| Undergraduate Cooperative
Education / Internship Program |
For employers:
Developing your organization's program |
| When you recruit and hire co-ops and interns,
you'll create a reputation among students. Word-of-mouth will outweigh
anything else you do to promote your organization. Planning pays off.
As one wise employer said, "We'd rather take time to plan a good
program than rush in and risk students having a mediocre experience." |
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| On this page: |
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Commitment
from management |
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Planning
the assignment |
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Salary,
relocation, housing and benefits |
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Orientation
and training |
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Supervision |
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Evaluation |
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| Commitment from management |
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For a successful program, everyone involved
needs to be on board, from HR, to supervisors, to co-workers, to management.
Co-op and internship programs require funding, time, resources, and
personnel to be successful. |
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If you choose a multiple-work-term arrangement,
you as the employer must make the commitment for the student to fit
into your organization long-term, and for the assignment to develop
over the agreed-upon number of work terms. |
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Some issues involved in creating and sustaining
a quality program: |
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Salary |
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Funding for recruitment efforts |
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Time and funding to train program coordinators / supervisors |
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Involving management from the top down |
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Using staff to train, supervise and mentor students |
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Involving students as an integral part of the organization |
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Providing meaningful work assignments |
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| Planning the assignment |
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Develop quality and meaningful work assignments for
students. Virginia Tech students tell us that having a well-defined
project in addition to daily tasks is something they value in a co-op
or internship position. |
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Determine eligibility requirements, including appropriate
undergraduate majors, preferred grade point average, skills needed,
and work/school rotations. |
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Put the job description in writing. |
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If multiple work terms are agreed upon (see Work
/ School Schedule), plan for the second and third work terms to
build upon and exceed the responsibilities of the previous work term(s). |
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The student is required to consult with you before beginning
work to create learning objectives for the work term — to which
you will agree. Be prepared to suggest learning objectives appropriate
to the student's assignment in your organization. |
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Provide the student with an orientation to organizational
policies, procedures, and utilization of resources, as well as job-specific
training. More below on orientation
& training. |
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Plan for effective supervision. See more on supervision
below. |
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Have students participate in training and professional
development opportunities available to other employees. |
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In addition to the supervisor, assign a mentor who can
provide guidance. |
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Provide consistent and appropriate feedback
to the student throughout the work assignment. See more below about
evaluation. |
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Have students give written and verbal reports
on projects that are in progress or have been completed. |
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| Salary, relocation, housing &
benefits |
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Salary rates and other benefits are set
at your discretion. |
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Consider the following: |
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Salary factors: |
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Major / career field: |
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Co-op and internship salaries tend to resemble
salaries of entry level employees in the same field. This is particularly
true for technical majors. |
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GPA: |
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Top students in any major may require higher
salaries if your organization wishes to be competitive. |
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Academic level (sophomore, junior or senior
level). |
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Whether the work assignment is the student's
1st, 2nd, 3rd, etc., with the employer. Most organizations give students
a raise each time they return for subsequent work assignments. |
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Data: |
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Virginia Tech Career Services gathers Undergraduate
Co-op / Internship Program salary data for our students' first
work terms. If you use this information to set your pay rates, look
at the dates for the salary information and factor in an appropriate
percentage increase consistent with increases in your offers to entry
level employees. |
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Relocation expenses |
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Most employers reimburse students for transportation
and moving expenses at the beginning and end of each work term. Payment
for additional relocation expenses is at the discretion of the employer. |
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Housing |
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Housing arrangements are a primary concern
of Virginia Tech students who relocate for their co-op or internship
positions. It is critical that prior to your first hire you determine
how you will assist students who need housing during their work terms.
Employers have assisted with housing in a variety of ways, including: |
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Providing an apartment |
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Providing a housing allowance |
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Matching students with other co-ops and interns so that expenses
can be shared |
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At a minimum, providing information about housing / apartment complexes
that provide short term leases |
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Benefits |
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Students who participate in the co-op /
internship program must be enrolled with the university during their
work terms. This allows students to remain covered by the same health
insurance that covers them while they are enrolled in courses. |
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Organizations vary in the extent to which
they provide benefits (sick days, vacation time, tuition reimbursement,
etc.) to co-ops and interns. Your organization should provide what
you see fit, depending on internal policy and the standards in your
field. |
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| Orientation & training |
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Virginia Tech students are required to attend a seminar
on professionalism and business etiquette before they are permitted
to register with the Co-op / Internship Program and begin their work
assignment. However, this does not substitute for orientation you
provide to your workplace. |
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Give students the same orientation to policies that
you provide other employees. Clearly communicate your expectations
for behavior and performance at the beginning of the work term. |
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Many organizations use more experienced co-ops, interns
and mentors as part of orientation for new students. |
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Don't overlook the basics. (We can tell you some funny
stories about mistakes students made because they were young and naive!)
For many students, the co-op or internship job is the first experience
in a professional environment. Include: |
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Training on basic office equipment (fax, voicemail, photocopy machine,
software training) and policies regarding their use. |
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Organizational protocol with regard to confidential materials, computer
usage, and any other sensitive topics. |
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Detailed information regarding job tasks, how and when the student
will be evaluated, organizational policies, dress code, attendance
issues (overtime, sick leave, vacation), and the facility (restrooms,
break room, etc.). |
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Introductions to co-workers and explanation of how other workers'
responsibilities relate to the student's work. |
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How your department fits into the organization as a whole. |
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Customer service and/or proper etiquette for business contact. |
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Include the student in departmental activities,
such as lunch plans or social gatherings after work. Be aware that
underaged students should not be offered or served alcohol, and should
see appropriate behavior modeled by other employees. |
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Have students participate in training and professional
development opportunities available to other employees. |
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| Supervision |
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The quality of supervision can make or break your co-op
/ internship program. |
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Provide a positive supervisory experience that encourages
the academic, professional and personal growth of the student. |
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One of the primary reasons students choose to co-op
or intern is to learn — a supervisor should be interested in
on-going teaching and coaching. |
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The supervisor should be committed to and enthusiastic
about your co-op or internship program and should understand the program
requirements and the time commitment. |
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The supervisor should have good interpersonal skills,
technical expertise, and the ability to help students understand how
their work fits into the big picture. |
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A supervisor should be able to provide on-going feedback,
and be comfortable being a subject for evaluation. |
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Have supervisors participate in supervisor training
appropriate for your organization. |
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| Evaluation |
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The Career Services Cooperative Education / Internship
Program has specific evaluation
requirements. |
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In addition, to resolve potential problems early and
to make your program successful, we recommend: |
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Keep students continually informed (weekly, bi-weekly) of what is
expected of them and how well they are performing. |
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Let the student know when work is done well, and give the opportunity
to improve / correct problems before the end of the assignment. Don't
assume that the student's evaluation of her/his own work is the same
as the supervisor's. |
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Create a means for all your co-op students to evaluate your program
internally, including evaluation of supervision. This enables you
to identify strengths and potential problem areas in your program. |
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