Internship opportunities that are advertised at this level must include the following disclaimer statement:

Career experience opportunities offered by organizations other than Fairfax County Public Schools are neither sponsored nor endorsed by the Fairfax County School Board, the Superintendent, or this school.

The Fairfax County Economic Development Authority has a website for employers to share available job opportunities to include filtered search results based on the keyword internships.

Maintaining relationships with staff members is a great way to keep up to date with developments in a particular academic program area. Staff members can inform you about different groups of students who may have the requested skills for future internship job openings. Keep in mind that staff members should not be connecting professionals with individual students in an effort to avoid any equity/legal concerns.

Naviance Student is an electronic college and career exploration and planning resource currently available in all high schools. Internships and other types of work-based learning experiences are posted for students and their parents/guardians to access once logged into the platform.

College and Career fairs are a great way for employers to meet students and provide information about their company and available positions.

Instruction 2 Industry is a career expo event designed to connect professionals with students in an effort to provide real world perspectives of the current and future workforce.

This career expo is offered during Career and Technical Education Month every February as a virtual option for students across the Northern Virginia region. Employers are encouraged to participate and provide information sessions to help advertised and recruit high school students who may be qualified for internships with your business or organization.

Promote your job opportunities using your company or organization’s social media such as Facebook, Twitter, and LinkedIn. Keep in mind that FCPS will not reshare or post opportunities on any school division accounts unless a formal workforce development partnership agreement is finalized. 

1. Do you experience difficulty finding qualified employees?
2. Does your business/organization require skills or talents that are typically not learned in the classroom?
   • Software or hardware skills
   • Research or process skills
   • Client or customer interaction
3. Do your full-time employees have projects that could benefit from the focused attention of a student intern, such as research or special projects? 
4. Will existing resources, equipment, and accommodations be sufficient for the student intern?
5. Do you have appropriate personnel available to oversee the student interns for the entire duration of the experience?

Depending upon the size of the business/organization, student interns may report directly to the owner, manager, or another individual who is identified as an employer supervisor, and referenced in the training agreement and training plan.

Student interns are directed to report to their employer supervisor when visiting the workplace.

The purpose of the job posting is to provide the student with a realistic view of the internship. A good job posting describes the responsibilities of the student intern, qualifications, the system of support, accountability, and how to measure successful performance. All internship positions should tie directly to the missions and objectives of the organization. A detailed job description will help avoid confusion and maximize the staff’s time and efforts.

The following outline will guide you through the process of creating an effective and thorough job posting.

What are some of the student intern’s daily responsibilities?

Every employee and student intern must have a list of basic responsibilities.

Is there a typical or special project the intern will be asked to work on?

• Both the student intern and employer can maximize the experience if the student is given a special assignment. 
• It is important for student interns to understand and participate in the day-to-day operations at the workplace. They should be given tasks that help teach them important processes and procedures, and give them skills valuable to employers. When the opportunity is available, the employer should create a special project that is relevant and can be accomplished during the internship. Employers should seek projects that utilize talent, skills and enthusiasm of the student intern. 
• Student Interns are ideal candidates for research projects or in-depth analysis that regular employees simply don’t have the time to tackle. 
• Sample projects or responsibilities: 
  • Research the viability of a new program, campaign, or initiative. Then compile and present statistics.
  • Complete a backburner project that has been bogging down permanent staff.
  • Create a proposal on a potential social media strategy, evaluate various social media platforms, or come up with suggestions for how your current social media strategy might be improved.
  • Critique your company's website from a user perspective. Then brainstorm ideas for boosting usability.
  • Propose solutions for a mid-level problem that no one has had time to address.
  • Research and identify the most influential blogs in your industry. Follow them and provide weekly reports.
  • Scan industry media for news items. Then provide regularly scheduled updates.
  • Accompany employees to client, sales, or other outside meetings. Have them take an observer role, but ask for their input and ideas (and answer any questions) after you've left.
  • Evaluate some area of IT functionality (for tech-savvy interns). Ask if they see a way to improve efficiency, streamline programs, or cut costs.
  • Take responsibility for some regular task. Even if it's as simple as taking, and placing, the weekly supply order. This will demonstrate follow-through and an ability to take ownership.
  • Prepare a budget.
  • Create support materials, such as charts, graphs, or other visuals.
  • Plan and coordinate an event or meeting.
  • Generate a marketing plan, financial forecast, or other report.
  • Produce a video or slide presentation.
  • Perform a study or survey. Then analyze and present results.
  • Write internal communications.
  • Compile employee manuals or develop process directions for tasks with high employee turnover.
  • Source goods or search for lower-cost sources for high-volume materials.
  • Clean up a database.
  • Serve as a liaison between the company and clients or vendors. This would free up staff members to communicate on only more crucial issues.
  • Aid in the modification or enhancement of your internship program.
  • Help screen and train replacement interns prior to departure.

What skills or academic courses will be required?

The employer needs to determine if the internship requires certain computer or analytical skills or if student interns  need to have taken specific classes.

You should determine the importance of the completion of academic courses related to the work experience. You may choose to prefer qualifications to include the completion of certain academic courses

Who will supervise and support the student intern?

Someone who can provide guidance and support must manage the student intern and supervise the work experience.

How will the intern interact with other employees?

Regular check-ins with the student intern are encouraged as a way to learn about the student’s experience and address any concerns you may have. If the student is receiving course credit for this experience, ensure they have the opportunity and resources needed to complete all academic components from the school coordinated part of the internship.

How will the performance of the student intern be evaluated in the workplace?

• Regular check-ins with the student intern are encouraged as a way to learn about the student’s experience.
• If the student is receiving course credit for this experience, make sure they are completing all academic components from the school coordinated part of the internship. 

How much time will the intern be expected to work per week?

You must set expectations.

• Will the internship last a semester, full school year, or summer?
• Will the student intern be expected to work during the regular work day or after hours?

Every student’s academic course planning has its own unique set of challenges, but several times there are opportunities to leave school early during their 7th or 8th period course. In many cases, students with this scheduling option are able to leave school as early as 1:30 pm. Keep in mind that high school bell schedules may differ from school to school.

What will the intern be required to wear?

• It is extremely important to clearly communicate your dress code.
• If a uniform is required, will it be provided or will the student be expected to purchase it on their own?

Here are some of the best resources for recruiting student interns.

Career and Technical Education (CTE)

Career and technical education is a program developed around industry sectors and integrates core academic and technical knowledge providing students with a pathway to post-secondary education and careers. CTE Students explore careers in a variety of industries and begin to build technical and professional “soft skills” preparing them to be both college and career ready. In these hands-on, project-based learning programs, students build skills that are transferable to any career. They work toward earning industry certifications and licenses, postsecondary certificates, associate degrees, bachelor’s degrees, and beyond. According to the Association for Career & Technical Education, “CTE is the answer to the nation’s projected deficit of 6.5 million skilled workers, including infrastructure, health care, and manufacturing workforce shortages.

The following FCPS CTE program areas provide career pathway-related instruction:

• Business and Information Technology
• Family and Consumer Sciences
• Marketing
• Technology & Engineering Education
• Trades & Industrial Education
• Health and Medical Sciences

CTE program areas provide opportunities in and out of the classroom through work-based learning to explore, experience, and prepare for career paths which are organized into 17 larger career clusters. A Career Cluster is a grouping of related occupations and broader industries. Within each career cluster, there are multiple career pathways that utilize a common set of skills and knowledge, both academic and technical, ranging from entry level to management. Based on the skill sets taught, all CTE courses are aligned with one or more career clusters and career pathways.

• Agriculture, Food & Natural Resources
• Architecture & Construction
• Arts, A/V Technology & Communications
• Business Management & Administration
• Education & Training
• Finance
• Government & Public Administration
• Health Science
• Hospitality & Tourism
• Human Services
• Information Technology
• Law, Public Safety, Corrections & Security
• Manufacturing
• Marketing
• Science, Technology, Engineering & Mathematics
• Transportation, Distribution & Logistics

High Schools and High School Academies

Advanced CTE and specialized elective courses are available at the high school academies for students interested in pursuing advanced technical and specialized courses that successfully integrate career and academic preparation within a specific career pathway.

Career Fairs

High schools may offer career days or career fairs for their students throughout the school year. These events are the perfect place for students to connect with industry professionals.  These experiences educate students about employment and internship opportunities, and develop students’ confidence and public speaking skills. For employers, career fairs and expos are great ways to meet with potential candidates and future employees face-to-face. Oftentimes there are specialized fairs to attract students with a specific career pathway focus – for example, STEM, Skilled Trades, Health Care, etc.

Student Organizations

A Career and Technical Student Organization (CTSO) is an extracurricular group for students in CTE pathways to further their knowledge and skills by participating in after-school activities, events, and competitions.

Engaging with student organizations, either through sponsorships, mentoring, or guest speaking is a great way to get to know the students. Just as importantly, working with students introduces them to your business/organization and its opportunities. Your personal insights help students learn more about you, your career, your company, and your industry.

The following are CTSOs where several middle and high schools have active chapters participating in these coordinated activities. 

DECA

DECA helps students develop college and career readiness skills for careers in the four clusters:

• Business Management & Administration
• Finance
• Hospitality & Tourism
• Marketing

Family, Career and Community Leaders of America (FCCLA)

Family, Career and Community Leaders of America (FCCLA) engages students through career exploration and leadership development while building skills related to courses provided in the Family Consumer Sciences CTE program. FCCLA is a CTSO for the following three clusters:

• Education & Training
• Hospitality & Tourism
• Human Services

Future Business Leaders of America (FBLA)

Future Business Leaders of America is a CTSO that helps students prepare for careers in business. There are competitive events related to 10 career clusters. The following are the four clusters that best match the mission of FBLA:

• Business Management & Administration
• Finance
• Information Technology
• Marketing

HOSA - Future Health Professionals

HOSA - Future Health Professionals empowers HOSA-Future Health Professionals to become leaders in the global health community, through education, collaboration, and experience. There are three types of skills covered in this CTSO: 

• Workplace skills
• Personal skills
• Technical skills grounded in academics

Skills USA

Skills USA empowers its students to work towards becoming world-class skilled workers, leaders, and responsible American citizens.

Technology Student Association

Technology Student Association enhances personal development, leadership, and career opportunities in the Science, Technology, Engineering, and Mathematics (STEM) career cluster.

The selection process should closely resemble the process used for hiring regular employees.

If your application process requires students to submit resumes, you should consider the following questions when selecting candidates to interview:

• Does the student possess the skills required for the internship position?
• Has the student completed relevant coursework for this internship position? 
  • Internships can require the completion of certain courses.
• Does the student have any previous work experience? 
  • Although work experience might be enticing as a qualification, remember that not all students have access to opportunities to work. This may be the first time the student has had the opportunity to gain formal work experience.
  • Engagement in clubs and other activities could demonstrate a student’s ability to manage multiple responsibilities.
• Has the student displayed leadership qualities? 
• Has the student listed class projects or experience that is relevant to the internship?

Sample Interview Questions

• Tell me about yourself. 
• What are your strengths and weaknesses? 
• Give me an example of a situation in which
  • You faced a conflict or difficulty at work or in school.
  • You may have had difficulty with a supervisor, co-worker, or classmate.
  • You had a project you were proud of.
• What are your career goals and where do you see yourself in the next five years? 
  • This question provides an opportunity for the student to share their postsecondary plans. for after graduating high school. 

Questions Specific to the Internship

• Why are you interested in this internship?
• What do you know about our business/organization? 
• Why do you think you are qualified for this position? 
• What type of work environment do you prefer?
• What makes you unique from other candidates?
• What type of job-related skills have you developed that may help you in this internship? 
• How would you assess your writing and communication skills or your computer or tech skills? 
• What do you hope to learn from this internship?

Questions About Past Educational and Work Experiences 

• Tell me about a time in which you worked under a deadline.
• Tell me about a time when you worked with a team. 
• In school, you may have many assignments due the same day. Tell me about a time this happened.
• Describe a situation where you taught a concept to a classmate, co-worker, or other person. 
• Describe a time when you disagreed with a classmate or co-worker and explain how you resolved the issue.

Internship Orientation

The purpose of an internship orientation is to provide the student with a realistic introduction to the internship experience. This process may beknown as the “on-boarding” of new employees. Typically, an employer can modify an existing orientation process implemented with the business/organization.

Orientation provides the opportunity for:

• The employer to reinforce expectations.
• The student intern to ask questions.
• The goals of the internship to be clearly established.
• The process for problem-solving during the period of the internship.
• The employer to review the dress code and other policies.

Suggested Topics to Cover:

• Business/Organization history, overview, and structure
• Paperwork and policies
• Overview of product(s) or service(s)
• Building tour and introduction to employees
• “How To” – computer software programs, email, phone/voicemail
• Necessary badges, parking, safety regulations, etc. 
• Discuss daily hours
• Project worksheet – overview of student intern’s projects, deadlines
  • Specific work standards and procedures
• Communicate your expectations and their expectations
  • The company’s objectives and how the intern will contribute to those objectives

Dress Code

Dress codes are a key component of each organization’s culture and can be one of the most important ways an intern learns the expectations of a formal workplace. Dress codes vary across companies and industries. Because clothing is generally a personal choice, it is best to provide specific guidelines for your interns during the interview or orientation process.

Supervision

During the internship experience students, the employer is responsible for proper supervision for the following:

• Participate in progress conferences.
• Supervise and assist students in working toward learning objectives.
• Document and assess student performance including actionable and constructive feedback.
• Coordinate and communicate with the school internship coordinator.

The employer supervisor may consider the following for discussing work performance:

• Performance based on the job posting
• The need for additional training
• Review and update expectations to ensure they are still appropriate
• Positive feedback on what is working

Student Internship Evaluation Form

The purpose of the Internship Student Evaluation form is for the employment supervisor to provide the student with a realistic view of their work performance. The assessment is broken down into three general criteria:

1. Job-specific Knowledge and Skills
2. Quality and Productivity
3. Human Relations and Communication Skills

Providing feedback should be ongoing throughout the duration of the experience. Below is a list of sample review questions for evaluating student performance:

• Name a task you completed and a task you didn't complete. What might be some reasons the task wasn't completed?  What are some takeaways you learned from the task you completed?
• If you could ask the employment supervisor any questions, what would they be? 
  • I wonder:
  • I would like to know:
  • What can I do better?
  • What am I doing well?
• If you could provide the employer supervisor any feedback, what would it be?  
  • It would have been great to: 
  • I would have liked to: 
  • It would have been valuable if I had the chance to:

An effective evaluation will focus on the student intern’s initial learning objectives detailed in the training agreement. Supervisors should take time to evaluate both the student’s positive accomplishments and areas for improvement.

Check-In Evaluations

Provide regular check-in meetings to discuss the status of a project, answer questions, discuss performance, etc. This helps to provide structure for the intern experience.

Final Evaluation

As the internship comes to an end, a final evaluation offers an opportunity for you to discuss overall performance, accomplishments and opportunities for full-time positions with your company.

Exit Interviews

This best practice offers your company insight directly from your student intern on ways to improve the program going forward. 

Evaluating the Internship Program

In addition to evaluating individual student interns, companies with multiple interns may want to review the effectiveness of the program overall.

Here are some examples of quantitative and qualitative metrics for measuring the success of an internship program. 

Applicants vs. Interviews

The difference between those who apply and those the company determines is the best fit for an interview.

This shows the effectiveness of candidate identification.

Interviews vs. Offers

The difference between those who interview and those who are offered jobs.

This shows the effectiveness of screening candidates.

Offers vs. Accepted Offers

The difference between those who are offered positions and those who accept jobs.

This shows the competitiveness of market conditions (salary, type of work, location, match to job). 

Cost per hire

Dollar amount - the total cost of hiring an intern. Is the Return on Investment (ROI) of value to the company?

Conversion rate

Number of, if any,  student interns would you be interested in converting to full-time hires?

Retention rate

• Do your student interns return for additional opportunities with your company?
• Do your full-time employees who began as student interns stay longer than full-time employees who didn’t begin as interns?

Manager Perspective: Quality of hire

At the conclusion of the internship, collect and review feedback from the manager.

• Was this student a good hire?
• Would you recommend this student for future openings?
• Are there identified areas of improvement for the intern?

Intern Perspective: Quality of experience

At the conclusion of the internship, collect and review feedback from the student intern on their experience.

• Did they gain valuable knowledge?
• What takeaways do they have?