familiarize students with the community and new activities. In fact, this may provide an opportunity for them to grow personally and get involved in something outside of work. Peer-to-Peer Learning : Encourage interns to share their expertise and knowledge with their peers through presentations, workshops, or knowledge-sharing sessions. This not only builds their confidence and presentation skills but also promotes a collaborative learning environment among interns. Lunch or Coffee with Executives : Facilitate informal meetings or networking opportunities for interns to have lunch or coffee with executives or senior leaders within the organization. This allows interns to gain insights into leadership perspectives and build valuable connections. Reverse Mentoring : Establish a reverse mentoring program where interns have the opportunity to mentor and share their knowledge with more experienced employees or executives. This promotes cross-generational learning and fosters a culture of continuous learning within the organization. Provide SWAG, as Appropriate : SWAG, or “stuff we all get,” gifts serve as a token of appreciation for interns' contributions and hard work during their time with the company and fosters a sense of belonging and inclusion within the team. Working with Students As an employee or organization leader, it is understood that your organization’s needs take priority. However, the primary goal of most interns is to graduate and/or get a degree. It is important that employers realize that school and classes must remain a top priority for interns. The internship position should enhance their learning experience. At the same time, understand that for most interns this is a new experience, and they may need support in balancing their schoolwork and internship. Schedule your interns to meet your needs yet not exceed their capabilities. Agree on a set number of hours interns will work each week. Consider offering flex-time to give interns the freedom to plan their schedules on a weekly basis. Flexibility allows interns to arrange their work schedule around time to work on group projects, study for tests, etc. If you find students taking advantage of flex-time, but you are consistently having trouble meeting the allotted number of weekly hours, you may need to jointly review their schedule and pinpoint the hours they are able to work each week. In summary, take time to understand your intern’s obligations outside of the internship, and work with the student in setting and adjusting his or her schedule. When working with high school students, employers should strive to be in constant communication about priorities and schedules. High school student interns will frequently be enrolled in a cooperative vocational training program through their school and be assigned a work-based learning coordinator, cooperative education teacher-coordinator, workplace experience coordinator, or school counselor who will oversee their internship. When the student is not officially enrolled in a program through their school, employers should still seek out a point of contact at their school. High school students need thorough training, continuous supervision, and frequent feedback; partnering with their school to provide these necessary elements can help reduce the burden on the employer supervisors and mentors. Evaluation Throughout the Internship An internship can only be a true learning experience if constructive feedback is provided. An effective evaluation will focus on the interns’ initial learning objectives identified at the start of the internship. Supervisors should take time to evaluate both the student's positive accomplishments and areas for improvement. Interns will look to their mentors and/or supervisors to help them transition from the classroom to the workplace. It is recommended that mentors regularly meet with interns to receive and provide feedback concerning their performance. During these meetings the students may: Report on a project’s status Ask questions Learn how their work is contributing to the organization Participate in evaluating their strengths Discuss areas needing growth and development Get insight about what work lies ahead What if an Intern is Not Working Out? As you can see, there are many factors involved in developing a successful internship. What can you do if students are dissatisfied with the experience or aren’t meeting expectations? There are various reasons an intern may not be successful or fully engaged in the internship position. He or she may feel unchallenged or overwhelmed. The intern may not fully understand his or her role or have received proper, ongoing feedback. The available workspace and/or equipment may be inadequate for accomplishing job tasks. The student also may have unrealistic expectations, trouble managing time or be ill-equipped or unable to adapt to the employer culture. The three keys to avoiding these types of issues involve: The selection process Have an efficient and effective selection process The orientation Clearly communicate goals and expectations to the intern (beginning in orientation) The mentor and/or supervisor Make sure the mentor and/or supervisor understands his or her responsibilities prior to the internship starting Make sure they meet often. Problems should be resolved as quickly as they come up in order to have a good experience. Programs may have been underdeveloped, contain inefficiencies, or lack elements necessary for interns to succeed. Reasons for failure may include lack of support from top management, lack of consistency, poor or inadequately defined required skill sets, or allowing the program to languish over time without taking the time to improve it. While budget cuts and changes in management may be a powerful factor in a program’s failure, many of these problems can be avoided. Make sure the program is well-established by incorporating the following: Understand the role of student internships and your organization; evaluate whether or not your organization is in need of, or may benefit from intern(s) Make sure top management is fully supportive of the internship program and understands the benefits of hiring interns Include the staff in the development of the internship program and show them how they can benefit from it (such as helping with projects) Involve several individuals in operating the internship program Ensure all internship program policies and guidelines are clearly written and easily accessible If, for whatever reason, you experience problems with an intern, be sure to clearly, openly and regularly communicate with him or her. Meet to express your concerns, objectively listen to the intern’s perspective, and offer assistance and suggestions. If the intern is not responsive to the situation, or doesn’t improve within the addressed areas, allow the intern the opportunity to leave on his or her own terms, or consider respectfully letting the intern go. Remember, because most internships are only for a brief period of time, dismissing interns may not always be the best answer. Interns serve as ambassadors for your organization – whether their experience was a good or bad one. Check out the entire guidebook for all information on developing a successful internship program.

Eligibility Employers that may receive an internNE grant must: Be located in Nebraska. Be a for-profit or non-profit employer. Government entities, as well as both public and private colleges and universities, are not eligible. Internships that receive an internNE grant must employ a student who is either: In 11th or 12th grade in a public or private high school; or Enrolled in a college, a university, a certified training institution or some other institution of higher education; or Applies for an internship within 12 months following graduation from a public or private high school or a college, a university, a certified training institution, or some other institution of higher education. Grant Amounts & Eligible Expenses for Reimbursement internNE grants are provided as reimbursements of eligible expenses. The grant can reimburse 50% of eligible expenses, up to $7,500 per internship . Employers with less than 50 full-time equivalent employees are eligible for reimbursement of: Wages paid to an intern Tuition reimbursement Internship housing Transportation expenses relating to internship Internship recruitment or administrative costs Employers with 50 or more full-time equivalent employees are eligible for reimbursement of: Tuition reimbursement Internship housing Transportation expenses relating to internship Internship recruitment or administrative costs Wages Paid to an Intern internNE grants are provided as reimbursements of eligible expenses. Wages paid to an intern are one of the eligible, reimbursable expenses for employers with less than 50 full-time equivalent employees. Employers with 50 or more full-time equivalent employees are not able to be reimbursed for wages paid to an intern through the internNE grant. Tuition Reimbursement The internNE grant program allows tuition reimbursement as an expense that is eligible for reimbursement. Internship Housing The internNE grant program allows housing assistance as an expense that is eligible for reimbursement. Transportation Expenses Relating to Internship The internNE grant program allows transportation expenses relating to internships as an expense that is eligible for reimbursement. Internship Recruitment The internNE grant program allows recruitment expenses relating to internships as an expense that is eligible for reimbursement. Administrative Costs The internNE grant program allows internship administrative costs as an expense that is eligible for reimbursement. For more information about eligible expenses, please refer to the program guidelines on www.internNEB.org. How to Apply for internNE Grants Applications for grants can be submitted through Symplicity on www.internNEB.org. Employers must register for a Symplicity account on www.internNEB.org , submit job postings for each internship (for which you are applying), then submit a grant application during an open grant application window. Additional information on available grant application windows can be found on www.internNEB.org. Check out the entire guidebook for all information on developing a successful internship program.

Global competition for a talented and innovative workforce brings opportunities for Nebraska organizations to gain a competitive edge. Developing a post-secondary internship program is an impactful strategy for investing in your organization’s future successes. Internship programs help employers: Access top talent Cultivate a pipeline of future employees Gain fresh perspectives How Do Employers Benefit from an Internship Program? Employers offering internship programs gain a variety of benefits. One of the more significant advantages is the opportunity to select and develop your future talent. Internships also provide an opportunity to evaluate and screen students prior to making a full-time position offer, which can save your organization money. Employers have reported converting more than half of eligible interns into full-time hires. If hired in a permanent position, previous interns assimilate faster to their new roles and have shorter learning curves than external hires. Internship programs give employers the opportunity to: Assist with addressing organization needs College students are qualified candidates that can fill both entry-level and special skill set needs Interns can help with projects and reduce the workload (short-term/part-time hiring) Provide freedom for professional staff to pursue creative or more advanced projects Increase retention rate After one year, internal interns are 16% more likely to be retained than external interns. Furthermore, internal interns are 32% more likely to be retained than new hires who lack internship experience. Although the gaps narrow somewhat at the five-year mark, they are still substantial: Internal interns are 9% more likely to be retained than external interns and 15% more likely to be retained than those with no internship experience. Get fresh ideas College students can assist an organization in application of the latest business strategies and techniques by bringing new ideas. Stay connected to colleges and the community Helps maintain connections with colleges and increase visibility on campus Promotes community involvement; excellent public relations tool Interns act as advocates in recruiting other students (brand ambassadors) Check out the entire guidebook for all information on developing a successful internship program.

Prior to hiring an intern, an employer must understand how interns will fit within the organization’s goals and culture. A clear understanding of your organization’s needs and goals will help make the internship most valuable for the student, as well as maximize the benefits for your organization. Understanding Your Organization and Its Needs As varied as organizations are in age, size, industry, and product, so are internship activities. Questions that may determine what kind of program will work best for you: What does your organization hope to achieve from the program? Is your organization looking to fulfill a need on a specific project? Will this internship(s) encompass one major project, or entail a variety of small projects? Is your organization growing quickly and having difficulty finding motivated new employees? How will this rapid growth affect your recruitment strategies? If your organization is searching for management potential, how will you frame your internship to determine and develop management talents? Once you decide to create an internship program, here are additional questions to ask: Where will you locate your intern(s)? Do you have adequate workspace for them? Do you plan to possibly help them with moving and living arrangements, etc.? What talents, academic background and experience do you want in an intern? Decide on standards of quality early on to help you select the best candidate. Who will be primarily responsible for the intern(s)? Will that person be a mentor, supervisor, or both? What projects or activities will the intern(s) work on? Be as specific as possible. Interns desire structure and meaningful work. A careful discussion with management can create a consensus on program goals. The program and internship can then be designed to best meet those expectations. For the program to be successful, it will require the commitment of management. It is important to set goals for the internship up front, and to evaluate it once it is completed. Did the internship meet or exceed your organizational goals? If not, how can the program be redesigned to ensure a meaningful internship in the future? Choosing the Right Style and Length of Internships Internships should fit the needs of the organization or department and the needs of the student. Many varied types of programs are developed to benefit both employers and students: Rotational Interns: Rotational internships expose interns to various departments, teams, and projects within an organization. This enables interns to develop a wide range of skills and competencies by working in different functional areas. They gain a broader understanding of the organization's operations, processes, and industry dynamics, enhancing their adaptability and versatility. Rotational internships also allow interns to explore various roles and departments, helping them gain clarity about their career interests and aspirations. Interns can discover their strengths, preferences, and areas of passion while experiencing different work environments. This exploration aids in making informed decisions about future career paths. Project-Related Interns: Project-related interns may be brought on to lead or assist with specific short-term projects. For example, an intern may be hired to help develop a new product launch marketing campaign. When designing a project-related internship, the timeframe, as well as objectives, must be clearly defined. There should be a set end-date, with defined accomplishments that must be met. However, to avoid project-related internships from turning into part-time or temporary work, it is important that the employer allow the intern to explore other aspects of the organization and provide feedback to aid in the personal development of the student. It also is important for interns to complete their projects within the established time frame, allowing them to experience ownership throughout their involvement. Overall, the intern should gain knowledge and experience through working on the project. Summer Interns: Interns’ summer schedules are likely more flexible when it comes to working with employers not located near a college or university campus. However, it may be more difficult to recruit interns during the school year due to their existing educational commitments. Summer internships often last three months or less. It is important to retain an intern long enough to create mutual value for the employer and intern. For example, training and orienting interns may leave little time for them to contribute their skills and knowledge if the internship it too short. Multi-year or Semester Interns: Multi-year or semester-length internships often require more flexibility in working around students’ class schedules and activities. However, these longer-term internships provide ample time for the student and the employer to learn from one another, accomplish goals, and create projects. Remote or Hybrid Interns: Internships that offer the option for remote or hybrid work can be a win-win for both students and employers if managed correctly. Especially if the intern lives more than 45 minutes away from the employer, this type of internship may serve as a more cost-effective option for employers and students. College Student Internships vs. High School Student Internships Internships through the internNE, Powered by Askarben initiative are available for both college and high school students (in the 11th and 12th grades). The Nebraska Department of Education (NDE) has organized work experiences into the Nebraska Workplace Experiences Continuum, which illustrates how workplace experiences become more focused as a student progresses through their education. The continuum is organized into three phases: Awareness Strategies, Exploration Strategies, and Work-Based Learning (WBL) Strategies. WBL is commonly referred to as learning through work. High school internships are one example of WBL, where students receive supervised on-the-job experiences to continue to develop and demonstrate their academic, technical, and career readiness skills. Internships for high school interns through the internNE, Powered by Askarben initiative must align with the NDE work-based learning requirements. College Student Internships College students often consider internships an on-ramp to the job market and may select internships based on the likelihood of it converting to full-time work or the networking available through the experience. Upper-level college students typically bring relevant knowledge or experience to the internship from alignment of related coursework or past work experience. (However, employers can increase their candidate pool by recruiting from a broader scope of college programs, rather than narrowing the search to specific college majors.) High School Student Internships High school student internships typically focus more on investigating potential career paths and learning and applying basic workplace/employability skills. High school students may not have completed coursework or classes related to the internship. Employers may choose to hire high school interns to increase their talent pipeline by raising awareness and interest in careers within their industry as the young adults start to make important career path decisions. High School Student Internship Best Practices Successful high school student internships typically include: More, and more consistent, communication with the student’s school staff Points of contact may be the school principal, school counselor, work-based learning coordinator/cooperative education teacher-coordinator/workplace experience coordinator, etc. Thorough and proper training Consider a schedule that includes time each week for training (provide training for technical and employability skills) A strong support system for the student within the organization including a structured mentorship program Continuous supervision and frequent feedback Rotational internships are a best practice for all types of internships. Here is one example of a successful high school student internship structure: During the summer, students work for 6 weeks from 1:00-4:00pm Monday through Friday Monday afternoon: interns receive training and feedback from the intern coordinator Tuesday, Wednesday and Thursday afternoons: interns rotate through three departments within the organization Friday afternoons: interns choose which department to work within Learn more about high school work-based learning and internships from the Nebraska Department of Education’s (NDE) Workplace Experiences overview and resources . Employing 16- and 17-Year Olds Students who are 16 and 17 years old may work in any position that is not listed as hazardous according to the Occupational Safety and Health Administration (OSHA). Additionally, 16- and 17-year-olds may be employed as “student learners” and work in some of the positions listed as hazardous. For the students to receive the “student learner exemption,” the student must meet a series of requirements including that they are enrolled in a cooperative vocational training program at their school and have a written agreement between the student, employer, and school that outlines the need and precautions that will be taken. Learn more on page 12 of our guidebook . Giving Your Internships Purpose Students are seeking opportunities that stimulate their interests and provide real-world experiences. A meaningful, purposeful internship program will: Ensure the assignment of challenging projects and tasks Design a preliminary list of potential activities that fit the needs of the department Give interns focused, purposeful roles to keep them motivated Relate well to students Design projects that complement students’ academic programs Give them a broad exposure to the organization (remember: this is a chance for them to personally develop and explore career possibilities) Provide adequate, reliable, and regular supervision and mentoring Serve as an information resource Ensure interns are keeping pace and accomplishing goals What Type of Work Does an Intern Expect? The most essential step to a successful internship is deciding what kinds of work and projects the intern will do and managing that process throughout the internship. Interns want to be challenged. The top issue in unsuccessful internships is not having enough work for the intern to do - rarely is the reverse true. The best way to structure the internship work is to plan for three types of work: Project work : This can be a special analysis or project that will require the intern to use his/her skills relating to his/her major area of study. This work should be what draws the applicants to this position to give them experience for his/her future career. Background work : This should be some general work that is not time-sensitive and may be less than exciting, but the work is important and requires some skill. The intern should be able to keep busy and feel productive with this work during times when the project work is "on hold” (i.e. waiting for approval or clarification). Unexpected work on issues that arise during the normal ebb and flow of business : This could also be called "helping put out fires." Providing interns with a taste of the true nature of your organization and the wide variety of issues that employees must handle is a valuable experience. Interns appreciate the challenge and variety that comes from helping with these new tasks. This balance of primary, background, and day-to-day work will enable the intern to be productive and have a well-rounded learning experience. Check out the entire guidebook for all information on developing a successful internship program.