Information for Internship Supervisors

Orientation, Expectations & Training

Make sure that you and your student interns are “on the same page” in all regards. Provide interns with a comprehensive orientation. Include information about:

• Company/office culture.
• Any required trainings.
• Work expectations and working styles.
• Intern responsibilities.
• Learning goals.
• Hours/schedules.
• Appropriate dress.
• Professionalism.

Also make space to discuss what interns expect of you and how you will communicate. Ask questions in order to ensure that your intern understands the information. To ease this process and provide a guide for future reference, consider creating an intern handbook and/or website that answers frequently asked questions. Remember, the more effective the interns’ orientation, the sooner and more effectively they can begin their projects.

The Intern Supervisor

Identify a dedicated intern supervisor. This person will be your organization’s first point of contact for your interns. A person who enjoys working with younger people, has the capacity to take on a mentoring role, is patient, and—ideally—has teaching skills, would succeed in this role.

Intern supervisors should have the time to work with the interns and provide ongoing, affirmative and constructive feedback. Establish a clear understanding about the methods and criteria of evaluation (e.g., verbal vs. written feedback). It is best to set up consistent meeting times, usually weekly or biweekly, and to provide honest and clear feedback to help interns fulfill expectations and reach their learning goals. If your interns are working outside of the office, such as with clients or people in different departments, collect feedback from those parties about your interns’ work. Feedback can happen in one-on-one meetings as well as during overall staff meetings. 

Facilitating a Productive, Goal-Oriented Internship

Providing your interns with real work is crucial. Give your interns meaningful individual projects that will contribute to their professional growth and benefit your organization. Consider activities and projects that focus on the goals and outcomes of your organization's work, and which include analysis/problem solving, communication (written and verbal, with staff/clients/members), and project management.

Beyond the Internship: Sharing Knowledge

Introduce your interns to the broader organization (that includes colleagues and departments outside of their target internship). Remember that your interns have applied to your organization because they are interested in learning more about your company and industry. Share your knowledge with them, include them in staff meetings, and invite them to lectures, workshops and/or events that would introduce them to ideas outside of their daily responsibilities. These interactions will expand their skill sets and potentially offer important networking opportunities.

Final Showcase & Evaluation 

At the end of the internship, consider showcasing your interns’ work through presentations, expositions and/or written reports. Interns generally work hard and are proud of their achievements. Final presentations can allow interns to reflect on their experience and demonstrate their contributions to your organization. After any final presentations, schedule an exit interview and provide a final evaluation for your intern; consider sharing a copy of the evaluation with your intern and with Whitman College. In your evaluation, detail the interns’ successes and accomplishments, and provide constructive feedback about areas for potential growth.

Keeping in Touch

Stay in touch with your interns after the program is over. Remember that they are well-informed recruits; don't look at them as just temporary help, but instead as potential hires. You can use the internship as an extended orientation for students, thereby encouraging them to consider returning to your company full-time after graduation.