The document provides tips for nonprofit organizations to effectively manage internship programs, including recruiting, mentoring, and evaluating interns. It recommends identifying organization needs and creating job descriptions. When recruiting, organizations should reach out to universities, faculty, career centers, and former interns. When managing interns, expectations and goals should be clearly defined and regular feedback provided. Evaluations should focus on behaviors and results in addition to traits. Fine-tuning tools can help ensure appropriate emphasis.

1. Transform Your
Internship Program:
Tips for Recruiting, Managing and
Evaluating Your Student Talent
Tina Moore
Regina Waters
Jill Wiggins
Drury University
Center for Nonprofit
Communication Conference
2012

2. Complete this thought:
We really could use an intern…
Center for Nonprofit
Communication Conference
2012

3. Introductions
Center for Nonprofit
Communication Conference
2012

4. Recruiting Interns
Center for Nonprofit
Communication Conference
2012

5. Identify needs of organization
Develop a job/internship description
Paid vs. unpaid? (
Refer to DOL Fact Sheet #71)
Who will supervise the intern?
Will you require the student to earn
college credit?
Preparing to Recruit Center for Nonprofit
Communication Conference
2012

6. Faculty Members
Professional Organizations
Job Fairs
Current/Former Interns
University Career Centers
◦ Internship Coordinators
◦ Job Databases (Optimal Resume)
How to Recruit an Intern Center for Nonprofit
Communication Conference
2012

7. Review applications/resumes
Schedule interviews
Check references
Extend an offer
Selecting an Intern Center for Nonprofit
Communication Conference
2012

8. Managing/Mentoring Your Interns
Center for Nonprofit
Communication Conference
2012

9. If the student is earning credit, make sure
you know the expectations/requirements
of the institution (Drury internships)
Signing appropriate paperwork
Corresponding with faculty/internship
coordinator
Evaluations
College/University RequirementsCenter for Nonprofit
Communication Conference
2012

10. A qualitative study reveals:
◦ Exposure to field of study
◦ Perform mundane vs. meaningful tasks
◦ Acquire relevant skills
◦ Career advancement
◦ Compensation
Expectations of Interns Center for Nonprofit
Communication Conference
2012

11. Clearly define expectations
◦ Work schedule
◦ Timekeeping
◦ Dress code
◦ Other company policies
 Social media, etc.
◦ Start and end dates for internship
Determine goals for both you and the
intern
Provide appropriate orientation and
training
Setting the Tone Center for Nonprofit
Communication Conference
2012

12. Invitethem to professional organizations/
meetings
Include them in meetings when
appropriate
Ask for their feedback/ideas
Provide regular feedback
Provide ongoing training
Mentoring Your Interns Center for Nonprofit
Communication Conference
2012

13. Too Little Time – to recruit, mentor,
teach, delegate
Interns/new grads not receptive to
constructive feedback
◦ Dress/Appearance/Professionalism
◦ Quality of Work/Writing Skills
◦ Interpersonal Skills
Problems with written evaluation tools
Challenges Facing
Mentors/Supervisors Center for Nonprofit
Communication Conference
2012

14. Evaluating the Intern’s Performance
Center for Nonprofit
Communication Conference
2012

15. McDonough, Rodriguez, and Prior-Miller
Study (Journalism & Communication Educator, 2009)
Compared assessments: midterm & end
 Onfinal evaluation, interns rated themselves
higher in the areas of:
- interpersonal skills (comm. with others/take
direction/accept constructive criticism)
- professional conduct (punctual/dress/initiative)
Comparison of Intern & Supervisor
Ratings Center for Nonprofit
Communication Conference
2012

16. Traits Behaviors
 Professionalism  Use skills, demonstrate
(prepared, punctual, mature) competency
 Attention to
 Take initiative (self-
starter, curious)
detail/accuracy
 Respond to directions
 Good communicator  Timeliness/punctuality
 Attitude/willingness to Results
learn & grow  Getjob done, complete
defined tasks, meet
 Ability to learn goals
Supervisor/Mentor Evaluations:
Traits Seem to Trump Behaviors & Results
Center for Nonprofit
Communication Conference
2012

17. Feedback that focuses on who a person is
(traits) does not necessarily change what
a person does.
Review performance evaluation tools to
determine if there appropriate emphasis
on behaviors and results.
Fine-tuning Performance
Evaluation Tools Center for Nonprofit
Communication Conference
2012

18.  Behavior-based appraisal:
Produces well-written and accurate media monitoring reports.
Never Rarely Sometimes Frequently Almost Always
 Results-based appraisal:
Number of donations collected for XYZ Fundraiser: ____
(expected range: 30-40)
 Trait-based appraisal:
Cooperativeness: Very Low Low Average High Very High
Sample Evaluation Questions Center for Nonprofit
Communication Conference
2012

19.  Providea written job description and orally
review the details of the description
 Examine your assumptions about the cause of
undesirable performance or behavior
 Provide
written and visual guidelines for
workplace dress:
◦ Don’t assume consistent interpretations of business and
business casual
◦ Provide rationale for policies
Additional Tips for
Mentors/Supervisors Center for Nonprofit
Communication Conference
2012

20. Questions and
Discussion
Center for Nonprofit
Communication Conference
2012