internship employer guidebook · 2019. 3. 8. · give a gift certificate at the end of the...

EDUCATE ∞ ENGAGE ∞ EMPLOY

INTERNSHIP EMPLOYER GUIDEBOOK

UVU INTERNSHIP SERVICES : 801.863.6589 : uvu.edu/internships 1

Our Mission for Engaged LearningUVU values student engagement, scholarly excellence, and creative work. We support active learning and professional development for students, faculty, and staff. We cultivate community leadership and strong relationships that extend the university into the workplace and region.

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—Matthew Holland, President

Utah Valley University

CONTENTS

CONTACT INFORMATION . . . . . . . . . . . . . . . . . . . . . . . 2

UVU INTERNSHIP PROGRAM . . . . . . . . . . . . . . . . . . . 3

STARTING AN INTERNSHIP PROGRAM . . . . . . . . . . . 5

TEN CHARACTERISTICS THAT ATTRACT EXCEPTIONAL INTERNS . . . . . . . . . . . . . . 9

LEGAL ISSUES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10

FREQUENTLY ASKED QUESTIONS . . . . . . . . . . . . . . .13

WOLVERINE CAREERLINK USER GUIDE . . . . . . . . . .15

WOLVERINE CAREERLINK POSTING TEMPLATE . . .16

uvu.edu/internships : 801.863.6589 : UVU INTERNSHIP SERVICES2

CONTACT INFORMATION

Resources for preparing this guide: Michael True, Director Internship Center, Messiah College, Grantham, PA; Metropolitan State University at Denver; Internships.com, Interns: A Basic Resource Guide for Employers; National Association of Colleges and Employers Position Statement, July 27, 2011.

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Director of Internship ServicesNiki Swan801.863.6004 [email protected]

Internship Manager Martin Overly 801.863.6308 [email protected]

Administrative Support Stacie Brown 801.863.6589 [email protected]


WHAT IS AN INTERNSHIP?An internship is a pre-professional career training experience. An important element that distinguishes an internship from a short-term job or volunteer work is the intentional “learning objectives” that are structured into the experience. Internships provide students with opportunities to explore careers and apply academic theory in the professional world. An internship is generally a one-time experience that spans a single semester; however, it may continue beyond that time if agreed upon by the student and internship provider. The internship may be part-time or full-time, paid or unpaid.

BENEFITS TO EMPLOYERSFind future employees . Interns provide a year-round source of highly motivated pre-professionals. By implementing an internship program you will have an ongoing pipeline of future full-time employees.

Test-drive the talent . Hiring someone as an intern is the most effective way to evaluate their potential as a full-time employee. Starting an internship program lets you benefit from added manpower, while more accurately assessing candidates.

Increase productivity . Interns can free up time for professional staff to pursue tasks where higher-level strategic thinking or expertise is required. In addition, interns are quality candidates for temporary or seasonal positions and projects.

Enhance perspective . Interns bring with them novel perspectives, fresh ideas, and specialized strengths and skill sets. These augment the abilities of your professional workforce.

Take advantage of low-cost labor . Interns are an inexpensive resource. Their salaries are significantly lower than staff employees and while their wage requirements are modest, they’re among the most highly motivated members of the workforce. Please note that intern tasks should relate to agreed upon learning outcomes.

Recruit free of-charge . Create your company profile and post your internship free of-charge with Utah Valley University which will give you access to the top college candidates without putting a dent in your recruiting budget.

Give back to the community . Creating an internship program is an excellent way to give back. Hiring interns not only helps students in your community get started; it enhances the local workforce as a whole.

UVU INTERNSHIP PROGRAM

I would go as far as saying that my internship has changed my life. It has broadened my horizons, given me experience that I would have otherwise had to wait years to receive, and it has helped me prove what I’m capable of to myself. This is one of the best decisions that I’ve made toward my future career and I would urge everybody to get an internship in the field they want to work in.”

“

Breahnna RobinsonSandy City Police Department


UVU INTERNSHIP PROGRAM

PA ID INTERNSHIP S UNPA ID INTERNSHIP S

May be taken for credit or just for pay. COLLEGE CREDIT

OPTIONAL, but highly encouraged. ( The university has no jurisdiction over internships not taken for credit. )

Must be taken for academic credit. COLLEGE CREDIT REQUIRED .

Workers’ compensation provided by employer. Workers’ compensation provided by university.

Tracked by faculty supervisor or university internship coordinator, if taken for credit.

Tracked by faculty supervisor or university internship coordinator.

Students may choose to stay longer in their positions and be trained to do more advanced work.

Students may stay in their unpaid position only as long as they continue to receive credit.

Paid interns are less likely to have competing job demands and can often work more hours.

Unpaid interns are only able to work hours equivalent to their credit requirements.

Performance evaluation required and site visit may take place, if taken for credit.

Performance evaluation required and site visit may take place.

PAID VS UNPAID INTERNSHIPS

ESSENTIAL CRITERIA FOR AN INTERNSHIP EXPERIENCE1. The experience must be an extension of the classroom; a learning experience

that provides an application of the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.

2. The skills or knowledge learned must be transferable to other employment settings.

3. The experience has a defined beginning and end, and a job description with desired qualifications.

4. There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.

5. There is supervision by a professional with expertise and/or educational background in the field of the experience.

6. There is routine feedback by the internship supervisor.

7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

8. Generally, a UVU intern must work 60-75 hours for each college credit.

“My internship at Wavetronix gave me the opportunity to apply what I was learning at UVU. I was given real business problems and had to use my knowledge to find solutions. My internship was the first experience I have had interacting in a professional work environment and I was able to see what it is like to have a career in my major. I was even offered a position for permanent employment. This was the perfect supplement to my education at UVU and I recommend an internship to everyone!”

Ashton KirkWavetronix


STARTING AN INTERNSHIP PROGRAM

1: SET EXPECTATIONS

What does your organization hope to achieve from the program?• Are you a small organization searching for additional help on a project?

• Is your organization growing quickly and having difficulty finding motivated new employees?

• Are you a nonprofit that doesn’t have a lot of money to pay, but can provide an interesting and rewarding experience?

• Is your organization searching out new employees with management potential?

• Is your organization looking for a way to recruit new and motivated talent?

Survey your company, asking departments if they want interns, what skill sets, and how many interns they need. For an internship to succeed, it is necessary to get the entire company on board. Discuss with management how an internship program can help your organization reach its objectives. Once there is a consensus on program goals the internship can be designed to best meet those expectations.

2: PLAN AND DESIGN

Draft a job description that clearly explains the intern’s duties and skill requirements. Do you want someone for a specific project? What about general support around the workplace? How about giving the intern a taste of everything your company does? Structure the internship ahead of time to be sure to meet your goals.

Questions to consider:Will you pay the intern? While organizations differ and your company may not be in a position to pay much, carefully consider whether you can offer a paid opportunity. Remember that students have expenses, including tuition, and even a small wage can make a big difference in recruitment and retention. If you have questions regarding pay rate, please contact Internship Services to help you determine competitive wages in your field. Also see Legal Issues in this guide.

Where will you put the intern? Do you have adequate workspace for the intern? Will you provide a computer, phone, or other needed equipment? Is free parking available?

My internship gave me the opportunity to see what it takes to be a zookeeper and proved to me that, “Yes. This is what I want to do for my career.” I met amazing people and now have references in my field. I gained invaluable experience that will stand out on my resume and had an incredible adventure at the same time!”

“

Jordan JarmanRoosevelt Park Zoo



What qualifications do you want in an intern? Establish expectations for skill requirements beforehand — it will help you pre-screen the applicants and find the best candidates. Keep your expectations realistic. Students want to learn and be challenged, but they are new to their fields and are seeking internships to enhance their skills and experience as well as to contribute to your organization.

Who will have primary responsibility for the intern? A very important part of your plan should be the assignment of a supervisor — that is someone who will be in charge of guiding and evaluating the intern. Please assign an employee who is committed to, and capable of, supervising and mentoring. To ensure the highest quality learning experience for UVU interns, we request that site supervisors be professionals in the field and have background experience in the intern’s learning objectives.

What will the intern be doing? Be as specific as possible when writing your job description. Include daily duties, short descriptions of projects the intern will be involved in, opportunities for learning and the skills or knowledge required.

How many hours will the intern work? Consider the work/project you will have the intern doing, your needs and the potential student’s schedule. Internships may be full or part-time, however, the average is 15 to 20 hours per week. Generally, students must work 60-75 hours to receive one hour of college credit.

What additional benefits can you offer an intern? Will there be special training programs, performance reviews, and lunches with executives or social events? Reward an unpaid intern in other ways. If your company has a cafeteria, give the intern a pass that enables him/her to eat for free on working days. Take the intern to a professional meeting as your guest, paying for his/her lunch and introducing them to other professionals. Give a gift certificate at the end of the internship as well as write a letter of recommendation. Interns are your best source of future interns, and students share information about their experiences. Make sure everyone wants to intern at your company, so you have a wide selection of excellent applicants.

3: RECRUIT AN INTERN

Post the internship on Wolverine CareerLinkAccess the online Wolverine CareerLink at www .uvu .edu/careerlink and click on the “employers” link. At this site you can create a company profile and submit position announcements electronically. Once an internship posting is received it will be made available to students and faculty through the online internship database and on the weekly Hot Internship Email.

SAMPLE TASKS UNDER-GRADUATE STUDENTS HAVE PROVIDED FOR SPONSORINGORGANIZATIONS

Performing laboratory tests

Writing handbooks or manuals

Designing posters, charts and graphs

Generating financial forecast and cost recovery reports

Performing software/hardware modifications

Conducting studies and surveys

Developing slide/sound pre-sentations

Compiling technical reports

Creating academic lesson plans

Conducting research

Generating marketing plans

Conducting training packages

Preparing budgets and financial reports



If you prefer, you may complete the internship posting template at www .uvu .edu/internships/employers and e-mail it to the Internship Services Office (See Addendum 1 and 2 later in this guidebook).

We recommend posting positions in consideration of the semester schedule when possible; however we can be flexible with student’s start and end dates as long as they work the required number of hours. Students may also register for block courses which last only eight weeks instead of the full 16 week semester.

Consider your recruitment time frame and post your position accordingly. If possible, plan to post your position 1 – 3 months before the semester begins.

4: COMPLETE A MASTER INTERNSHIP AGREEMENT

Prior to the starting date of the internship, Utah Valley University requires that the internship site provider sign a Master Internship Agreement with the university. This protects all parties and defines the responsibility of each partner in the internship agreement. The Master Internship Agreement can be found on the Internship Services website, www .uvu .edu/internships under the employer tab. The signed agreement may be faxed or emailed to the Internship Services Office. If you have questions or need revisions made to the standard agreement, please contact the Director of Internship Services for assistance.

5: HIRE AN INTERN

Remember to choose your interns carefully. After all, they might be permanent employees someday. You’re making an investment; time and money will go into this person.

We strongly encourage a face-to-face interview if at all possible. For you, it is a chance to determine if the intern is truly motivated and a good fit for your organization. For the student, it is an opportunity to find out if the internship is the right match for his or her goals and a chance to practice interviewing skills.

Learn the legal implications of hiring interns. Just like any other workers, they are subject to legal protections and regulations. Protect yourself and your intern by knowing the laws. This is especially important if your company employs a lot of international students, who need special qualifications to work in the United States. Consult your company’s legal counsel or the Internship Services Office if you have questions. ( See legal section later in this guidebook. )


Spring Semester Dates:Beginning of January to end of April

Summer Semester Dates:Beginning of May to mid-August

Fall Semester Dates:Last week of August to mid-December

The engaged learning experience thus far in my internship has enlightened career opportunities, opened doors of networking, and transformed my capabilities as a citizen, student, and partner in our community.”

“

Matt BrysonSenate Finance Committee


6: MANAGE THE INTERNSHIP EXPERIENCE

Orient your intern to his/her new workplace . Introduce him or her to co-workers and provide a complete tour of the facility. Cover organizational structure, safety regulations, security or confidentiality policies, and acceptable dress and appearance standards.

Give your intern the resources and structure he/she needs to do the job . Develop challenging work assignments relative to the student’s abilities and academic background. Provide opportunities for increasing responsibility. Design a list of work activities and potential projects to guide the student workflow. Efforts should be taken to provide guidance in long term project goals, day-to-day responsibilities, and overflow work assignments for down times.

Keep an eye on your intern . Remain accessible and schedule intentional times to meet and discuss tasks and responsibilities. We suggest that you meet with your intern weekly to assess his or her progress and provide feedback concerning performance. During these meetings the intern can report on the status of a project and pertinent deadlines, ask questions, and get an idea of what kind of work lies ahead.

Provide lots of feedback to your intern . Make sure to address both positive observations as well as recommendations for improvement. Include assessment of learning objectives and goals in your meetings and make sure to monitor the successful completion of tasks.

7: EVALUATE THE INTERN

Host a site visit . Your intern’s coordinator or faculty advisor at UVU may contact you to schedule a site visit to discuss the student’s progress. Generally this is a short meeting, with the student present, which serves as an opportunity to share the intern’s accomplishments, discuss any concerns, and give feedback to the university regarding intern readiness for the industry.

Complete an evaluation . Toward the end of the semester you will receive an evaluation form from the student. Timely completion of the evaluation is important to ensure that faculty advisors have all information necessary to provide the appropriate grade assignments for a registered student. The evaluation provides formal, written feedback to the intern about the experience. We encourage you to go over your comments and ratings with the student at the conclusion of the internship. The student is responsible for turning this evaluation in to their department internship coordinator or faculty advisor.


My internship has been an invaluable stepping stone to give me experience that I will need after I graduate. It also started me off at a salary that has given me the confidence that I can go out and find other jobs that will pay me more. Before this internship I didn’t have the knowledge of how my degree could be used in the real world. Now I do.”

“

Nathan PackerIBC Advanced Technologies


1 Fits the student’s needs . The first thing a student considers is whether the internship meets their

specific needs. Is the nature of the work a match for their major and career objectives? What is the time frame, duration, and location of the program? How is the program structured in terms of hours and days per week? Be sure to include these items in the internship posting.

2 Compensation . The unfortunate reality is that not all students can afford to work for free,

no matter how much they might be motivated and interested in your industry. So before you decide you can’t compensate interns at all, consider whether your budget might accommodate a more modest wage.

3 Appealing perks . Even if you can pay interns a standard wage — and especially if they’ll be

working without compensation — give some thought to how you might entice the cream of the student crop with some (seemingly trivial) incentives. Extras like free breakfasts or lunches with the CEO can boost morale by communicating to interns their value to the company.

4 Meaningful work . Possibly more than anything else, interns are constantly clamoring for more

“meaningful” work. Remember, their primary objective is to learn…both about the business in general as well as to acquire the specific skills necessary to function effectively in the industry. When you “use” students simply to perform grunt work, you are robbing them of the opportunity to develop their knowledge and abilities. In short, a program without meaningful work is rendered meaningless to the intern.

5 Inclusion . Including the intern whenever appro-priate serves a dual purpose: It exposes them to

more situations in which they can observe supervisor behavior and interactions. Moreover, it makes them feel part of the team. In the end, an intern who was treated like an “insider” is much more likely to accept a job offer or to speak favorably about a company to their peers.

6 Supervisor accessibility . In the best internship programs, there is always someone available to the

intern. When the direct supervisor is out or occupied, there should be someone else assigned to the intern; and the intern should be made aware of this person and

how to get a hold of them. Therefore, if at any point the intern has questions, they know there’s someone who can, if not answer their question, at least assign an interim task or let them know when their supervisor will return.

7 Detailed direction . Popular internship programs see to it that supervisors give easily

understandable direction. Because not only does this reduce feelings of frustration, it gives the intern the information they need to succeed. Remember, an intern who feels proud of their accomplishments will more likely feel pleased with the program itself.

8 Effective evaluation . Students want to succeed. But the only way they’ll know if they’re falling

short or exceeding expectations is through feedback. In a highly rated internship program, evaluations are structured, scheduled regularly, and include both praise and critique. Most importantly, criticism is coupled with clear direction on how to make improvements.

9 Appealing environment . Just like permanent employees, interns want somewhere comfortable

to come to work…on both a physical and personal level. On the physical front, interns should have a workspace where they don’t feel like they’re intruding on another’s territory. And they certainly need their own chair and desk (or at least a dedicated tabletop). Also, employers must make sure interns have easy access to any necessary equipment: computer, printer, phone, fax, etc.

On the personal front, friendliness and helpfulness go a long way in affecting an intern’s opinion of an organization. Above all else, interns should be treated with the same respect as any employee.

10 Candidness & congruency . Beginning with the posting of the position, it’s important

that employers are honest about what the student can expect from the internship. Misrepresenting the ratio of meaningful work to mindless work, the number of expected hours, or the skill set and/or subject matter involved can cause your program to develop a negative reputation. Moreover, pretending a program is something it’s not, in order to attract candidates, takes away an intern’s ability to choose the position best suited to their academic and career objectives.

TEN CHARACTERISTICS THAT ATTRACT EXCEPTIONAL INTERNS


Do I have to pay interns?Paid interns make ideal workers — hungry to learn, eager to make a good impression and willing to perform a multitude of tasks. The relatively small amount of money employers spend on intern wages and benefits is a good investment. If pay is not possible, unpaid internships must comply with the U.S. Fair Labor Standards Act ( FLSA ). This legislation applies to employers that have at least two employees engaged in interstate commerce and annual gross sales of least $500,000, employers who are engaged in beneficent activities such as operating hospitals and schools, and activities of public agencies. This law has determined that you don’t have to pay interns who qualify as learners/trainees. The U.S. Department of Labor has outlined six criteria for determining trainee status. All of these conditions must be met in order for the intern to qualify as a “learner/trainee.”

1. Interns’ training must be similar to the training that would be given in an educational environment, even though it likely includes the actual operation of the facilities of the employer.

2. Interns’ training must primarily benefit them, not the organization.

3. Interns cannot displace regular employees and must work under the close supervision of existing staff.

4. The employer providing the training derives no immediate advantage from the activities of the intern.

5. Interns are not guaranteed a job at the end of the internship ( though you may decide to hire them at the end of the experience ).

6. Interns are not entitled to wages during the internship.

If all six factors above are met, it is likely that the individual participating in the internship or training program may do so without being paid.

The FLSA does not limit an employer’s ability to hire paid interns or restrict a paid employee’s ability to receive college credit for their work. It also does not limit unpaid internships for non-profits who rely on volunteers for their labor. Please reference the U.S. Department of Labor Fact Sheet #71: www .dol .gov/whd/regs/compliance/whdfs71 .htm

Can independent contractors ( 1099 ) be interns?Generally not. In most cases, independent contractor ( 1099 ) positions are not appropriate as internships because the legal definition of an independent contractor assumes that the student needs no training and can perform their duties independently. An independent contractor is not controlled or supervised by the company. This is at odds with the concept of an internship.

LEGAL ISSUES*

The text is this section is informational only and does not constitute legal advice .

*

During my time both in Haiti and preparing to leave for Haiti I was able to utilize the tools, skills, and knowledge I received throughout my coursework at UVU on an actual real world project. The internship gave me hands on experience that sets me above my peers when applying for graduate school or employment. The combination of my education received at UVU and my experiences in Haiti has provided me with an opportunity to lead and implement another project this coming summer. I would not have received this opportunity without the help of UVU.

Ironically, while I was teaching the people of Haiti how to better their life they were teaching me what life is all about. It was a life changing experience.”

“

Alexis SpencerHaiti Health Initiative


Working at Food and Agriculture Organization has been amazing. What I like the most is the fact that I am working in organization with such a global impact. FAO has so much influence all over the world. And just being a part of it, even as an intern, feels great. Every single day I learn something different.”

“

Yanko DzhukevUnited Nations

Must I provide workers’ compensation?Unpaid Interns: Utah Valley University requires unpaid interns to receive academic credit. Unpaid interns are covered with workers’ compensation and liability insurance by the university only if they are receiving college credit.

Paid Interns: For paid internships, the employer is required to provide workers’ compensation benefits along with any other benefits required by law. A stipend is considered a paid position and the employer is responsible for providing workers’ compensation. See the following statements from the Master Internship Agreement that a site provider signs prior to hiring an intern.

SEC . 2 .4 If a student intern will not be paid for an internship position offered pursuant to this Agreement, the Parties acknowledge, and agree to comply with, the Utah statutory provisions regarding unpaid interns at Utah Code Ann . §53B-16-401, et seq . Accordingly, no such intern is an employee of Experience Provider, but rather is a volunteer worker of UVU solely for the purposes of receiving workers’ compensation medical benefits, if applicable…

SEC . 2 .5 If a student intern will be paid for an internship position offered pursuant to this Agreement, the intern will be a non-exempt employee of Experience Provider, which shall be responsible for providing to the intern all applicable wages, benefits, statutory withholdings, workers’ compensation benefits, and other employment benefits required by applicable law…

What employment issues need to be discussed with the intern before hiring?The employer should identify the specific terms and conditions of employment ( i.e. the start and end dates of the internship, compensation, organization and/or reporting relationships, principal duties, tasks or responsibilities, working conditions, confidentiality, and any other expectations of the employer ). These should be discussed when recruiting an intern, and at the intern’s orientation, so there is no misunderstanding regarding these matters. Also, take time to advise your interns about appropriate workplace behavior, the organization’s harassment policy, and complaint procedures. It may make good sense to document such a discussion with a written agreement.

LEGAL ISSUES


What are my obligations regarding equal employment opportunity regulations?The employer will comply with all federal and state statues and University policies relating to nondiscrimination, including but not limited to discrimination on the basis of race, color, national origin, sex ( including sexual harassment ), sexual orientation, gender identity, age and disability.

Are employers required to provide unemployment insurance to interns?Utah requires employers to provide unemployment insurance to paid interns unless all of the following factors apply to the internship:

• The intern is enrolled as a student in a full-time program at a non-profit or public educational institution;

• The non-profit or public educational institution where the intern is enrolled maintains a regular faculty and curriculum and has a regular body of students in attendance where educational activities take place;

• The intern is receiving credit for the program;

• The program combines academic instruction with work experience;

• The educational institution has certified to the employer that the internship is an integral part of the program; and

• The service provided by the intern is not being performed in a program established for or on behalf of an employer or a group of employers.

LEGAL ISSUES

I spent all last summer doing a paid internship on a wildland firefighting crew. I not only gained experience and college credits but also made enough money that I did not have to work the rest of the year. I have been invited back for another year on the fire crew.”

“

Eli PetersonLone Peak Conservatory


LEGAL ISSUES

As an administrative Intern, I have autonomy to look for areas needing improvement, complete special assignments, attend executive team meetings, etc. I also have the unique opportunity to shadow other healthcare professionals (executive and clinical). This experience is preparing me for a career as a future leader in the healthcare industry.”

“

Landon BateMountain View Hospital

FREQUENTLY ASKED QUESTIONS

How does the student obtain academic credit for the internship?Completion of Learning Agreement After accepting an internship, the student contacts their UVU internship coordinator to discuss the position responsibilities. Students are asked to complete a Learning Agreement which is a brief description of the internship, a list of learning objectives and steps for their accomplishment. The student completes the agreement with input from their site supervisor. Learning objectives must meet departmental standards, and in most cases faculty approve the agreement without revision. Approval is then formalized with signatures from the student, site supervisor and the internship coordinator.

Online Orientation and Registration The student must complete a 15-minute online orientation which covers items such as harassment, professionalism on the job, and making the most of their internship experience. When this is completed, the coordinator gives approval for the student to register for credit.

Master Internship Agreement If a Master Internship Agreement is not already on file with the university, the student is responsible to bring the form to the site supervisor for review and signature. If there are questions regarding the agreement, the supervisor should contact the Internship Services Office. Unless otherwise requested, the agreement will be in effect for five years.

Evaluation As a site supervisor you do not have the responsibility to assign your intern’s grade. Instead, internship grades are assigned by faculty supervisors based on the student’s documentation of learning as well as an assessment of performance. The evaluation you submit toward the end of the semester is an important part of the assessment process.

Can I let the intern go if problems arise?Although uncommon, performance and/or professionalism issues may arise with your intern. When a situation arises, address your concerns immediately and directly with the intern. If you are unable to reach an agreement, or if the student is unresponsive to correction, please involve the student’s department internship coordinator or the Internship Services Office before termination occurs. Appropriate handling of performance issues can be a beneficial learning experience for students. You are not required to keep the intern in the position for the duration of the internship simply because they are an intern receiving school credit.


Can the internship location be virtual or in a home office?Ideally, internships allow students to gain experience in a physical work environment where they interact on a regular basis with their supervisor and other employees. This helps them learn interpersonal work skills, organizational culture, and workplace professionalism. Ambassador-type internships where the students are assigned to represent an employer on campus for recruiting purposes will not be accepted as a credit-bearing internship because they do not meet the required criteria of an internship. Other virtual and home-based internships will be reviewed on an individual basis for academic rigor and to make sure essential internship criteria is met. Home-based or virtual employers are required to hold their initial meetings with interns in a public setting, to maintain a business atmosphere, to schedule regular face-to-face meetings and to establish a system of ongoing communication.

Can I hire an international student as an intern?International students often have an F-1 visa that requires them to receive credit for an internship and restricts them from working more than 20 hours per week when school is in session. Students must consult with their international advisor before accepting an internship. If you have questions regarding a particular student, please contact International Student Services, 801-863-8778.

FREQUENTLY ASKED QUESTIONS

I think that working with the Southern Utah Wilderness Alliance gave me an opportunity to work for some-thing I was passionate about and expanded my perspective. I think that my time as an intern was extremely valuable, I was personally challenged, met amazing people, and would recommend the experience to future outdoor recreation majors.”

“

Cinimin KoffordSouthern Utah Wilderness Alliance

Having such an internship opportunity will open industry doors and I’ll be able to proudly list it on my résumé of accomplishments….”

“

Sharon DauwalderUVU: Integrated Studies Dept .


WOLVERINE CAREERLINK USER GUIDE

New Users• To register go to: http://myinterfase .com/uvu/employer

• Below login, click on “Click here to Register!”

To find your organization• Type in a main word from your company title

• Select your company from the list

• If your company doesn’t appear in the list click on “Can’t find your Organization?”

• Complete the required (*) fields and select “Register”

Please allow 24 hours for your registration to be reviewed and approved .

Returning Users• To login go to http://myinterfase .com/uvu/employer

• Enter your Username and Password

• If you have forgotten your login information give us a call at 801-863-6364

Update Profile Information• Select “My Profile” in the toolbar

• Click the “[Edit]” link in the upper right corner

• Update the information and select “Save”

Post a New Internship• Place the mouse on “My Jobs” and click on “New Job” from the dropdown list

• Fill out the required fields and select “Save”

Please allow 24 hours for new postings to be reviewed and approved .

Edit an Internship Posting• Place the mouse on “My Jobs” and click on “Job List”

• Click on the internship you want to edit

• Click the “[Edit]” link in the upper right corner

• Update the information and select “Save”

Viewing Internship Applicants*• Place the mouse on “My Jobs” and click on “Job List”

• Find the desired internship and click “R” (referral link) under the column titled “Activity”

*By selecting ‘Yes’ in the field titled “Allow students to apply online via Wolverine Career Link,” students may apply through this system. If you prefer to receive submissions by other means (e-mail or online application) select ‘No’ and explain in the field titled “Application Instructions.”

ADDENDUM 1

On-Campus RecruitingPlease contact Janalee Carter, Employer Relations Manager, if you are interested in coming on campus for a career fair, information session or Monthly Job Expo at 801-863-8916 or Janalee .Carter@uvu .edu .


WOLVERINE CAREERLINK POSTING TEMPLATE

ADDENDUM 2

Please fill out the following required information and submit to UVU Internship Services by email ([email protected]) or fax (801.863.8051). You may also post directly online at uvu.edu/careerlink.

Company Name: ________________________________________________________

Business Entity #: ______________________________________________________

Address: ________________________________________________________________

City: ____________________________________ State: ________ Zip: ____________

Website: ________________________________________________________________

Contact/Intern Supervisor Name: _______________________________________

Phone: __________________________ Email: _________________________________

Title for Intern: __________________________________________________________

Work Schedule: _________________________________________________________

Hours per week intern will work: _________________________________________

Wage/Salary: ___________________________________________________________

When would the intern start? ____________________________________________

How long would you like the posting to be active? ________________________Default is 1 month . We generally do not keep postings open for more than 2 months .

Job Description:

Qualifications (You can set criteria like GPA, class status, etc .):

Application Instructions:


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internship employer guidebook · 2019. 3. 8. · give a gift certificate at the end of the...

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