interning with the league of women voters: what are the benefits? what is the value?
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Interning with the League of Women Voters: What are the benefits? What is the value?. LWVUS Young People’s Taskforce. Young people intern for many reasons. Looking to be part of reputable organizations Resume building Networking Internships = Jobs (even if they aren’t with the League) - PowerPoint PPT PresentationTRANSCRIPT
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Interning with the League of Women Voters:
What are the benefits? What is the value?
LWVUS Young People’s Taskforce
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Young people intern for many reasons.
• Looking to be part of reputable organizations • Resume building• Networking• Internships = Jobs (even if they aren’t with the
League)• Looking to make a difference
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What do interns bring to the League?
• Energy!!• Fresh perspective• Expansion of the League’s network• Peer to peer engagement
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What can the League do for potential interns?
• Help train the new generation of civic leaders
• Expand professional network
• Build resume• Educational
opportunity▫ Reinforcing college curriculum
LWVUS summer 2013 interns had the opportunity to meet Rep. John Lewis at an
event in Washington, DC.
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An Intern is NOT:
• A one time volunteer• Just administrative support• An acceptable replacement for an employee• Left without supervision or mentorship• Just technology support
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An Intern IS:
• A great addition to our democracy building team
• A potential future League volunteer, member, leader
• A source of new ideas, energy, enthusiasm
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Legal issues to consider:
•Laws vary state by state▫ know the requirements before you bring on an intern
•Federal regulations primarily cover for-profit organizations▫ They are still good guidelines for Leagues
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Department of Labor requirements for unpaid internships
The following six federal criteria must be applied:
•The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
•The internship experience is for the benefit of the intern;
•The intern does not displace regular employees, but works under close supervision of existing staff;
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Department of Labor requirements for unpaid internships:
• The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
• The intern is not necessarily entitled to a job at the conclusion of the internship; and
• The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
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Create a clear job description.
• Outline what you are looking for so you attract the right candidates▫ Clarity will help to manage expectations from the start.
• Be flexible ▫ If there isn’t someone for the precise project, is there another project that an intern could help with?
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How do we find interns?
• Advertising on college/high school campusesNewspapers, radio, listserves, in specific departments, etc.
• Advertise at your events (sign up sheets specifically for intern opportunities)
• Idealist.org
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Advertising for interns
BE SPECIFIC! – Give as many details as possible. Let prospective interns know precisely what the League is offering.
BE HONEST! – Do not over state the goals of the internship. If it’s primarily an administrative internship, advertise it as such.
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Beyond the political science department:•Other fields that interns could work in
▫Environmental Sciences▫Women’s Studies▫History
•Consider the specific projects the League is working on and choose an intern whose interests match those projects.
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The interview process:
• Short: 15-20 min over the phone is enough
• Straightforward: If you cover most of your expectations in your ad, you don’t need to get bogged down in details
• Flexible: An interview does not guarantee an internship; you can say no.
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Things to cover in an interview:
• Availability• Interests• Knowledge of the League
• Example questions:▫ What specific skills do you want to learn from this
internship?
▫ What three words best describe you?
▫ Give me an example of a project you’ve worked on in a leadership role and you were really proud of the outcome.
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Getting StartedThe supervisor and the intern must:
•Create a schedule with consistent hours, start and end dates•Develop project goals •Create a check-in system•Outline expectations for BOTH the supervisor and the intern (consider an agreement/contract)
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Level of Supervision
• Who is responsible for the intern?▫ Manage expectations▫ Emerging leader position
• Member availability▫ Ensure ahead of time that League members will be
available
• Interning is a learning experience ▫ Mentoring▫ LOTS OF FEEDBACK▫Give them a voice!
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Giving interns a voiceAs interns gain experience create opportunities growth:
•Allow them to speak to a group of student voters•Organize their own project•Write their own blog pieces/Voter ArticlesGive substantive opportunities and recognize their efforts.
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On site internships
• Interns need to be mentored, they cannot just work on their own.
• On site internships tend to works best▫ Consistent supervision, interaction▫ Easier check-ins▫ More mentoring opportunities
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Off site internships
• Require:▫More organization
Agreed upon project goals, intern journals, etc.
▫Intentional monitoring Planned calls, regular email check-ins, etc.
▫Strict scheduling Monthly, weekly or daily itineraries
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Ensure a quality experience
People are very good at networking among their peers: they will share information about their internship.
+ Positive internships = ▫Positive feedback spread through the intern’s network▫New expertise ▫New links to the community▫New members
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Ensure a quality experience
A bad experience for one intern can have ramifications well beyond that single internship.
- Negative internships = ▫Negative feedback spread through the intern’s network▫Loss of partnership opportunities▫Damage to the League’s reputation
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Course Requirements
Most internships for course credit require:
•Paperwork- specific details of the internship•Check-ins- proof that requirements are met•Reviews- final review of the intern/experience
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After an intern leaves:
• Get feedback on their experience▫ Ideas for making the experience better▫ Testimonials
• Maintaining consistency in work flow • Transition from one intern to the next• THANK THEM! –publically if possible• Keep the intern in your circle!
▫ Invite them to League events▫ Give them a gift membership for a year▫ Include them!
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Questions?
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For More Information:
Contact the LWV Young People’s Taskforce
Co-chair: Amy Hjerstedt [email protected] Co-chair: Melissa Currence [email protected] LWVUS Internship Coordinator: Shauneen