Starting an Internship Program

Table of Contents
Page
Table of Contents . 2
1. What is an Internship? ................................................................................................................. 3
UTSA Career Service Internship Program
2. Introduction .. 5
2.1 Headcount .. 5
2.2 Eligibility 5
2.3 Time requirements 5
2.4 Advisement . 6
3.

Explanation of Internship 7
3.1 Job Description . 7
3.2 Internship Program Work plan .. 7
3.3 Financial Considerations . 7
3.4 Legal Issues .. 7
3.5 Intern Orientation 9
3.6 Evaluation . 9

4. Top Ten Concerns of Interns 10

5. Sample Documents . 12
5.1 Sample Intern Handbook 12
5.2 Sample Job Description 13
5.3 Sample Job Description 14
5.4 Sample Internship Agreement ... 15
5.5 Sample Intern Orientation Meeting Agenda . 16
5.6 Sample Intern Work Plan ... 17
5.7 Sample Individual Intern Evaluation ............. 18
5.8 Sample Managers Intern Evaluation Form 19
6. Resources .. 20
7. Contact Information .. 21

1. WHAT IS AN INTERNSHIP?
Because the parties involved in the internship processstudents, colleges and universities, and
employershave differing objectives, it is critical to have a definition of internship upon which all
parities can agree on. Currently, the term internship is used to describe various experiences.
Moreover, there are no guidelines by which employers, educators, and students can consistently define
internships. To establish uniformity in the use and application of the term internships, the UTSA
Career Center in conjunction with NACE will use the following definition:
An internship is a form of experiential learning that integrates knowledge and theory learned in the
classroom, enables the student to gain practical experience as a professional under conditions
conducive to educational development, an internship introduces the student the transition from
college to work and a well structured internship program should help facilitate that transition.
Furthermore, the internship experience should allow the student to network in professional fields they
are considering for career paths, allow an opportunity for personal professional development, and
give employers the opportunity to guide and evaluate talent.
HOW DO INTERNSHIPS BENEFIT EMPLOYERS?

Year round source of highly motivated pre-professionals

Students bring new perspectives to old problems

Visibility of your organization is increased on campus

Quality candidates to assist in diversity recruitment efforts

Freedom for professional staff to pursue more creative projects

Flexible, cost-effective work force not requiring a long-term employer commitment

Proven, cost-effective way to recruit and evaluate potential employees

Your image in the community is enhanced as you contribute your expertise to the educational
experience to our students.
THINGS TO THINK ABOUT
Will you pay the intern? Wages vary widely from field to field, so make sure yours are competitive or
offer competitive incentives.
Where will you put the intern? Do you have adequate workspace for them? Will you help him or her
make parking arrangements, commuting arrangements, etc.?
What sort of academic background and experience do you want in an intern? Decide on standards for
quality beforehand itll help you narrow down the choices and find the best candidates.
Who will have the primary responsibility for the intern? Will that person be a mentor or merely a
junior manager gaining management experience?
What will the interns be learning? Be as specific as possible. Interns, like others in the process of
learning need structure so they dont become lost, confused or bored.
Do you have an Internship Program in your workplace? The Career Center will provide you with an
Internship Program Packet to assist you in developing a successful program.
How Do I Recruit An Intern?
How will you find those ideal candidates to fill your internship position(s)? The number-one tip from
those who have established programs is to get out there early! This cannot be overemphasized to
companies that want the very best interns. Begin searching three to four months before you need a
student to begin. Starting early has other advantages: the longer you accept applications, the better
3

your chance of finding the best person for the job. The sooner you get one, the longer you have to build
a good working relationship with the intern.
RECRUITMENT
Recruiting interns at the University of Texas at San Antonio is very easy. There are career counselors as
well as Career Services staff members who are very familiar with students seeking internships. By
contacting our On Campus Recruiter, you will receive hands-on assistance throughout the entire
recruiting process. In addition refer to the Employer Handbook to receive insight of the many ways you
can participate with the Career Center.
Remember; choose your interns just as carefully as youd choose permanent employees. After all, they
might be permanent employees some day. Youre making an investment. Time and money will go into
this person, and they wont pay off if they go into a flawed vessel. This is where the interview will come
in handy: Is the intern truly motivated, or just wants a job? Will the intern fit into your corporate
culture? Does the intern have the level of experience you need? With careful consideration of whom to
hire at the beginning, you can avoid some of the most common pitfalls of internships.

UTSA Career Service Internship Program

2. Introduction
An internship program should have an established learning outcome for the prospective student. It
must address the needs of both the interns and the company. The internship program should introduce
to the student the transition from college to work and a well structured internship program should help
facilitate that transition. Experiential learning is an indispensable and valuable element for all students.
An internship enables the student to gain practical experience as a professional under conditions
conducive to educational development. Furthermore, the internship experience should allow the
student to use their skills, allow an opportunity for personal development, and most importantly it
should be an enjoyable experience.
2.1 Headcount Planning
More than any single elements, organization and consistency are critical to the success of your
internship program. Before you even sit down to work on the development of your internship program
there are some basic elements that you must establish to help you start your programs organization.
1. Establish contact with recruiters
2. Determine optimal recruiting window
3. WhoHow many of each type (by major, level in school, skills) will be needed?
What are your targeted campuses and events that you will recruit?
Wherein what geographic locations will the interns work?
Whenwhen will the interns be needed?
4. Communicate with your company headcount planners and remind them about hiring interns,
and finalize your intern count
2.2 Eligibility
Who is your intended target population? What criteria should the prospective intern be aware of
(major, GPA, skills, etc.)? This is the portion where the company will define the qualifications of all
potential interns. The qualifications of an intern should coincide with their job description and the goals
of the company. * The University Career Center can assist you in setting up a Rowdy Job account.*
2.3 Time Requirement
The intern should have a detail timeline of how many hours the entire internship will consist of. Is this
internship offered in the fall, spring, and summer? Be aware of how long a semester is at the students
institution and plan your weekly hours accordingly with the interns school schedule.
Example:
During the fall or spring semester, twenty-four (24) hours a week for one full semester (15 weeks) must
be spent at the placement organization for a total of 360 hours. During the summer semester, thirty-six
(36) hours a week (10 weeks) must be spent at the placement organization for a total of 360 hours.

The student is expected to adhere to agreed-upon agency work schedules and administrative policies.
Failure to participate in scheduled work activities (i.e. evenings or weekends) will result in termination of
the internship.
2.4 Advisement
The internship provides the student opportunities to learn to deal with problems which arise from work
duties and interpersonal relationships. If a situation or questions arise regarding the students role or
responsibilities, the intern is encouraged to discuss concerns with the site supervisor and the university
supervisor. If the intern and site supervisor are unable to reach an understanding acceptable to both
parties, the university supervisor will meet with them to help reach a solution. However, the intern site
has the ultimate saying in how the situation will be handled.
The following problem-solving steps are a recommendation of how to proceed in the case there is a
conflict between intern and company:
1. If the intern encounters a problem with the sponsoring organization, it is the interns responsibility
to attempt to resolve the problem with the site supervisor, and to inform the university supervisor of
the problem immediately by email.
2. If the site supervisor identifies a problem with the interns performance, the problem should be
documented, shared with the student, and forwarded to the university supervisor.
3. If the problem cannot be resolved through a conference between the intern and site supervisor,
the university supervisor will arrange a three-way conference to address the problem.
4. In the event that a mutually agreeable solution cannot be found, the university supervisor may
initiate an alternative placement for the intern if time is permissible. This however may delay the
completion date of the internship.

3. Explanation of Internship
In this portion the employer will define the interns job description, provide an outline of the internship
program, discuss financial considerations, and finally include an evaluation/assessment of the interns
performance during their internship experience. This is the infrastructure of your program. The
organization and consistency will reflect on the outcome of your program.

3.1 Job Description

Do you know what your interns are doing? Ensure to the potential intern that they will be getting the
career-related experience they seek by being clear and concise in their job description. The job
description should be relevant to do professional-level work in your organization as well as test the
individuals ability.
3.2 Internship Program Work plan
This is the road map that your interns will follow. The outline is a tentative agenda or syllabus for the
student to follow on a day to day basis. Most students are used to structure from their classroom
setting. They like to have an idea of what to expect day by day or week by week.
3.3 Financial Considerations
Internship experiences are designed to provide the student the opportunity for professional experiences
and should be selected on the basis of their educational quality. The internship may be a paid
experience. The university supervisor must be informed in advance if an intern student is accepting
payment for fulfilling the required internship hours. If you choose not to pay them, you will want to
check the U.S. Department of Labors guidelines and requirements regarding non-paid students and
consult with your organizations legal counsel (Internship Programs under the Fair Labor Standards Act).
On the other hand, if you do decide to pay an intern they must be paid in accordance with the Fair Labor
Standards Act. However, the sponsoring organization is expected to reimburse the intern for expenses
incurred in fulfilling their duties (i.e. assigned travel, assigned attendance at workshops, etc.) if outside
of the Bexar county area. Additional uncertain costs should be discussed between the site supervisor
and the intern in advance of the internship. Any financial compensation to the intern student should
not alter how the internship is evaluated.

3.4 LEGAL ISSUES

3.4.1 Do you have to pay interns?
You dont have to pay interns who qualify as leaders/trainees. The U.S. Department of Labor has
outlined six criteria for determining trainee status:
1. The training, even though it includes actual operation of the facilities of the employer, is similar
to what would be given in a vocational school or academic educational instruction.
2. The training is for the benefit of the trainees.
3. The trainees do not displace regular employees, but work under their close observation.
4. The employer that provides the training derives no immediate advantage form the activities of
the trainees, and on occasion the employers operations may actually be impeded.
5. The trainees are not necessarily entitled to a job at the conclusion of the training period.
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6. The employer and the trainees understand that the trainees are not entitled to wages for the
time spent in training.

3.4.2 Workers and Unemployment Compensation

Workers compensation boards have found that interns contribute enough to a company to make them
employees. Its wise to cover interns under your workers compensation policy even though you arent
required to do so. Student interns are not generally eligible for unemployment compensation at the end
of the internship.
3.4.3 Other Considerations
Even if students are working through a school program for which they are being paid in college credits,
the students still have the right, under the FLSA, to be paid unless the employer is not deriving any
immediate advantage by using them. Paid interns make ideal workers hungry to learn, eager to make
a good impression and willing to perform and exceed expectations. The relatively small amount of
money employers spend on internship wages and benefits is a good investment, because it often
produces future, long-term employees. The employer should identify the specific terms and conditions
of employment (e.g. dates of employment as intern, including date internship will end; compensation;
organizational and/or reporting relationships; principal duties, tasks or responsibilities; working
conditions; any other expectations of the employer), and should discuss these with the prospective
intern, so that there is no misunderstanding regarding the relationship.
Also, it may make good sense to document such a discussion with a written agreement setting forth
both parties understandings, and have it signed by both the employer and the intern. If an intern is
harassed at your organization, and you dont do anything about it, your organization opens itself to the
risk of lawsuits. Take time to advise your interns of appropriate workplace behavior, the organizations
harassment policy and complaint procedures.
3.4.4 International Students
The most common visa types employers will see on college campuses, when recruiting international
undergraduate or graduate students for either full-time or internship positions are the F-1 and J-1 visas.
An F-1 visa is granted to a person coming to the United States to attend a college, university, seminary,
conservatory, academic high school, elementary school, or other academic institution or language
training program approved by the U.S. Attorney General for study by foreign students. The visa holder
plans to return home after completing studies. This is the most common non-immigrant visa for an
international student attending undergraduate and graduate school. Students are granted F-1 status
until the completion of the academic program and 12 months of post-program practical training.
The purpose of the F-1 visa is to provide an opportunity for study in the United States. Anything outside
of study, including employment, is an exception to the visa. Authorization for employment is strictly
limited to certain situations. The student holding F-1 status for a full academic year and in good
academic standing may work off campus. Such work authorization is granted when the student has
sustained unforeseen economic hardship. Also, the student may not work for more than 20 hours per
week when school is in session, but may work full time during holidays and vacations, including breaks
between terms, provided the student intends to register for the next school term.

3.45 Curricular Practical Training: An F-1 student may perform curricular practical training prior to the
completion of the educational program as part of his or her educational experience. The INS defines this
type of training as alternate work/study, internship, cooperative education, or any other type of
required internship or practicum that is offered by sponsoring employers through agreements with the
school.
3.46 Post-Completion Practical Training: This is temporary employment directly related to the students
major area of study that takes place after the student completes a full course of study. Authorization for
this training may be granted for a maximum of 12 months of full-time or part-time work. Those on a
student visa can only gain authorization once for this type of training.
3.5 Intern Orientation
A great way to introduce your internship outline is during an Intern Orientation session. For students, an
orientation serves as an information delivery meeting and a bonding experience to becoming
acquainted with fellow interns and staff. Intern orientation should be held on the students first day of
work, and should not be an optional event. An orientation will get the interns off to a good start and
help avoid misunderstandings during the work term. Knowing what to expect in advance, will be
beneficial for both the coordinator and student. It allows the student to prepare for upcoming learning
modules or workshops and it will eliminate any confusion to the intern about the companys deadlines
that will be required from the intern.

3.6 Evaluation
Evaluation is an essential and critical component to the success of an internship program. The
evaluation will help the coordinator improve and enhance the program and determine what works and
what doesnt. An evaluation is also the component that the employer can rely on to assess interns and
consider for regular, full-time employment. In order to ensure a productive intern, is to have consistent
contact with him or her, either in groups or one-on-one, throughout their work term. One thing to
remember is that the students are carrying the story of their experience with your company back to
campus, and the company has a high stake for retention and future interns that the story is a positive
one.
Include the following in the evaluation process:

Intern feedback

Intern reports/ projects

Exit interview

Manager evaluations

4. TEN CONCERNS OF INTERNS

1. Give us real work!

It cant be said too many times that interns want to work and learn. An internship can help you get a job
done that you couldnt otherwise, right? If youve brought on an intern as a recruitment tool, then how
will you be able to assess their abilities? It just makes sense to utilize your interns well.
2. Do what you say, and say what you do!
Be honest with your interns about what they can expect during their internship. If the job will require
stuffing some envelopes, then make that clear. But if you tell the intern they will be researching a
project, and they spend 90% of their time doing grunt work, then bad feelings will develop. Honesty
doesnt cost you anything, and it will make the interns feel that much more respected.
3. We like feedback!
Remember that interns are students, and they may not have the business skills and experiences that you
take for granted. If your intern makes an oversight, just pull him or her aside and explain how the
situation should be handled in the future.
4. We want to be included too!
Is there a staff meeting that they can attend? Can they quietly tag along to that next project meeting?
Headed to lunch with a couple of people in the office? Please include them in the daily life of your
workplace. After all, if you provide a little more perspective on the interns work, the product will be
much better.
5. Please explain.
When you assign work, make sure you give a detailed explanation. While the work may seem trivial and
obvious to you, it may not be obvious to someone whos never done it before. Patience and a few extra
minutes at the beginning will pay off later when your intern can produce good work independently.
6. I want a mentor!
Make sure that interns have a mentor or supervisor to provide guidance. Make it someone who truly
likes to teach, and the experience will be even better.
7. A minute of your time please.
The best mentor in the world is useless if he or she cant or wont spend the necessary time mentoring.
As newcomers, interns may not speak up if theyre feeling ignored, so the burden of making sure theyre
okay is on the mentor. If the busiest person in the office wants to be the designated mentor, he or she
should schedule regular times to meet with the intern.
8. Be prepared!
That wonderful day has arrived and the intern goes to start their internship only to learn that no one
knew they were coming, and there is no place for them to work.

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9. UmI need a chair.

It is amazing how many employers hire an intern and dont think about the fact that they will need a
desk, chair, phone and a computer in order to do the task assigned. It is no fun, and not efficient to
move an intern from desk to desk as people are out one day to the next. If you want to get a job done,
you need to supply the intern with the tools to do the job.
10. Show me the money (as best you can)
Each internship is different, and each industry has its own personality, remember that interns have
expenses. Your organization may not be in a position to pay much, but anything can help. Maybe you
can help pay for their parking, take them to lunch every so often, or develop some other creative way to
assist them.

Information adapted from Starting and Maintaining a Quality Internship Program 5th edition, Messiah
College, Grantham, PA 17027
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5. SAMPLE DOCUMENTS
Sample of an Intern Handbook

Welcome
About the organization (Note: Include history and basic information such as industry
position, size, organizations goals, and values.)
Organizational structure
List of organizations divisions, groups, locations, product names, and services
Organization acronyms and terms
Intern/co-op definitions (Note: Include this if you have both types of students and need to
distinguish between them.)
Intern and co-op responsibilities
Manager and mentor responsibilities
Benefits information
Policies (Note: Include those policies most relevant to interns and a disclaimer that there
are other policies that may affect their employment.)
Contact information for college relations staff

FAQs (Note: Include answers to such frequently asked questions as: Where do I park?
Where can I eat lunch? How do I have my paycheck direct-deposited? As a resident of
another state, how do I get state tax forms for filing taxes next year? How do I apply for
employment here when I am graduating? How do I find out more information about this
organization?)

Things to do in the area (Note: Include recreational activities.)

12

Sample Job Description

*Job Title: Promotions Intern
Job Reference
4738
Num:
Employer
Promotions International
Name:
Linked To: Manager
No of
5
Openings:
Work
Monday-Friday 8:30am-5:30pm
Schedule:
*Hours per
20-25
Week:
*Wage/Salary: $7.50 per hr.
*Job
Description: The Intern will handle the implementation of promotion activities that are
part of the integrated marketing communication efforts for Promotions
International and its clients. Duties will include attending client team meeting
to remain informed about research, strategic direction and overall campaign
goals.
*Job Duties:
The Promotions Interns handles the implementation of promotion activities
that are
part of the integrated marketing communication efforts for Promotions International
and its clients. Duties will include attending client team meeting to remain informed
about research, strategic direction and overall campaign goals. Maintaining databases
of stakeholders, promotions contact, new and existing clients, vendor lists and will
handle mailings to these contacts. Candidate will maintain the database of temporary
employees and free-lancer to help implement promotions projects. Will serve as the
daily contact for the VAM staff, internal clients team members or representatives,
vendor or media representatives associated with promotions projects. Perform other
duties as assigned.

*Requirements:
A Bachelors degree in Marketing/Advertising is required for this position or a degree in
other related areas such as Mass Communication. Two years of related work
experience in these field. Candidate must be proficient in Word, Excel, PowerPoint, and
database management. Candidate must also maintain a professional appearance at all
times must be detail oriented and be able to manage several projects simultaneously
and meet deadlines.

* How to Apply:

Email iamyourboss@[Link]

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Job Description

Title: Intern Coaching

Reports To: Internship Coordinator

Primary Functions: Provides assistance and support to the coaching staff. The interns
perform the same coaching duties, maintenance and care of equipment, and assist in
administrative duties as directed. The Intern Program will add depth to the facility enrollment.
Duties and Responsibilities:
Conducts Training Sessions:

Teaches the prescribed activities and exercises to the clients.

Trains Student Athletes in small groups.
Maintains control and discipline of training classes at all times.

Daily Operations:

Completes all reports, schedules, or paper work complete and in a timely manner.
Adheres to (company name) Dress Code and Behavior requirements.

Adheres to Scheduling and Other Assignments:

Notifies supervisor of any conflicts in scheduling or attendance.

Assists the Performance Coaches when needed.
Performs other duties as assigned

14

INTERNSHIP AGREEMENT BETWEEN STUDENT & EMPLOYER

(To be completed by Employer - formal job description may be substituted for this form)

Intern Name: _________________________________________________________________________________________

Title of Internship Position: _______________________________________________________________________________
Duration of Internship: Start: __________________________________
_______________________________
Hours per Week: ______________

Rate of Pay: _________________

End:

Pay: Weekly

Bi-weekly

Monthly

Employer/Company Name: ______________________________________________________________________________

Phone: _________________________________________ Company web site: __________________________________
Address: _____________________________________________________________________________________________

Name of Supervisor: _________________________________________________________________________

Phone: ____________________________________ E-mail: _______________________________________
Please list the main duties that the intern will perform and the approximate percent of time on each duty (you may
attach a job description in lieu of this information):
Duty
1.
2.
3.
4.
5.
6.
7.
8.

% Time on Duty

Please list the work experiences that the intern will gain that will make the intern more marketable for future
employment:
1.
2.
3.
4.
5.

_______________________________________________
Supervisor Signature

______________________________________
Date

(Original to Career Services, copy to Employer, copy to Student)

15

Sample Intern Orientation Meeting Agenda

Check-in and greetings; introduce staff.
Complete paperwork; make ID badges (social time while waiting on badges); hand
out goodie bags information, handouts, and gifts.
Introductions of internshave them pair up, interview each other (5 minutes), and
then introduce each other to the group.
Orientation topics to cover (staff to provide):
Wearing your ID badge; building hours
Schedule of activities for the summer
Committeesdescription and sign-ups
Directory of Interns
How to get in touch with college relations staff
Timesheets and getting paid
Direct deposit of checks
Overtime/holidays/benefits
Dress code
Where to eat lunch
Corporate library
Taking classes this summer
Fitness center
Housing/travel stipends
Mentors
Reports and supervisor evaluations
End dates
Exit interviews and evaluations
Our expectations of you
What you can expect from us
The Intern Handbook
Fun stuff to do in the area
Questions and answers
Team building exercise
Closing; hand out logo t-shirts; send interns to reception areas to meet managers

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Sample Intern Work plan

Date

Event

Time

Location

May 15
May 22
May 24

Orientation

8:30-11:00
7:30-9:00

May 25 & 28
June 1
June 1
June 6

Town Hall Meeting all

company employees
Memorial Day Holidays
Manufacturing Plant tours
Intern Social
Product Overview

Conference
Room E
Auditorium

3:00-4:30
5:00-7:00
8:30-4:00

June 8

Picnic

lunchtime

June 15

Town Hall Meeting all

company employees
CEO Welcome to the Intern
Group
Product Update Seminar

7:30-9:00

June 15
June 21
June 27
June 29

New Hires Discuss the

Company (panel and lunch)
Mid-summer Reports Due

June 30

Volunteer Day City park

cleanup

July 4

Independence Day Holiday

July 11

9:00-10:00
9:00-4:00
11:00-1:00

Plant
Sports Bar
Customer
Training Center
Grill area
outside Bldg. 1
Auditorium
Conference
Room E
Auditorium
Conference
Room F

by 5:00

Facilitator/
Speaker
College Relations Team
CEO

Manufacturing Supervisors
Intern Social Committee
Training Staff
Hosted by College
Recruiting Teams
CEO
College Relations Team
and CEO
Manager will register
his/her intern
New Grad Employees
Send to College Relations
Administrator

8:00-12:00

Memorial Park

Intern Social Committee

Benefits/Stock Options
Seminar

9:00-11:00

Conference
Room F

Benefits and Finance

Staffs

July 18

Workshop Managing Your

Career

8:30-12:00

Training Room
B

Career Development Staff

July 25

Projects Expo

2:00-5:00

Cafeteria

All Interns

July 27

7:30-9:00

Auditorium

CEO

July 27

Town Hall Meeting all

company employees
Cubs vs. Cardinals Game

1:00-?

Wrigley Field

August 1

Recognition Luncheon

11:00-2:00

Country Club
Banquet Room

Hosted by College
Recruiting Teams
Intern Banquet Committee

August 10

Town Hall Meeting all

company employees
Final reports due

7:30-9:00

Auditorium

By last work
day

by 5:00

CEO
Send to College Relations
Administrator

17

Individual Intern Evaluation

Area of Performance

Superior

Good

Satisfactory

Unsatisfactory

NA

Please mark the corresponding box.

1.

Welcomes new ideas, & thinks creatively.

2.

Conveys feeling of realistic self-confidence.

3. Assumes appropriate responsibility for work behavior.

4. Takes initiative to accomplish tasks without being asked.

5. Organizes time effectively and completes assignments on time.

6. Adapts to changing demands.

7. Communicates well with professionals in the organization.
8. Works professionally with clients.

9. Observes work hours, rules, and regulations.

10. Maintains appropriate physical appearance.

11. Asks appropriate questions and investigates unanswered questions.

Have you discussed this evaluation with the student intern?

______ Yes

Suggested Grade

________

Supervisor Signature: __________________________________

______ No

Date: ______________

18

Sample Form: Managers Evaluation of Intern

Intern Name

Department Name

Manager

Mentor

Use the key below to rate your intern on Work Performance Areas and Developmental Areas.
5=Outstanding. Performance is without question superior, and all standards and objectives have been
clearly exceeded. Interns whose performance puts them in the Outstanding category serve as examples
to their peers. Initiative and leadership are clearly exhibited.
4=Exceeds Expectations. Performance is clearly and indisputably above average, with all standards and
objectives having been met and a substantial number of the objectives having been exceeded.
3=Meets Expectations. Performance is totally acceptable, with standards and objectives for the
internship having been met. Represents the performance level expected from most of our interns.
2=Needs Improvement. Performance is below the standards expected. Below average performance that
lacks appropriate professional and personal attitudes and/or technical skills. Exhibits deficiencies that
could prevent advancement unless corrected.
1=Does not meet expectations. Performance fails to meet minimum standards, and the intern should
not be asked back.
Work Performance Areas (Give number rating and comment)
Instructions: Follows instructions appropriately. Performs tasks with little or no
supervision. Comments:

Rating

Quality: Completes tasks accurately and thoroughly. Work reflects neatness, attention
to detail, and conformance to company standards. Comments:

Quantity: Completes an expected volume of assigned or related activities. Comments:

Planning: Sets realistic goals. Organizes and prioritizes assigned tasks. Is able to
manage multiple assignments. Comments:

Communications: Expresses verbal and written ideas effectively. Demonstrates an

understanding of departmental jargon. Comments:

Teamwork: Interacts with others effectively. Comments:

Attendance: Is punctual and regular in attending work, meetings, and appointments.

Comments:

Technical Skills: Has technical skills appropriate to level in school and job

19

6. RESOURCES
National, member organizations can offer excellent assistance. The following organizations, and their
regional and/or statewide affiliates, should be consulted.

Cooperative Education and Internship Association (CEIA)

16 Santa Ana Place
Walnut Creek, CA 94598
Phone: 800-824-0449
Fax: 925-906-0922
Web: [Link]

National Association of Colleges and Employers (NACE)

62 Highland Avenue
Bethlehem, PA 18017-9085
Phone: 800-544-5272
Fax: 610-868-0208
Web: [Link]
National Society for Experiential Education (NSEE)
19 Mantua Rd.
Mt. Royal, NJ 08096
Phone: 856-423 - 3427
Fax: 856-423-3420
Web: [Link]

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For additional information please get in touch with:

Christian Corrales
Internship Coordinator
University Career Center
UC 2.02.04
The University of Texas at San Antonio
One UTSA Circle
San Antonio, Texas 78249
Phone: (210) 458-7486
Email: [Link]@[Link]
[Link]/careercenter

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