Internship Checklist for Employers

As you think about hosting an intern, it is important to make sure your organization is ready. Start by reviewing this checklist to see where your organization/department stands. While it is not required that you have a check in each box, it is good to begin thinking about the following considerations:

  • We have read and understood the legal standards applicable to internships according to the U.S. Department of Labor – Fair Labor Standards Act and the National Association of Colleges and Employers (NACE) Standards
  • We have obtained employee buy-in.
  • We have identified departments/work areas that can facility a learning environment for students.
  • We have the time to support an intern.
  • We have the physical resources to support an intern:
    • A safe, adequate work space (accommodations for students with disabilities)
    • Access to computers, internet access
    • Telephone
    • Reference/Informational materials
    • Parking
  • We have the financial resources to support an intern. Although not required, some suggested forms of compensation include:
    • Hourly pay
    • Monthly or semester stipend
    • Scholarship or tuition payment
    • Academic credit
    • Transportation or lunch stipend
    • Professional development opportunities
  • We have created and set clear learning outcomes and goals for student interns.
  • We have quality work assignments for the intern. These may include:
    • Assisting or creating specific projects
    • Participating in staff or team meetings
  • Ability to shadow and meet with lead team members
  • An intern will be able to apply the knowledge they have learned in the classroom to the workplace.
  • The work assignments will be attainable yet challenging for the intern.
  • We have someone to train, supervise, and mentor an intern. Responsibilities may include:
    • Creating an orientation for new interns
    • Holding one-on-one weekly meetings with the intern
    • Being open and available to answer questions
    • Providing the intern with career development opportunities
    • Outlining learning objectives with the intern
    • Reflecting with intern on how their internship relates to their classroom learning
    • Evaluating the intern’s performance throughout the internship
  • The intern’s supervisor should have some degree of expertise in the area in which the intern will be working and learning.

**Please see Employer Manual for additional resources and sample forms on creating internship programming**