Internships 101…………………………………….……………………………………………………
1
What is an internship?
Benefits of an internship
When to complete an internship
Where to find an internship?
Earning academic credit
Paid vs. unpaid
Your Legal Questions Answered…………………………………………………………………… 4
Finding An Internship………………………………………………..………………………………... 8
Academic Credit @ SFA...……………………………..…………………………………………….. 10
Internship Roles……………………………………….……………………………………………….. 11
Maximize Your Internship………………..………..…………………………………………………. 12
Internships Abroad……………………………………………………………………………………. 14
Create Your Own Internship…………………..…………………………………………………….. 17
Surviving the First Day………………………………………………………………………………… 19
Transferrable Skills…………………………………………………………………………………….. 21
Sticky Internship Situations…………………………………………………………………………... 24
After the Internship……………………………………………………………………………………. 26
Frequently Asked Questions………………………………………………………………………… 29
Is there a difference between an internship and a summer job?
What about housing?
What do I do if there is a problem with my internship?
Who can I talk to if I have additional questions?
Appendix……………………………………………………………………………........................... 30
Memorandum of Understanding (Learning Agreement)………………………………. A
Sample Internship Description………………………………………………………………... B
Supervisor Evaluation of Intern……………………………………………………………….. C
Intern Self Evaluation…………………………………………………………………………… D
Intern Evaluation of Internship………………………………………………………………... E
Internship Search Checklist…………………………………………………………………… F
Jobs4Jacks Student Guide……………………………………………………………………. G
Dilemma: You can’t get a job without experience and you can’t get experience without a job. Solution: Secure an
internship!
What is an internship?
An internship is a carefully monitored work or volunteer experience in which a student has intentional learning goals and
reflects actively on what he or she is learning throughout the experience.
Characteristics of an internship: Relates directly to a student’s academic major or major-related career goal Contributes to
the student’s personal and professional development through challenging work
assignments
Provides appropriate supervision both by an on-site professional and through guidance from faculty
Reflective and evaluative in nature Can be paid, unpaid, for-credit or not-for-credit Is most successful when the student,
academic department, and employer all share responsibility in
making it a valuable experience
An internship is not: Routine, repetitive tasks unrelated to identified learning goals A job that does not offer career related
learning opportunities and experiences An unsupervised, unevaluated experience
Benefits of an internship
Students who participate in an internship experience have a definite advantage, as experience related to your field is very
important to future employers. In addition to that definite advantage, there are also many other benefits that come from
participating in an internship, including: Allows hands-on career exploration Exposes the professional work environment
Reinforces classroom learning Enhances employment marketability Increases likelihood of full-time employment after
graduation Creates opportunities to network with other members of the organization Provides performance feedback and
mentoring Develops self-confidence and professionalism Builds transferable skill set Narrows career focus and clarifies
career goals Develops understanding of professional jargon Teaches what is expected in a particular field
When to complete an internship
You often hear of people completing an internship during their senior year, in hopes of future full-time employment with the
organization. In addition, some academic majors require coursework in the field, so the junior and senior years prove a
suitable time to apply those skills. However, internships can also be completed in the sophomore or even freshman years!
Consider it the “bare minimum” to compete at least one internship while at SFA; however, the more internship experience
you have under your belt, the better prepared you will be for life after the college classroom.
Where to find an internship?
We get it – locating an internship can seem… well, overwhelming. Utilize the following resources (and any others you can think
of!) to find the internship of your dreams!
Utilize
your
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
organization
(many professional organizations offer exclusive job boards to members)
Internet: For great places to get started, see the Helpful Links on the SFA Internships homepage
Phone books
Chambers of Commerce: This is an especially good resource for out-of-town employers
Yellow pages
Local paper(s)
Human services directories
Informationa
network, too!
Never underestimate the power of networking! One of the best ways to find an internship is by utilizing your existing contacts, so
talk to everyone about your interest in completing an internship, and let them know what you’re looking for.
Your network is endless: Family Friends Current/former employers Career Services staff Classmates Club members SFA
alumni Alumni Association Mentor Family friends Friends’ family Neighbors Faculty, staff and advisors within your
academic department Employers of your family/friends
Earning Academic Credit @ SFA
Academic internship credit may be available to you through your academic department and may be mandatory or elective,
depending upon your major. Generally, students can earn between 1-12 credit hours for participation in an internship course.
Investigate academic credit before the internship begins, not after. Enrolled students generally work with an assigned faculty
member on the details of specific projects or job objectives.
If you are interested in internship credit, see the Academic Credit @ SFA list to see if your department offers an internship
course, and then contact the department to locate specific information and application requirements.
Paid vs. Unpaid
A challenge students sometimes face is that many internships are unpaid. First, consider the experience as more of an
investment in your future rather than an immediate return for your bank account. Don't let your need to earn money over the
summer deter you from looking at unpaid internships. Remember that many unpaid internships are flexible enough to allow for
part-time work elsewhere. This will make for a busy summer, but the experience you gain may well be worth the extra effort.
If an internship in which you are interested does not pay, consider seeking out alternative funding sources, negotiating for a
small stipend, or asking if you can work fewer hours on the internship in order to find a paying job to fund your expenses.
Also, keep in mind that compensation can take a number of different forms. “Payment” can include employee discounts, a
stipend, room and/or board, reimbursement for expenses, miscellaneous perks, free items, access to workshops/trainings only
for regular employees, etc.
Following is a review of common legal questions and their answers. The following information has been provided by the
National Association of Colleges and Employers.
What is the nature of the relationship between the intern and the employer?
For most employers, it is probably best to assume the interns are a type of employee. Why? The fact that the intern acts like an
employee—performs work like other employees, and is supervised and directed like other employees—is what the courts
would be most likely to look at. And this can be true regardless of whether or not the intern is paid.
Must the employer pay the intern?
Although there are reasons beyond the legalities that employers consider when deciding whether to pay an intern, the answer
to whether they must pay an intern for his or her work relates to the Fair Labor Standards Act and lies in an analysis of the
on-the-job experience the intern will have in relation to the standards set forth by that act. Pursuant to that law, the U.S.
Department of Labor (DOL) has developed six criteria for identifying a learner/trainee who may be unpaid. (Note: Neither the
law nor the regulatory guidance uses the term “intern.”)
The DOL criteria are: The training, even though it includes actual operation of the employer’s facilities, is similar to training
that would be given in a vocational school. The training is for the benefit of the student. The student does not displace
regular employees, but works under the close observation of a regular
employee. The employer provides the training and derives no immediate advantage from the activities of the
student. Occasionally, the operations may actually be impeded by the training. The student is not necessarily entitled to
a job at the conclusion of the training period. The employer and the student understand that the student is not entitled to
wages for the time spent
training. (Note: Many employers pay a stipend to students for meals and lodging, or provide tuition assistance;
however, stipends and tuition assistance are not considered payment of wages for the purposes of determining
whether a student is an employee.)
Although not all six factors have to be present for an individual to be considered a trainee, the experience should ultimately
look more like a training/learning experience than a job. This raises the issue of the fourth criterion—that the employer derives
no benefit from the student’s activities. This seems to fly in the face of contemporary practice. In the same way that a student
working in a college laboratory is expected to become actively involved in the work at hand, an intern is expected to
participate in the work of the organization to make the experience educationally valid.
Several DOL rulings, while not addressing the criteria head on, seem to suggest that as long as the internship is a prescribed
part of the curriculum and is predominantly for the benefit of the student, the mere fact that the employer receives some
benefit from the student’s services does not make the student an employee for purposes of wage and hour law.
Can interns be classified as independent contractors or volunteers?
Probably not. The “independent contractor” designation doesn’t fit in with the operation of most internship programs.
In the typical internship program, the employer exercises control over “the result to be accomplished and means and manner
by which the result is achieved.” Because of this (although there are some other considerations), the courts are apt to
consider the intern an employee, not an independent contractor.
Classifying interns as “volunteers” is equally problematic. DOL regulations define a “volunteer” as an individual who provides
services to a public agency for civic, charitable, or humanitarian reasons without promise or expectation of compensation for
services rendered. Most internships don’t fit with that definition.
Must an international student serving an unpaid internship claim the internship time period as part of his or her
practical training time? Can the student serve the internship without authorization from the INS?
Some have suggested that if the international student is not paid, then the internship is not practical training and the
student does not have to claim the internship as part of his/her 12-month allotment of practical training time. Others
suggest that if the training is unpaid, students do not have to seek authorization from the U.S. Immigration & Naturalization
Service (INS).
Those arguments aside, there is no clear answer to the question. Whether the “training” is paid or unpaid is something of a red
herring: First, employers are required to comply with the Fair Labor Standards Act before determining whether an intern should
or should not be paid. The employer cannot simply decide not to pay an intern as a way of helping the intern sidestep a
regulation. Moreover, practical training regulations do not even speak to the question of paid or unpaid practical training.
Immigration law states that if a foreign student is found to be “out of status,” which could include working in practical training
without the appropriate authorization, the student may be barred from re-entry into the United States for a period of five years.
Thus, you should seek legal counsel from an attorney before agreeing to permit an international student to participate in an
unpaid internship without receiving appropriate INS work authorization approval.
Can interns be required to sign a noncompete and/or nondisclosure agreement?
Depending on the nature of the business and the scope of the internship experience, an employer may wish to ask an
intern to sign a noncompete and/or nondisclosure agreement.
First, let’s review what these agreements cover. A nondisclosure agreement prohibits an employee or intern from giving a new
employer proprietary information. That can include product or process information; customer lists and profiles; marketing,
business, and strategic plans; technological innovations; and any other information that is not publicly known or ascertainable
from outside sources. The agreement does not restrict the person’s ability to work elsewhere, but it does place limitations on the
information the person can use in his or her new position. Such an agreement is typically enforceable because it does not limit
a person’s ability to work.
In a noncompete agreement, an employee or intern agrees not to compete with the current employer after leaving the
company. Such agreements can prohibit the solicitation of former customers, employment by a competitor, or the
establishment of a competing business. Typically, the agreement describes the prohibited competitive activity, the
geographic area within which the individual may not compete, and the duration of the noncompete promise.
In general, noncompete agreements are difficult to enforce when interns are involved, and enforceability depends upon the
reasonableness of the restrictions. Factors that influence their enforceability include: The business interests of the employer
that are protected by the agreement. The time frame and geographic area in which the activities may not occur. The
scope of activities that are limited or precluded and the resulting impact on the ability of the
individual to earn a livelihood.
In the case of interns, noncompete agreements are less likely to be enforced because interns may not immediately enter the
job market after their assignments, may not possess the expertise that regular employees have, and haven’t been employed
by one company for an extended period of time or involved in high-level decision making. As a result, courts will be reluctant
to bar graduating students from the work force for several years without strong evidence of harm to the employer or the
employer’s willingness to financially support out-of-work students.
If a student is asked to sign a noncompete or nondisclosure agreement, check that the student has had the agreement
explained to him or her. The student should understand that the internship is conditioned upon the signing of a noncompete
or nondisclosure agreement, and its purposes, intent, and critical provisions. In addition, the student should be given a
reasonable period of time to review the documents, alone or with an attorney.
Are interns covered by sexual harassment, ADA, discrimination, and other laws like other employees?
Yes. In general, interns are deemed to be employees, and that means they are protected by the same laws and
regulations that protect the organization’s other employees.
For example, if an intern asks the employer to provide a reasonable accommodation to enable him or her to perform the
essential functions of the internship, the employer is required to do so under the Americans With Disabilities Act. The employer
may not exclude a candidate simply because he or she requests an accommodation. (There is a slight wrinkle here:
Depending on how the internship program is structured—if, for example, it is school sponsored—the intern’s school may be
responsible for a portion of the cost of the accommodation. Check with your legal counsel.)
Is an intern entitled to workers’ compensation if injured on the job?
Workers’ compensation laws have been enacted in all states to provide specific amounts of recovery (lost wages and medical
benefits) by employees for injuries arising out of, or in the course of, employment. This is a “no-fault law,” meaning that there
does not need to be proof of fault by the employer, only proof that an injury has occurred either at the workplace or while
pursuing the employer’s business purposes. The underlying principle of workers’ compensation is common to all states, but the
amounts and methods of payment, types of injury covered, and options open to employees vary considerably under the laws
of the states. If the intern receives workers’ compensation benefits, he or she is barred from suing the employer for negligence
with unlimited damages. It, then, behooves the employer to provide such coverage for interns.
Some of the state workers’ compensation statutes specifically exclude interns from coverage, while others do not specify
whether an intern is entitled to coverage. In those states, the courts and workers’ compensation boards often find that an
intern’s contribution to an organization is sufficient to establish employee status with the participating employer organization for
workers’ compensation purposes, regardless of whether the worker is unpaid or paid wages or a stipend. In Olsson v. Nyack
Hospital, the court found that an unpaid intern was an “employee” for purposes of workers’ compensation because the
training and experience that she gained as an intern was equivalent in value to wages. In another case, Kinder v. Industrial
Claim Appeals Office, the court awarded lost wages to an unpaid intern under the workers’ compensation statute.
Is it advisable to have the employer, student, or school sign “hold-harmless” or indemnity agreements or
releases of liability?
Because of the concern over liability, some employers and colleges are asking their counterpart organizations and/or the
student to sign a hold-harmless or indemnity agreement. In some cases, employers are asking students to sign a release of
liability as a condition to accepting the internship. While no study supports or refutes the growing concern that hiring interns is
risky, the increased demand for indemnity agreements and waivers of liability indicates that employers perceive a real liability
in hiring interns.
The NACE Principles for Professional Conduct Committee issued a white paper in 2004 on hold-harmless or indemnity
agreements: It’s position is that, in the majority of internships, such an agreement is not appropriate. The committee’s white
paper states:
A hold-harmless agreement is not appropriate in those cases when the school’s involvement with
assisting employers in recruiting interns is limited to providing access to students by posting the
opportunity, scheduling on-campus interviews, referring resumes, including the employers in career
fairs, and the like. In such a situation, the school has no involvement in the selection of the student by
the employer. The employer controls the workplace, work rules, and the intern. Under these
circumstances, it is a violation of the Principles because the agreement is not within the framework of
“professionally accepted recruiting, interviewing, and selection techniques.” (Employer Principle 2) A hold harmless
agreement is not appropriate when the employer has not “supplied the student with
accurate information about the organization.” (Employer Principle 3) Moreover, it is a violation of the
Principles when the employer revokes an internship after an offer has been made or the student has commenced the
internship because the school refuses to sign a hold-harmless/indemnity agreement. (Employer Principle 3) In such
situations, as noted above, the student may have no alternative and could suffer consequences.
An indemnity agreement, however, may be appropriate when the school has a greater level of
involvement in the internship, as is typically the case with a mandatory internship program. In such a
situation, the employer can ensure its compliance with the Principles by adhering to the following
parameters:
If the employer requires an indemnity agreement, the student must be informed of the purpose and effect of the
agreement at the outset of the recruitment process.
The agreement is between the employer and the school. Therefore, the employer, not the student, should send the
agreement to the authorized individual at the school for review, negotiation, and execution of the agreement. The student
should not be involved in delivering or apprising the school of the agreement.
The employer and school must engage in negotiations to draft an agreement that meets the needs of both organizations.
It is more likely that a school will agree to indemnify the employing organization if the agreement addresses risks that the
school can control. The agreement should be crafted based upon the respective responsibilities of both the school and
the employer as they relate to the internship.
The negotiation should occur prior to the placement of the student at the internship site.
As an alternative to an indemnity agreement, the Principles Committee recommends that the employer and school enter
into a “memo of understanding” that defines the responsibilities of each party—the school, employer, and student—as they
relate to the internship.
There are millions of internship opportunities out there, waiting to be discovered… now let’s find one for you!
When to Start Planning for a...
Fall internship?  Begin planning by the March prior to desired start date Spring internship?  Begin planning by the August
prior to desired start date Summer internship?  Begin planning by the January prior to desired start date International
internship? Begin planning by at least a year prior to desired start date National or Competitive internship?  Begin
planning by at least a year prior to desired start date
6 Steps to Finding an Internship
Finding the internship of your dreams will be a cinch if you follow these six steps to success:
1. Identify your strengths and interests, motivations and goals and priorities and values
2. Research industries, occupations and organizations
3. Create or update career documents
4. Devise an effective internship search strategy
5. Execute your internship search
6. Land that internship!
1. Identify your strengths and interests, motivations and goals and priorities and values.
Identifying these characteristics helps you conduct a more focused search as well as select an experience that is better
aligned with your long-term career goals. In examining these areas in relation to your internship search, ask yourself these (and
other!) questions:
Strengths and Interests
What are my strengths? Weaknesses? What interests and disinterests me? What am I passionate about?
Motivations and Goals
Why do I want to gain from an internship? How will it potentially benefit me? In what field am I trying to gain experience? What
kind of responsibilities would I like to have?
Priorities and Values
Do I prefer to be at home or live in a different city? Will I have access to housing? Do I need to make money? How much? Do I
want to obtain an experience with a prominent organization, or do I like the idea of working for a smaller organization?
2. Research industries, occupations and organizations.
Before jumping full-force into an internship search, it is important to do your research. Conducting research will impact the
direction of your search by helping you identify fields and careers more clearly. Also, doing careful research will help you
market yourself more strategically and allow you to have a more focused conversation about your interests with potential
employers.
Industry
What are potential job titles/functions in this industry? What skill sets are expected? What are current social and economic
trends and job market outlook? Are there any recent industrial developments or changes?
Occupation
What does a typical day look like? What credentials/skills are required? What is the typical career path? What is a typical
salary?
Organization
What is the mission/purpose, philosophies/core values? What is the reputation with clientele/customers? What are the working
conditions? How are employees treated? Do employees seem to enjoy their work? Has the organization been in the news
recently; if so, for what?
3. Create or update your career documents.
Whether you’re only revising or starting from scratch, the documents you utilize to secure an internship must be in tip-top shape.
Resume Cover letter Portfolio Recommendations letter(s): A good strategy is to have at least three letters of
recommendation from
academic and professional sources
4. Devise an effective internship search strategy.
In conducting an effective search, it is necessary to first have an effective strategy. Your strategy should be based on the
research you conducted and the knowledge you gained regarding the respective industry.
You may also want to keep in mind the following tips: Use the list on the Internships 101 resource to jumpstart your internship
search! Keep close tabs on the recruiting timelines of the industry(ies) you are pursuing. Carefully consider the size of the
organization, the level of competition for internships and the profile of
the candidate they seek. If you are sending applications to organizations that have highly competitive internships, you may
want to consider submitting application materials to an equal number of less competitive organizations.
Aim to apply to a range of different companies. You will probably want to apply for at least 5 internships; however if you are
looking at more competitive opportunities applying for more is usually better to be on the safe side.
5. Execute your internship search.
An internship search is an involved process that will require time, dedication and resourcefulness. Here are some tips for better
managing your internship search: Track all application submissions, phone conversations and employer contacts with an Excel
spreadsheet (TIP: Want to be able to access it from anywhere? Use Google Spreadsheets!) Dig around for contact
information. The main goal is to send your materials to an actual person, not a generic company email, so if their
website doesn't list specifics call and ask.
If you haven't heard from a company that you sent information to, nows the time to call and politely
ask if
they
received
your
materials
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
6. Land that internship!
Sending out dozens of resumes and cover letters in hopes of snagging an internship is not enough these days – you’ve got to
look and act the part too! Take some time to prepare for your interview by researching the organization and practicing your
interview skills.
If you’d like to earn credit for your internship, meet with your faculty advisor to explore your responsibilities in regard to
obtaining academic credit and begin the process of registering for an internship course(s).
Lastly, all you’ll have to do is decide on the internship that is best for you and accept!
Academic internship credit may be available to you through your academic department and may be mandatory or elective,
depending upon your major. Generally, students can earn between 1-12 credit hours for participation in an internship course.
Investigate academic credit before the internship begins, not after. Enrolled students generally work with an assigned faculty
member on the details of specific projects or job objectives.
If you are interested in internship credit, review this comprehensive list to see if your department offers an internship course,
and then contact the department to locate specific information and requirements.
NOTE: In addition to the designated internship courses listed below, many departments offer Special Problems or
Special Topics courses that allow students to obtain credit for completing an internship.
Updated:
2011
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
organization
(many professional organizations offer exclusive job boards to members)
Internet: For great places to get started, see the Helpful Links on the SFA Internships homepage
Phone books
Chambers of Commerce: This is an especially good resource for out-of-town employers
Yellow pages
Local paper(s)
Human services directories
Informationa
l
interviews
Follow-up with employers after an appropriate amount of time
Let everyone know that you are looking for an internship
Stay committed to your search, as it may take time
Network, network, network!
'
Area of Study
Course(s)
Accounting
Agriculture
Anthropology
Chemistry
Communication Studies
Computer Science
Criminal Justice
Economics
ACC 485
AGR 431, 432, 433
ANT 400
CHE 480, 481
COM 390
CSC 385
CJS 460
ECO 485
Internship I: ELE 351 & lab, 352 & lab, ECH 332, RDG 415 & lab
Internship II: ELE 301 & lab, 302 & lab, 303 & lab, ECH 432 & lab
Student Teaching: ELE 440, 441, 442
ENG 460, 474
ENV 460
FIN 485
FOR 460
GBU 485
GIS 460
GEO 400
GOL 364
HSC 480
Elementary Education
English
Environmental Science
Finance
Forestry
General Business
Geographic Information Systems
Geography
Geology
Health Science
July
There are several stakeholders involved in the total internship experience – understanding everyone’s role will help you better
understand your own.
You’ve searched, applied and snagged the internship! But how can you maximize your experience? Even if you’re working for
free, your internship can be worth a fortune – in job experience and valuable career connections. But it’s up to you to see that
your efforts pay off. Make the following right moves to make the most of your internship!
Orientation
If your organization offers a formal orientation:
Observe the culture of the company. How do people dress? Are they formal or informal when they approach each
other? How do people communicate? What are their work habits? Does your supervisor work through lunch, and then
stay late?
Expect to be introduced to the top officials, meet other interns and others team members you will be working closely with
Learn about the history and mission of the organization
Discover organizational policies on topics such as absenteeism, use of property, sexual harassment, safety practices, dress
codes, etc.
If your organization does not offer a formal orientation: Read about the history and
mission of the organization Ask to attend meetings with departments and to have a
tour Arrange to meet key people in the organization
Communication
Listen more than talk.
On your first day, try to sit down with your supervisor to clarify mutual goals and expectations.
Set up periodic evaluative meetings with your supervisor to address questions about projects or assignments. Use these
meetings as a forum for feedback and progress. Seek regular reviews from your supervisor to assess your performance and
reinforce the fact that you mean business. Remember to also be a good listener and learn as much as you can during
these meetings.
Discuss any questions or difficulties you may have with your faculty supervisor.
Signal interest in a full-time position. Let your supervisor know that you have loved your role and responsibilities and
hope for future full-time employment in a similar capacity.
Social
Show support for the organization and colleagues by attending social functions.
If there are other interns in the office, develop relationships with them to serve as a support system.
Invite your supervisor, fellow interns and staff members to join you for lunch or coffee periodically.
Be curious about the people you work with, and ask questions about their specialty areas, interests, motivations for
entering the field, and how they started out. You might find a mentor willing to share experiences, perspectives, and
offer career advice.
Show an interest in and commitment to attending organized sessions for interns.
Professionalism
Show respect for all people. Come prepared for work. Come dressed in appropriate workplace attire. Treat your
co-workers as you would want to be treated. Help out willingly when asked. Be consistently punctual and meet set
deadlines. Avoid missing work.
Do remember that you are representing Stephen F. Austin State University. Your contribution to the company and their
positive interaction with you as an intern will help future SFA students.
Avoid complaining, being rude, leaving early, being closed-minded, appearing arrogant, acting unprofessionally,
appearing inflexible, and taking part in office politics.
Knowledge/Competency
Learn as much as you can about the organization prior to beginning your internship.
Establish credibility by performing your job competently.
Ask good questions; avoid asking questions about skills that you are expected to know.
Ask questions and generally cultivate your curiosity by seeking to learn as much as possible about the role of your
department in the organization as a whole, and how your company figures into the industry at large.
Keep up with industry news to build knowledge about the field and make sense of the environment within which you are
working.
Seek advice and raise questions whenever you encounter something that is not familiar to you. Be open-minded about new
ideas and procedures – remember that you don't know everything and that your professors didn't teach you everything.
Responsibility/Initiative
Introduce new ideas gradually and avoid trying to change too much too soon.
Gradually ask for more responsibility and actively look for things to do.
Be enthusiastic and do your best on every task you are assigned. Demonstrating a cheerful and energetic attitude toward
all of your work will prove impressive to your supervisors and potentially lead to more challenging tasks.
Ask your supervisor if you might sit in on a few inter-departmental meetings, and seek out other opportunities to
observe various members of your organization in action.
There may be times when your supervisor does not have anything pressing for you to do. In such cases, offer to expand on a
small project you have already been assigned, suggest another project that you think might benefit the organization or
tactfully check with other co-workers around your department to see if you can lend a hand.
Recordkeeping
Take detailed notes in staff meetings, meetings with your supervisor and when working on new projects. These notes will
prove helpful as your responsibilities grow, and when seeking future employment.
Keep organized records of your work by creating a journal of your internship activities including tasks (think action verbs!),
strengths and weaknesses, difficulties and evaluations. This will help in future employment opportunities.
Leave your internship with tangible results - both for your resume and portfolio. Maybe you developed a brochure,
computerized an inventory system, organized a sales conference, met with clients, tracked industry trends, etc.
Network
It is important to establish contacts with people who are doing what you think you would like to do. These people are
valuable resources and may be able to help you in future career opportunities or lead you to other contacts.
Start a network list with names, titles and contact information. You will want to refer to this information in the future, whether
using the contact as reference or for networking purposes.
Use your experience to get a job. If you’d like to work at the company following graduation, make sure you stay in touch with
your contacts. You may want to ask them to write a letter of recommendation for you before you leave while your
professional contributions are still fresh in their minds. Send them emails with updates on relevant courses or your future
plans. Even if you decide on a different career direction, you will still have an excellent source of references.
Last but not least, have fun! Enjoy learning, sharpening your skills and developing professionally and personally.
Participate in work-related social functions and become an active member in your work community. Just make sure
you don’t overdo the fun!
For adventurous students who wish to immerse themselves in another culture or may be seeking international employment
upon graduation, completing an internship abroad is an excellent option. You’ll not only bring home wonderful memories, but,
in an increasingly global job market, international experience can work to your advantage.
Another source of information about going abroad is the Office of International Programs. This office can serve as a source of
information on how to get involved in Study Abroad programs, internships and volunteer opportunities.
Benefits of an International Internship
In addition to the benefits of a traditional internship, international internships can provide:
Employers will look at your time abroad and see that you are able to face new challenges and
can adapt to new environments head-on. Your time abroad will set you apart from other
potential employees as you are able to show employers
that you bring work experience, cross-cultural qualifications, and well-developed social skills. Provides you an opportunity
to possibly learn a new language. Make contacts for future travel or employment. Gain a better understanding of other
cultures and environments.
Remember that terms like "internship" may not mean the same in other countries.
Will you need support such as assistance with finding a place to live?
Get the terms of the internship in writing if possible.
Types of Internships
Study Abroad Internships
Hundreds of overseas internships are sponsored by universities and are the most easily available option. Advantages
include credit, applicability of financial aid and a variety of subjects and locations. Disadvantages are cost and sometimes
unpredictability of placement.
Internship Exchange/Work Permit Programs
These programs arrange paid and unpaid internships and facilitate the process of obtaining work authorization in a select
number of countries. There are often placement fees which can vary widely. Examples of these programs include: AIESEC
BUNAC AESTE American-Scandinavian Foundation AIPT International Cooperative Education Center for Interim
Programs
Internships Directly with International Organizations
Some organizations in international sectors offer internship programs with a centralized formal application process. Many do
not have formal internships but often respond positively to applications from individuals who create their own internship.
Volunteer Programs
These programs arrange volunteer experiences in a range of areas such as education, health, community development, and
environment. Some of these programs have placement fees, while others serve as a clearinghouse for opportunities.
Paperwork
Among the challenges of interning abroad are arranging passports, visas and a variety of other paperwork that may be
required for work authorization. The processes for arranging the necessary paperwork can be time consuming, so make sure to
start early.
Passport
One of the first things you will want to do is make sure you have a current passport. If your passport has expired, or if you
don't have one, find out how to apply for one at the State Department's website. If you have a passport, check the date of
issuance to make sure it won't expire before you return.
Visa
Certain countries require a visa, a document which gives someone permission to travel into a specific country and stay there
for a set period of time. The visa is generally stamped on your passport, and is wise to obtain it before you leave the US.
If you wish to earn money during your time abroad, or plan on staying longer than three months, a visa may be necessary. If
you have secured a position in a country not represented by one of these organizations, you should contact the company that
has made you an offer, as well as that nation's embassy.
Working Papers
Most countries require a work permit for full-time and permanent jobs. It is difficult to obtain a work permit in another country
and the requirements vary from country to country. An employer has to prove that the foreign worker is uniquely qualified and
a national candidate is not available. Find out the working visa requirements for your country of choice.
However, more than
likely your employer will handle the details.
Check out these links for more information about obtaining working papers:
BUNAC
Going Global
Workpermit.com
You’ve Obtained an International Internship... Now what?!
Cultural and Linguistic Preparation
If you're going to a country where a foreign language is spoken, practice speaking that language in every way possible. Start
by taking classes, joining conversation groups, or finding a language partner to practice with. Also, brush up on specialized
vocabulary and keep a notebook of terms you may need.
Also, become familiar with holiday customs, the main religion(s), weather, food, social etiquette, work ethic, concept of
self and others, facial expressions and gestures.
Health Concerns
Two health issues are important: immunizations and insurance. The Center for Disease Control and Prevention runs an
excellent website on Traveler's Health. You can find out about any health concerns related to the area you will be traveling
to, as well as the required immunizations. Make sure your medical and accident insurance are valid in the country in which
you travel.
Budget Concerns
It's important to consider the financial ramifications of your decision. Do a budget analysis. Make sure you have enough
money to survive at least two weeks before finding paid employment. If you have student loans, talk to your parents about
their expectations regarding repayment. Make sure you can afford the flight home.
TIP: If money is tight, consider locations where the exchange rate is more advantageous. For example, consider Central or
Latin America versus Spain, which is on the Euro.
Housing
Many study abroad programs will give you the option of living in a dormitory on a campus abroad or living with a host family
(also called a homestay). Since hotels are generally too expensive for an extended stay, consider a youth hostel which offers
a basic living environment at a good price. You can always use a hostel as a temporary place to stay while you find more
permanent housing.
Travel Warnings
According to the US Department of State, travel warnings are issued when long-term, protracted conditions that make a
country dangerous or unstable lead the State Department to recommend that Americans avoid or consider the risk of travel to
that country. Check the US Department of State website before selecting and throughout your internship.
Many organizations do not have formal internship programs, and others have simply not considered hiring an intern before.
Therefore, many students who participate in an internship have done so through their willingness to approach a potential site
and offer themselves as a possible intern. If you know the type of experience you are seeking and the type of organization in
which you would like to get this experience, then simply approaching them may be a viable and fruitful option.
Step 1: Clarify Your Objectives.
Be clear in your own mind about what you hope to accomplish in your internship. Your main task when creating your internship
is to convince a potential sponsor that it would be beneficial for him/her to offer you an educational experience. Be prepared
to explain your basic goals for the experience in a few sentences.
Some questions to consider are: Why do you want an internship? What do you bring to an internship? What kinds of tasks
do you want to be doing? What skills would you like to use? What skills would you like to learn? What do you hope to
accomplish by the end of the internship?
Or, you may have some specific skills which you can offer in exchange for the experience, skills such as computer
programming, research, laboratory work, writing, video-experience, swimming, clerical, accounting, photography, etc.
Obviously, your swimming skills are not appropriate for an accounting firm, but they are to a parks and recreation department
or fitness organization. Be selective about which skills you offer to an organization.
Decide what you want to learn in return for your services. You may simply want a chance to have an inside look at the real
world of work or the internal workings of a specific organization. You may want a chance to further develop a skill you already
possess by using it in a new way or by working with experts.
Step 2: Develop a list of potential internship sponsors.
Once you have decided what you want to accomplish with an internship, begin identifying organizations which might meet
your purpose(s) and think creatively!
One way to make your search for organizations easier is to decide on a specific location where you want or have to be. Some
students find they have to be in or near their home town or a place where they can live without high expenses. Once you have
established a location or locations, you can begin your research to develop a list of potential internship sponsors. Check out
Where to Find an Internship, a resource full of ideas on where to begin your search.
An example of creative thinking: if you’re interested in helping people, possibly some form of counseling, organizations which
might be potential sponsors are: A youth drop-in center A local hospital Planned Parenthood A substance abuse
agency
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Step 3: Identify the Person to Contact.
After you have decided where you would like to intern, make contact with that organization. The person with whom you
communicate should also be in a position to make a decision about your proposal.
If you do not know who to contact, do some research. Names of appropriate personnel can be secured through a number of
sources: Standard and Poors A comprehensive listing of publicly held corporations Placement directories (CPC Annuals)
Chamber of commerce Publicity from organizations (annual reports, house organs) Visit to offices Call to switchboards
Word of mouth Organizational charts Websites Company literature Telephone receptionists Department
secretaries
In small businesses or small non-profit organizations, contact the director, manager or coordinator of programs. In larger
organizations, contact the Human Resources department or head of the department/unit where you wish to work.
Step 4: The Proposal.
Now that you have done all the background work, you are ready to begin communicating with the person or organization with
which you would like to intern. First, either email or mail the contact your proposal, then follow up after 1-2 weeks with a phone
call.
Your internship proposal should: Include a clear and concise description of what it is you are offering to do for the company
Emphasize the advantages to the organization of having you as an intern Be specific about the project you want to work
on or position you wish to fill Highlight why you are the right person for the company by giving specific examples of your skills
Showcase what you hope to accomplish from the experience
Include your dates of availability and whether you are
looking for a full-time or part-time position Indicate that you are a seeking a paid or non-paid position Indicate that you
would like to meet to discuss the possibility of doing an internship with her/him Include a resume that illustrates the strengths
you are offering
The letter should be an outline of what you would like to discuss in person. Indicate that you will be calling to set up an
appointment to talk in more detail about your proposal.
Step 5: Secure the Internship.
Follow up with a phone call or an email within a few days to a week after submitting your proposal. Being assertive in your
internship search requires you to be polite in your follow up as this is expected and it reinforces your interest and
commitment. You just need to project confidence and be concise in your communications.
Once you have secured an appointment, you will need to confidently sell your idea to the organization. This means doing
your homework. Be able to discuss clearly your objectives, why you chose their organization, how you can help them, what
they can do for you. If the company or organization is interested, but they would like more information on how to set up an
internship, they will find useful resources on the Employer section of the Career Services website.
Whatever the outcome of the meeting, write to the people with whom you spoke, thanking them for their time and help.
So, YOU GOT THE INTERNSHIP?!
Take a deep breath my friend, because the hard part is over. Now, all you have to do is make a great first impression and
completely rock the first day of your internship. No big deal, right? It won't be, because with these tips your first day will be
stress-free and get you amped up for the amazing internship experience to come.
Before the first day
Know the location and parking situation.
Scout out the internship location beforehand to find out what traffic will be like and the possible distance to be traveled from
parking to the actual location. In addition, feel free to ask your internship coordinator what traffic is like on an average day
and where you will need to park. Consider completing an early morning practice route from your residence to the internship
location to estimate travel time.
Plan what you're going to wear.
Remember the days when you would lay out your outfits the night before grade school to make sure you were looking your
best... or maybe because your mom made you? Reverting to those days is not such a bad idea the night before your
internship. You should also be fully aware of the company's dress code so make sure to ask any questions you might have
about the dress code. No matter where you’re interning, you ought to choose an ensemble that is professional and
comfortable. Dress conservative and make sure your clothes are clean, pressed and in good condition.
Do your research.
Take the time to thoroughly examine the company’s website beyond the front page of the site; at the very least, check out
the company's mission and values, what it is they do and the staff page. Be familiar with the employees who are listed on the
website and especially anyone who you've had previous contact with.
Make a plan.
You want to have a clear idea about what the morning of your internship will be like... what time you'll wake up, when you
need to get out the door, how long it will take to get there, etc. Plan to get to the office 15-20 minutes early.
What to bring
Notebook
The key to transitioning a great first day into a successful internship is to write down virtually everything you're told during
your training. Do not use your phone or PDA to take notes – it might look like you're texting or not paying attention.
Writing utensils
This is not elementary school. You shouldn't have to ask to borrow a pen. Be prepared and bring several of your own.
Documents
Your internship coordinator should indicate what exactly you need to bring your first day as far as documents go. These
documents may include: Photo copy of your driver's license Photo copy of your social security card Passport/Visa
documentation (if you are interning internationally) Paperwork that needed to be filled out in advance
Munchies
You probably won't know exactly what your lunch break will be like: whether you'll be able to go out and grab something to
eat or will be expected to bring something with you. Bring some small food items with you like granola bars, fruit, bottled
drinks, etc. along with some cash so you're prepared for whatever ends up being the case.
Supervisor’s contact information
Store this in your cell
Folder
The folder is to make sure important documents that you bring and may receive stay clean and uncrumpled.
Express Yourself
Non-verbal
Facial expressions and body language play a big role in how you present yourself to your supervisor and office mates. Consider
basic etiquette like having good posture, not rolling your eyes when given instructions and covering your mouth when you
yawn, sneeze, or cough. You should also be mindful of any nervous habits like cracking your knuckles, biting your nails, or
shaking your knee. These aren’t attractive qualities to present on your first day.
Keep these other items in mind: DO always keep a smile on your face DO be calm and control your nerves DO look
people in the eyes when talking to them DO have a firm handshake DON'T look bored about not-so-exciting tasks
Verbal
When it comes to speech, speak confidently and clearly, avoid slang, and never, ever curse. You don’t want to appear
thoughtless and unprofessional! Also avoid correcting others in public, using unkind remarks, voicing too strong opinions, and
constantly talking about yourself. When speaking to superiors, address them as “Ms.” or “Mr.” unless they give you permission
to call them by their first name.
Keep these other items in mind: DO introduce yourself to people DO remember people's names by repeating them in your
head DO keep your conversations professional DO think before you speak
Other
DON'T use your phone or other electronics. Period.
desk or on company time.
DON’T social network, text or conduct outside business while at your
Transferable skills are skills that can be acquired in a wide variety of settings – life, work, classroom – and applied to a job
position for which you are applying.
Using Transferable Skills
How portable is your skill set? To be successful in the job search, you must be able to apply your transferable skill set
to the job description. Incorporate transferable skills (and examples of them):
•
Within your cover letter
•
On your resume, within Objective, Skills and/or job duties
•
In your interview
•
During your two minute commercial
Transferable skills examples
The following are common transferable skills and questions to help you begin to think about the transferable skills
you possess.
Communication skills include writing, speaking and interpersonal skills.
How often have you presented to a group or class? Can you persuade and engage others?
Problem solving/Analytical skills highlight research experience and decision-making skills.
Think of a problem that you encountered at SFA or in the workplace. How did you arrive at a solution?
Teamwork demonstrates effectiveness and results as a member of a functional team (e.g. classroom group projects, sports
teams, internships, student organizations, etc.).
What role have you played on teams? What are the elements that contributed to team success? What did you learn when you
failed as a team? Why do some teams succeed and others fail?
Initiative demonstrates ways you have taken initiative and achieved positive results.
Did you address a problem that was causing a loss in productivity? What have you done to go beyond the job description?
Leadership skills are demonstrated by being a student leader, founding an organization or leading a project team. The
result of your leadership is what is important.
What did your group/team accomplish during your tenure as the leader?
Flexibility means that you thrive on change, are not paralyzed by it and can adapt to new rules quickly.
What situations demonstrate your ability to adapt to change?
Creativity is your ability to think outside of the box and be original.
How original is your approach to a challenge? Did you color outside the lines? Can you give a specific example of
innovation?
Willingness to learn expresses your interest in learning more about a field.
Can you provide past experiences that illustrate your willingness to learn?
Now that you’ve learned more about transferable skills, it’s your turn to identify and capitalize on your own! Use the worksheets
on the following pages to determine your strongest
transferable skills.
Identify your Transferable Skills
This exercise will help you identify your transferable skills. This will be particularly useful for marketing yourself to employers in
interviews, cover letters and on your resume.
Instructions
1
Place a check mark next to each skill you possess. Consider all settings in which you demonstrated each skill (ex.
coursework, extracurricular activities, organizations/clubs, volunteer work, etc.).
2
Review the items you have checked and narrow your list to your 10 strongest skills.
3
For each of the 10 skills selected, complete the followihow you demonstrated this skill in the past.
Analytical
____ Analyzed ____ Assessed ____ Compared ____ Conceptualized ____ Critiqued ____ Devised ____ Diagnosed ____ Estimated
____ Evaluated ____ Identified ____ Inspected ____ Interpreted data ____ Investigated ____ Made decisions ____ Observed ____
Predicted ____ Projected ____ Proved ____ Reflected ____ Researched ____ Reviewed ____ Screened ____ Solved problems
____ Studied ____ Surveyed ____ Tested ____ Thought critically ____ Validated
Communication
____ Communicated ____ Conveyed ____ Debated ____ Defined ____ Described ____ Drafted ____ Edited ____ Explained ____
Foreign language ____ Interacted ____ Interviewed ____ Listened ____ Presented ____ Published ____ Read ____ Reported ____
Responded ____ Spoke in public ____ Summarized ____ Wrote
Creative
____ Acted ____ Advertised ____ Authored ____ Created ____ Designed ____ Developed ____ Displayed ____ Entertained ____
Illustrated ____ Improvised ____ Innovated ____ Performed ____ Produced ____ Promoted
Financial
____ Appraised ____ Audited ____ Balanced ____ Budgeted ____ Calculated ____ Earned ____ Invested ____ Merchandised ____
Raised funds ____ Purchased
Helping
____ Advised ____ Assisted ____ Coached ____ Collaborated ____ Counseled ng page, expandi
____ Fostered ____ Guided ____ Informed ____ Mentored ____ Served ____ Supported ____ Taught ____ Tutored ____ Trained ____
Volunteered
Leadership
____ Assigned ____ Authorized ____ Chaired ____ Directed ____ Delegated ____ Enforced ____ Facilitated ____ Founded ____
Initiated ____ Hired
ng on specific examples of
____ Implemented ____ Managed change ____ Managed a crisis ____ Managed people ____ Managed resources ____ Presided
____ Recommended ____ Supervised
Organizational
____ Administered ____ Categorized ____ Collected ____ Compiled ____ Consolidated ____ Coordinated ____ Maintained
____ Managed time ____ Monitored ____ Organized ____ Planned ____ Performed data entry ____ Prioritized ____ Processed
____ Recorded ____ Ran reports ____ Scheduled
Persuasion
____ Encouraged ____ Influenced ____ Mediated ____ Motivated ____ Persuaded ____ Negotiated ____ Recruited ____
Sold
Technical
____ Assembled ____ Constructed ____ Compiled ____ Engineered ____ Installed ____ Integrated ____ Operated ____
Measured ____ Programmed ____ Repaired ____ Upgraded
Added value
____ Adapted ____ Enhanced ____ Improved ____ Maximized ____ Minimized ____ Shaped ____ Streamlined ____
Strengthened ____ Supplemented ____ Updated
Expect to encounter at least one of these “sticky situations” during your internship. First, take a step back, reflect upon the
issue, and see if there is any way you can change your actions to alleviate the situation.
If you find yourself needing further advice or in a potentially unethical or illegal situation, do not hesitate to contact Career
Services.
“Boring” work
Remember, projects that appear boring may be critical to the company and an important learning opportunity for you. Try
to take a routine task, and do something a little differently with the goal of finding some way to improve the process. You just
might find a better way to accomplish the task, but even if it isn’t an improvement, you’ll probably come out of it with a
renewed interest.
Projects you are able to finish quickly
If appropriate, suggest a project you could work on. If there is still little work of you, use the time to learn from co-workers,
ask to sit in on meetings, observe the interactions of those around you and read work-related materials.
Feeling ignored by supervisor and/or Co-workers
Being ignored is no fun, but oftentimes, it's not about you. It's more likely that your boss is absorbed in trying to solve big
problems in little time, or your co-worker is overwhelmed with an upcoming deadline. Scope out why he/she has no time for
you by asking your colleagues – they may have insight of which you are not aware. If you don’t get the answers you feel you
need, ask them directly. No matter how you approach it, getting in front of the problem will release a lot of tension on you and
possibly the other party.
Sickness or family emergency (Needing to leave)
If you are to become especially ill or a family emergency arises during your internship, be sure to immediately communicate
with your site supervisor, faculty supervisor and Human Resources (if needed).
Problems with Co-workers
In order to mitigate a potential workplace drama, ask to meet with him/her outside of the office. Pick a time when you're both
free to concentrate on the problem and its resolution. Discuss the disagreement professionally and with tact, avoiding
irrelevant personal attacks on character. If a resolution has not been reached, consider calling in a mediator, or presenting
the conflict to your supervisor.
If conflict arises due to sexual, racial, or ethnic issues, or if someone behaves inappropriately, that's not conflict, it's
harassment. Take action and discuss the problem with your supervisor or Human Resources.
internship does not meet expectations; Dislike Job/Industry
First off, don’t dwell on the negative. Although the internship might have been downright awful, avoid burning bridges, no
matter how terrible the situation. Instead, think about what the experience taught you. You’ve likely learned some very
valuable lessons that can help you determine your ideal future career path. For example: What did you like/dislike about
your supervisor(s)? What will you look for in a future boss? Was the culture of the organization right for you? If it wasn’t, what
made you uncomfortable? Look back at the assignments and tasks you had at the internship. What did/didn’t you enjoy
about
those tasks? What type of project was the most interesting to you? Where do your passions lie?
“Go fer” work
As a member of a team, you will want to help with routine tasks occasionally, but you don’t want them to become your
permanent job. A good learning contract should prevent this problem, but if you feel your work activities are not challenging
enough, consult with your site supervisor. Make sure that if you ask for additional assignments, you have demonstrated your
capacity to handle them.
Pressure
Meeting deadlines is your responsibility, but if the pressure to finish assignments on time begins to overwhelm you, let your site
supervisor know. The quality of your work is as important as the time element. The best planning can fall through, so don’t be
afraid to say you can’t finish on time or think that the project is too much for you to handle.
Overtime
You may be asked or feel pressured to work late or on weekends, and working extra hours may help you learn more by
experiencing roles or situations not otherwise available. Your commitment to your supervisor and your organization may
demand that you put in the extra work. However, you are an independent person, and everyone has a personal life to
maintain. So, if you feel confused about work hours and time, talk to your site supervisor and negotiate a solution that takes
into account both your needs and those of the organization.
Discrimination or Harassment
If you feel you are truly being discriminated against because of your age, race or gender, you will have to check this out with
the people involved. Don’t over-react. Realize that people may feel threatened by you, just as you may feel threatened by
them. Consider the problem from all angles before you consult with your site supervisor, but don’t let the problem fester.
If you feel you are being sexually harassed on the job, inform the person immediately and politely about behavior you find
offensive. Optimistically, the situation could resolve itself, but it could remain a problem unless you take action to resolve it.
Ask for help from co-workers if you need it, and consult with your supervisor or faculty advisor.
Things shouldn’t grind to a screeching halt after you’ve completed the internship! There are plenty of ways to continue reaping
the benefits of your internship experience long after you’ve turned in your nametag.
Reflect on your experience.
Reflection is a critical piece of the career development process and will ultimately support your career decision-making, as
well as allow you to better market and position yourself for future opportunities. The reflection you do now is also particularly
critical when writing your resume and will prepare you for discussing your experience during future interviews.
Consider the follow questions as you think about what your experience has meant and the meaning it has for your future:
Looking back on your experience:
What did you learn about the industry, the organization, and yourself? How did you grow in: academics, skills, career, and
personal growth? Evaluate what you liked and what you would like to change. Do you feel differently now about your
interest in this career than when you began the internship? What were your goals before the internship? Did you accomplish
them? What did you accomplish beyond your established goals? What did you fail to accomplish? What new skills,
equipment, or office technology did you master? What was the most important thing you learned from this experience?
Looking to the future:
Would you want to work at your internship site after graduation? Would you want to work in the same industry? Why or why
not? What networking contacts did you make? What are your plans for organizing their contact information
and staying in touch? What skills and knowledge do you want most to remember and use in the future? How has your
internship influenced your academic pursuits?
Also, feel free to utilize the Intern Self-Evaluation and Intern Evaluation of the Internship evaluations when reflecting on your
experience.
Update your resume and Portfolio.
Make sure to update your resume soon after your internship experience to best be able to recall items of importance. Write
action-oriented descriptions that convey your skills and are relevant to the position for which you are applying. It also makes a
positive impression with employers if your descriptions highlight the results of your efforts and demonstrate the value you bring
to the work environment.
A portfolio allows an employer to see evidence of your skills and learning. Compile all the work samples you've collected into a
professional portfolio for your interviews. This may include a copy of a proposal you developed, a presentation you conducted,
a customer letter you received, and so on.
Stay Connected by Networking.
During your internship, you had the opportunity to connect with many professionals in your field of interest. It is important that
you continue to nurture these relationships. This can be done by occasionally corresponding by email, phone, or even
meeting for lunch. Remember that networking is about building relationships. By maintaining the relationships that you formed
during your internship, you will have additional support as you pursue continued career exploration and job searching.
Write Thank You Notes.
Take the time to write a personalized message to your supervisor and other team members who provided support during your
internship experience. Your thank you notes should convey your appreciation for the experience and identify what you
learned and how that knowledge will support your goals. This small gesture will set you apart from others and will also open a
line of future correspondence.
Your letter should be detailed, specific and written in either a standard business format or handwritten on a nice card. Below is
an example of a meaningful thank you letter, written in business format:
Hadda Greatime 2008 Forest Place, Apt. 218 Nacogdoches,
Texas 75965
August 28, 2009
Sarah Alumna, Production Manager Happy Intern Films 900 Venice Ave. Los Angeles, CA 94887
Dear Ms. Alumna:
I am writing to thank you for providing an internship for me this summer. As a film and video student at Stephen F. Austin State University, I was thrilled to
have been chosen as one of this summer’s participants.
For as long as I can remember, I have been fascinated by film and the moving image. I came to SFA because I wanted to learn how to convey my
vision of the world to large audiences using various media. This internship was my first opportunity to gain exposure to the behind-the-scenes aspects of
the entertainment industry.
As an intern, I had the opportunity to gain new skills: various lighting techniques, the importance of using a storyboard, and how to accurately record
data from location shots. I enjoyed my editing room duties the most, not only because I was able to improve my Final Cut Pro skills, but also because it
was at this stage of production that I felt most useful.
My internship experience has confirmed my career goal of becoming a documentary filmmaker. I found that I thoroughly enjoyed many of the
hands-on aspects of working on location shoots, and was energized by the challenge of thinking quickly to find solutions to small problems with few
material resources.
I am truly grateful for the opportunity to work with you, your advice about getting the most out of my SFA education, and for sharing your reflections
about the project with me. Thank you once again.
Sincerely,
Hadda Greatime
Hadda Greatime
Ask for Recommendation Letters.
Make an appointment with your intern supervisor. Be sure to thank your intern supervisor for the guidance you received during
your internship. Then, ask him/her to write you a general recommendation letter that you could use to get future internships or
employment.
Draw up a list of any other people at your internship who could be good resources for references, such as the team leader if
you worked as part of a team, different department heads if you moved from department to department or a mentor who
informally helped you. You can never have too many references.
To make sure that you receive them before you leave the internship, start making your requests about two weeks before your
internship ends, giving people enough time to write good letters.
Market Your Experience.
You are probably familiar with the cliché of needing experience to get experience. Luckily, you are not in that situation
anymore! You have the experience, but now you have to sell it effectively.
Identify what you are “selling”: your primary accomplishments from your recent experience, the skills used and the impact of
those accomplishments. Sometimes it is helpful to talk with a parent, friend or advisor to clarify your thinking and better
articulate your points. Next, implement your sales campaign. Professors, resumes, and interviews provide a strong medium for
sharing your product: YOU!
Leverage your past internship experience by connecting it to the job for which you are interviewing. This includes addressing
skills you gained that will be helpful to your future employer, rather than the ones most helpful to your last employer.
Also, take a moment to share feedback from your internship experience and assist other SFA students in broadening their
college experience.
Ask about future opportunities.
Would you want to continue your internship? If so, do you have a specific project or plan in mind that you would want to work
on for the company? If your internship is unpaid, would you want to transform it into a paid part-time job? Or if you’re
graduating, do you want to apply for a full-time job with your internship company? Discuss the possibility of future opportunities
with your internship supervisor.
What about Housing?
Finding short-term housing in a new city can be challenging. The first step in your housing search is to make a list of all the
people you know who have connections in the city where you'd like to live. Include long-lost relatives, friends of friends, even
parents of your friends who are from that city. Contact everyone on your list to see if they can put you up for awhile, or if they
have ideas about where you could look for housing.
In addition to contacting everyone on your housing list, you may wish to use some online sources to widen your search. Check
the temporary housing links on the internship section of the Career Services webpage. You may also wish to look into housing
options at universities in the city where you will be living. Some universities rent out dorm rooms on a temporary basis, and some
have housing offices that list sublet advertisements. Last but not least, post on your Facebook account that you are looking for
somewhere to live! You’ll be surprised at how extensive your Facebook network can be!
Memorandum of Understanding (Learning Agreement)…………………………………….. A Sample Internship
Description……………………………………………………………………... B Supervisor Evaluation of
Intern…………………………………………………………………….. C Intern Self
Evaluation………………………………………………………………………………… D Intern Evaluation of
Internship……………………………………………………………………… E Internship Search
Checklist…………………………………………………………………………. F Jobs4Jacks Student
Guide…………………………………………………………………………. G
MEMORANDUM OF
UNDERSTANDING
I. Purpose The Lumberjack Internship Program at Stephen F. Austin State
University provides an educational strategy whereby students complement
their academic preparation with direct practical experience. The effort to
combine a productive work experience with an intentional learning
component is a proven method for promoting the academic, personal, and
career development of students.
II. Parties and Responsibilities of the Internship To help ensure the interests
and promote the benefits of an internship arrangement for all parties
involved, Stephen F. Austin State University has developed this
Memorandum of Understanding to describe the mutual responsibilities
between Stephen F. Austin State University, hereinafter referred to as SFA;
___________________________________________________, hereinafter
referred to as the Site Supervisor of
___________________________________________________, hereafter
referred to as the Organization; and
___________________________________________________, hereafter
named as Intern; and
___________________________________________________, hereafter
named as the Faculty Advisor.
A) The Site Supervisor agrees to:
1. Provide a field learning experience that
permits the Intern to meet his/her learning objectives.
B) The Intern agrees to:
1.
2.
3.
4.
5.
6.
7.
8.
9.
of active or passive negligence and/or liability that may arise out of injury or harm to me, death, or property damage
resulting from my participation in this internship.
10. Authorize SFA to disclose information concerning this information to media outlets and to make use of said information in connection with
SFA marketing materials. (This is optional – if you elect not to do so, please strike paragraph 10).
C) The Faculty Advisor agrees to:
Work with the Intern to identify academic learning objectives.
2. Provide related academic assignments coordinated with the field learning experience.
3. Communicate with the Site Supervisor throughout the internship to evaluate Intern’s performance.
4. Assess the degree to which the Intern meets slated learning objectives.
5. Schedule an on-site visit, where feasible, during the internship.
6. Reserves the right to terminate the internship at any time.
2. Provide supervision that emphasizes the Intern’s safety as well as the learning objectives.
3. Clarify to permanent employees the expectations of the Intern’s learning objectives.
4. Notify the Faculty Advisor in a timely manner of any serious problems related to the field learning experience, including a need
to terminate Intern’s placement.
5. Furnish all necessary training, supplies and equipment.
6. Communicate periodically with the Faculty Advisor regarding Intern’s work performance.
7. Complete a final evaluation of the Intern’s performance on a designated form at the end of the internship.
8. Authorize SFA to disclose information concerning this internship to media outlets and to make use of said information in connection
with SFA marketing materials. (This is optional – if you elect not to do so, please strike paragraph 8).
III. Learning Objectives An internship is a carefully monitored work experience in which the Intern has intentional goals and reflects actively
on what she or he is learning throughout the experience. The Faculty Advisor and the Intern work collaboratively to identify desired
learning outcomes and list them below. Objectives should be specific, reasonable, achievable and measurable. (For assistance in
writing learning objectives, see the Learning Objectives resource found in both the faculty advisor and student internship guide.)
1.
2.
3.
4.
5.
IV. It is mutually agreed that
A.
B. The Organization will assess no fees to SFA or Intern for the use of the Organization’s resources in connection with this
internship program.
C. Neither SFA nor the Organization shall discriminate against any student during this affiliation because of race, color, sex,
creed, age, or national origin.
V. Terms An internship arrangement for each Intern will be a period agreed upon by the Site Supervisor and SFA. Should the Site
Supervisor become dissatisfied with the performance of the Intern, the Site Supervisor may request termination of the internship
arrangement. This should occur only after the Faculty Advisor has been notified in advance and a satisfactory resolution cannot be
obtained. Conversely, SFA may request termination of the arrangement for any Intern not complying with SFA’s guidelines and
procedures for the internship program, or if the Site Supervisor does not uphold the responsibilities mentioned above, as long as Site
Supervisor personnel have been notified in advance and satisfactory resolution cannot be obtained.
expenses, or other liabilities including attorneys’ fees, court costs, and related
costs of defense, arising from or in any way connected with claims for personal injury, death, property damage or contractual liability
that may be asserted against SFA or the Organization by any party(ies), which arise or allegedly rise out of action, inaction, or breach
by their own employee, Intern, agent, or representative while in the conduct of the internship experience.
VI.
Duration of Agreement
This memorandum of understanding shall continue in effect from __________________________to
________________________.
Site Supervisor Name (Print)
Intern Name (Print)
Site Supervisor
Signature Date
Intern Signature Date SFA Faculty Advisor Name
(Print) SFA Faculty Advisor Signature Date
Internship Information Sheet
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
organization
(many professional organizations offer exclusive job boards to members)
Internet: For great places to get started, see the Helpful Links on the SFA Internships homepage
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
organization
(many professional organizations offer exclusive job boards to members)
Internet: For great places to get started, see the Helpful Links on the SFA Internships homepage
Phone books
Chambers of Commerce: This is an especially good resource for out-of-town employers
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
organization
(
f i
l
i i
ff
l i j bb
d
b )
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
organization
(many professional organizations offer exclusive job boards to members)
Internet: For great places to get started, see the Helpful Links on the SFA Internships homepage
Phone books
Chambers of Commerce: This is an especially good resource for out-of-town employers
Yellow pages
Local paper(s)
Human services directories
Informationa
l
interviews
Follow-up with employers after an appropriate amount of time
Essentials
Organization: SFA Career Services Employment Start Date: September 1, 20XX Job Title: Human Resources Intern Employment
End Date: December 15, 20XX Site Supervisor: Michael Scott Hours Per Week: Job
Location: Nacogdoches, TX Wage/Salary:
Internship Description
SFA Career Services is seeking a Human
Resources intern that w
Primary Responsibilities
Collaborate with Career Servimanual
Research laws, National Associatiies,
regulations, etc. that pertain to Career
Serv
iintegral
iimplementation of several internal necessities, including a policies and procedures
manual and new employee training.
Create a “new hire” checklily
appointed professional staff members
Additional Responsibilities
Facilitate 360 Review Complete
student mock i Develiew for student
and create a new employee training
employees for supervisor use Work
with Disability Serviies and equipment Assist in staff/student employee payroll
Assist in Advancing Students as Professionals traini Produce and host a
workshop on a Human Resources related topic for SFA students lize serviithin
Career Services SHRM involvement
ices,
Qualifications
or classifi ills Professional demeanor
Fluent computer skiicrosoft Office,
Adobe Acrobat) Enrolled in Business, Management, HR or other relevant
degree program
Applicants must be willing to work in a fast-paced environment, be flexible,
and have a customer-oriented work ethic. In addition, applicants must understand and be fully aware of confidentiality
regulations and ethical behaviors.
Application Instructions
Email resume and cover letter to Michael Scott at mscott@mail.com
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Intern Name: _________________________________________________ Date: __________________________________
Organization: ________________________________________________ Semester/Year: ________________________
Site Supervisor Name: _________________________________________ Location: ______________________________
Please rate the following aspects of your internship experience on the basis of this scale:
1: Unsatisfactory Never demonstrates this ability/does not meet expectations
2: Uncomplimentary Seldom demonstrates this ability/rarely meets expectations
3: Fair Sometimes demonstrates this ability/meets expectations
4: Commendable Usually demonstrates this ability/sometimes exceeds expectations
5: Exceptional Always demonstrates this ability/consistently exceeds expectations
If any criteria are not applicable to this internship experience, please leave response blank.
Ability to Learn
Asks pertinent and purposeful questions 1 2 3 4 5 Seeks out and utilizes appropriate resources 1 2 3 4 5 Accepts responsibility for
mistakes and learns from experiences 1 2 3 4 5
Reading/Writing/Computations Skills
Reads/comprehends/follows written materials 1 2 3 4 5 Communicates ideas and concepts clearly in writing 1 2 3 4 5 Works
with mathematical procedures appropriate to the job 1 2 3 4 5
Listening and Oral Communication Skills
Listens to others in an active and attentive manner 1 2 3 4 5 Effectively participates in meetings or group settings 1 2 3 4 5
Demonstrates effective verbal communication skills 1 2 3 4 5
Creative Thinking and Problem Solving Skills
Breaks down complex tasks/problems into manageable pieces 1 2 3 4 5 Brainstorms/develops options and ideas 1 2 3 4 5
Demonstrates an analytical capacity 1 2 3 4 5
Professional and Career Development Skills
Exhibits self-motivated approach to work 1 2 3 4 5 Demonstrates ability to set appropriate priorities/goals 1 2 3 4 5 Exhibits
professional behavior and attitude 1 2 3 4 5
Interpersonal and Teamwork Skills
Manages and resolves conflict in an effective manner 1 2 3 4 5 Supports and contributes to a team atmosphere 1 2 3 4 5
Demonstrates assertive but appropriate behavior 1 2 3 4 5
Basic Work Habits
Reports to work as scheduled and on-time 1 2 3 4 5 Exhibits a positive and constructive attitude 1 2 3 4 5 Dress and appearance
appropriate for the organization 1 2 3 4 5
Character Attributes
Brings a sense of value and integrity to the job 1 2 3 4 5 Behaves in an ethical manner 1 2 3 4 5 Respects the diversity of
co-workers 1 2 3 4 5
Open Category: Industry-Specific Skills
Are there any skills or competencies that you feel are important to the profession or career-field (represented by your
organization) that have not been previously listed in this evaluation? If so, please list these skills below and assess the intern
accordingly.
1. 1 2 3 4 5
2. 1 2 3 4 5
3. 1 2 3 4 5
Overall Performance
Unsatisfactory Poor Average Good Outstanding
Comments:
Intern Signature: ______________________________________________________ Date: __________________________
Site Supervisor Signature: ______________________________________________ Date: __________________________ Please rate the
following aspects regarding your performance during the internship experience on the basis of this scale:
1: Poor
Fair
3:
Good 4:
Excellent
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
Your Strengths:
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
organization
(many professional organizations offer exclusive job boards to members)
Internet: For great places to get started, see the Helpful Links on the SFA Internships homepage
Phone books
Chambers of Commerce: This is an especially good resource for out-of-town employers
Yellow pages
Local paper(s)
Human services directories
Informationa
l
interviews
Follow-up with employers after an appropriate amount of time
Let everyone know that you are looking for an internship
Suggestions for Improvement:
Noteworthy Observations / Specific Assignments:
2:
Please respond to the following questions regarding your internship experience and site. The purpose of this form is to provide
opportunity for frank appraisal of the internship location. Your Name: _________________________________________________ Date:
__________________________________ Organization: _______________________________________________ Semester/Year:
________________________ Supervisor: __________________________________________________ Location:
______________________________
Please
rate the
following
aspects
your
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
Bulletin boards within your academic department
Contact a professional
in your field of interest and inquire about student memberships
organization
(many professional organizations offer exclusive job boards to members)
l
d
h
l f l i k
h S
hi
of
h
internship experience on the basis of this scale:
Supervisor
Supervisor provided a clear job description 1 2 3 4 Regular feedback was provided on my progress and abilities 1 2 3 4 An effort
was made to make it a learning experience for me 1 2 3 4 Supervisor provided levels of responsibility consistent with my abilities
1 2 3 4 Supervisor was supportive of the agreed-upon work days and hours 1 2 3 4
Learning Experience
Work experience related to my academic discipline and/or career goal 1 2 3 4 Opportunities were provided to develop my
communication skills 1 2 3 4 Opportunities were provided to develop my interpersonal skills 1 2 3 4 Opportunities were provided
to develop my creativity 1 2 3 4 Opportunities were provided to develop my problem-solving abilities 1 2 3 4 This experience has
helped prepare me for the workplace 1 2 3 4
Feel free
explain
Jobs4Jacks (http://www.jobs4jacks.sfasu.edu) to view internship postings
On-campus interviews
Career fairs
any of your responses to the above criteria here (use reverse side if necessary):
to
The internship search process can feel overwhelming, so it’s helpful to break it into manageable steps. Utilize the checklist
below to help keep you on the straight-and-narrow that hopefully leads to an internship
– and don’t feel like you have to follow every step in order! In conjunction with this checklist, utilize the resource Finding an
Internship, a step-by-step guide that provides further information on each of the six steps in the internship search.
Step 1: Identify strengths and interests, motivations and goals and priorities and values.
______
I have identified my personal strengths and interests, motivations and goals and priorities and values.
______
I have identified the geographic areas where I’d like to be located during my internship.
Step 2: Research industries, occupations and organizations.
______
I have researched potential career fields: typical entry-level jobs, salaries, best geographic location for jobs,
etc.
______
I have identified 10 potential internship sites/opportunities that offer the type of experience I am seeking.
______
I have made a list of possible job titles and/or fields of interest.
______
I can name two or three careers I plan to further investigate.
Step 3: Create or update marketing materials.
______
I have had my resume and cover letter(s) reviewed by a professional in the field or a staff member in Career
Services.
______
I have developed my “30-second speech” for short encounters with internship sites.
Step 4: Devise an effective internship search strategy.
______
I have spoken with my faculty advisor about my internship interests and the possibilities of earning academic
credit.
______
I have identified and contacted three individuals who will serve as references.
Step 5: Start searching!
______
I have a system for keeping track of my applications, contacts, interviews and other job-search activities.
______
I follow-up on every interesting internship lead immediately.
______
I have developed a list of potential networking contacts and keep in touch with them.
______
I follow-up each internship application with a phone call or email to the employer requesting an interview.
Step 6: Land that internship!
______
I have prepared for interviews by practicing my responses to typical questions and/or completing a mock
interview within Career Services.
______
I have interview attire that is appropriate for the field in which I plan to work.
______
I have a professional-sounding voicemail message in case an internship site calls.
______
I have a neutral and professional e-mail address to provide to internship sites.
______
I regularly check Jobs4Jacks (www.jobs4jacks.sfasu.edu) for internship opportunities in my field.
______
I have a system for keeping track of my applications, contacts, interviews and other job-search activities.
______
I send thank you letters or emails to every person who interviews me.
______
I keep in touch with my faculty advisor and Career Services with respect to my internship search and progress.