Equality Internship programme
Hints and Tips for developing an Internship project/specific piece of work
The starting point when thinking about your project/specific piece of work is to
think about the following:
What is the role?
What is the purpose of the role?
What do you want the internship to achieve?
Where does it fit within your organisation (context)?
Some examples:
Communications Role
Our organisation has been in existence for 4 years now and we currently
communicate with our service users, members, partners and other stakeholders in a
range of ways. We are now looking to review how effective our communications are
with a view to developing a communications strategy that will take the organisation
forward and ensure that we showcase the work that we do, maintain strong links with
our existing supporters and encourage others to become involved.
Research Role
Advocacy provision in Scotland has grown in the past 10 years and we are looking to
carry out research to evidence the impact advocacy has on the lives of those it
supports. The evidence of the research findings will form the basis of a report that
will be used by us to support arguments for widening the availability of advocacy
services across Scotland.
Database Development Role
Our existing method of recording client data is paper based and, as our services
have expanded rapidly in the last few years, a professionally built database is now
required which will hold information relating to clients, carers, trustees and
volunteers to provide a much more flexible and accurate facility for searching,
updating and reporting. We are seeking an intern to work with us to design and
populate an appropriate database to help us achieve this. As more approaches are
being made to Grant Making Trusts for funding, it is vital that we have accurate and
up to date statistics available in order to promote vital services and compete for
funding and the work of this internship will strengthen our position.
These examples clearly show that the roles are about delivering a specific piece of
work/project rather than carrying out a core job role.
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What outputs will the internship produce?
By defining outputs you are more able to measure the success of the project/specific
piece of work. Outputs will also assist with work-planning and support and
supervision. Some examples of outputs for the examples mentioned above:
Communications Role
Research undertaken – interviews, surveys, questionnaires
Report compiled of the findings of the communications review/research with
recommendations
Communication strategy produced detailing actions, methods, costs, resource
implications, time scales
Research Role
Research undertaken – interviews, surveys, questionnaires
6 case studies produced
Analysis of research findings completed
Final report of findings including case studies
Database Development Role
Database developed and operational
Existing data input
Staff trained in database use
What outcomes will the internship achieve?
This is about the difference/change that the outputs will make to your organisation.
Think about these in the short, medium and long term. Some examples of outcomes
for the examples mentioned above:
Communications Role
Profile of organisation increased as a result of increased communications - this will
be over time
Increase in number of people volunteering with us, over time
Research Role
Awareness of the positives of advocacy is raised by distributing and publicising the
final report - short term
Increased support/funding for additional advocacy services – medium and long term
Database Development Role
Storage and retrieval of data is more effective – immediately and on-going
Increased confidence to compete in funding market – medium and longer term
Job description and Person Specification
Having a clearly defined project/piece of work with focussed outputs and outcomes
makes the task of writing the job description and person specification easier. You
can clearly see the specific tasks/duties to be performed and then you are able to
determine the skills, qualities, experience, attributes a candidate would need to
perform the tasks/duties.
A job description should include:
The internship job title
The position in the organisation, including the job title, of the person to whom the
employee will report and (if appropriate) of those who will report to them
The location of the internship
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A summary of the general nature of the internship, its scope and objectives
A list of the main duties and tasks of the internship.
Person Specification
The person specification allows you to profile the ideal person to fill your job. The
skills and aptitudes you include in your specification should be related precisely to
the needs of the job. You should separate them into those that are essential for the
job and those that are desirable.
You should take care that the job description and person specification are not
discriminatory. One way to avoid any possibility of discrimination against particular
groups of applicants is to not set any unreasonable requirements in your job
specification. The process of writing a job description and person specification
should help employers to develop and implement a policy of equal opportunity in the
recruitment and selection of employees.
Factors to consider when you are preparing a person specification include:
Skills, knowledge and aptitudes related directly to the job
The type of experience necessary
The competencies necessary
Education and training but only to the extent that is required to do the job. In the
case of the Equality Internship Programme applicant eligibility in terms of level of
qualification is fixed at SCQF Level 8+ qualification (equivalent to an HND, first
degree, SVQ Level 4).
Any criteria relating to personal qualities or circumstances must be essential and
directly related to the job. For example, to be employed to play a particular role in a
play you can state gender because it is an essential requirement for the job, but
otherwise criteria must be applied equally to all groups irrespective of age, sex, race,
nationality, religion or belief, disability, membership or non-membership of a trade
union. To do otherwise is potentially discriminatory.
Job Description
Using the Communication role previously mentioned as an example, the job
description could shape up as follows:
Internship Job Title: Communications Officer
Reports to:
Scot Scotland, head of Communications
Location:
51 Wilson Street, Glasgow, G1 1UZ
Salary details:
£2,871.05 based on £6.31 per hour for 13 weeks
Hours:
35 hours per week, Monday to Friday
Role:
Our organisation has been in existence for 4 years now and we currently
communicate with our service users, members, partners and other stakeholders in a
range of ways. We are now looking to review how effective our communications are
with a view to developing a communications strategy that will take the organisation
forward and ensure that we showcase the work that we do, maintain strong links with
our existing supporters and encourage others to become involved.
Key Tasks:
Develop research questions and structures
Conduct research – interviews, surveys, questionnaires, with our staff, clients and
stakeholders to get their views on our existing communications
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Analyse the research findings
Compile a report on these findings along with recommendations to be submitted to
Board
Develop a Communication strategy produced detailing actions, methods, costs,
resource implications, time scales
Person Specification
The ideal candidate should be able to demonstrate the following:
Essential
Experience of carrying our research via interviews, questionnaires and surveys
Proficient in the use if IT e.g. Microsoft office, excel, outlook,
Effective communications skills, with the ability to impart information to others
clearly, both verbally and in writing
Knowledge and understanding of the use of social media platforms in a business
context
Good planning skills with the ability to work on own initiative, seeking guidance
where appropriate
Desirable
Knowledge of business planning
Experience of business report writing
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