Indiana Report Final 2009

8/14/2019 Indiana Report Final 2009

1/25

A Report From Indiana INTERNnet

Developed by Intern Bridge, Inc. June 2009

STATE

OF

INDIANAI

N

TERNSH

IPS


2/25

EXECUTIVE SUMMARYUtilizing internships is an incredibly powerful methodused by employers to recruit the brightest talent,students to gain critical workplace skills, and govern-ment entities to complement workforce developmentstrategies. This State of Indiana Internships reportis based on the 2008 National Internship and Co-opStudy conducted by Intern Bridge. The data presentedin the report has been collected from 1,652 studentsattending 20 different universities within the state.Approximately one in ve Indiana college students

is participating in an internship at any given time. Bythe time Indiana students reach their fourth academicyear, at least half will possess internship experiencewith many students having participated in more thanone experience.

The following chart shows internship completion byacademic status for Indiana college students.

As seen in the chart above, the majority of students(52.8%) have participated in an internship program bythe time they reach the rst semester of their fourth

year.

For-prot internships are the most popular, with 59% o

students participating in corporate internships. Of theremaining, 26% participate in not-for-prot internshipsand 15% intern with government agencies on thelocal, state, and federal levels. Popular internshipindustries in Indiana include manufacturing, healthcare, education, and technology, with a signicant

number of internships available within the engineeringeld.

While earning a monetary wage is not paramount inthe eyes of a student when it comes to experientiaeducation, Indiana students do put slightly moreemphasis on receiving a wage when compared to theirpeers nationally. However, Indiana students are also10% more likely to receive monetary compensationand 5% less likely to receive academic credit a signthat Indiana employers take internship compensationseriously. The average internship salary in Indiana is$12.60 per hour.

Indiana students participate in a great number ofsummer internships, as compared to academic yeainternships. Hoosier students are also most likely to beemployed full-time during their internship experienceMore than 20% of Indiana interns report workingmore than 40 hours per week during their internshipexperience.

Indiana college students learn about internshipopportunities by utilizing their personal networkincluding friends, family and faculty, in addition to

0

20

40

60

80

100

96.3

88.9

76.1

47.2

52.8

23.9

11.1

3.7

1st Year 2nd Year 3rd Year 4th Year

Percentage of Students Who Have Completed An Internship

Percentage of Students Who Have Not Completed An Internship

INTERNSHIP PARTICIPATION BY ACADEMIC STATUS

59%

Corporate

Internships

26%

Not-For-Profit

Internships

15%

Government

Agencies

TYPE OF HOST ORGANIZATION

I applied for both of my internships because I wanted experience in the workforce. I wanted to be able to put

something on my resume, and explore a potential career before getting out into the real world. It was nice to earn

money and experience life away from home. I also liked meeting contacts and getting experience outside of the

classroom.


3/25

EXECUTIVE SUMMARY(cont.)taking advantage of services offered by their campuscareer development ofce. Other methods include

online internship portal, career fairs, on-campusinformation sessions, and organization web sites.Close to 75% of Indiana students report they wouldreturn to their host organization for another internship,and 85% report they would recommend the position totheir closest friend.

The higher a students academic status, the morelikely they are to visit and utilize the services offeredby the career development ofce. Only 28% of rst

year students report visiting the career center to gaininformation about potential internships, compared to53% of fourth year students.

Indiana college students appear to still be in limboregarding their decision of whether they will returnhome when they graduate. Some students appearperplexed about whether there are sufcient job

opportunities near where their university is locatedStudents are looking for policy makers to implement asafety net that would ultimately encourage students tostay in Indiana. Ideas suggested include student loanforgiveness and a detailed support network designedto connect employers with students.

He was not afraid to assign me work and set me off on my own to do it. Also, I was given a lot of responsibility right

away, but he was willing to work with me on getting it done. He had a lot of faith in my background, work ethics

and how well the work would be preformed.


4/25

DEMOGRAPHICSThe information contained in this report is based ondata collected from the 2008 National Internship andCo-op Study. The study was implemented in the fallsemester of 2008 on over 300 university campusesthroughout the United States. Over 42,000 responseswere collected from undergraduate students, regard-less of their academic background or type of institutionthey attended. The mission of the research project wasto gather critical internship data from students whiledetermining their expectations of academic internshipprograms, and whether those expectations were be-ing met.

The following Indiana institutions participated byadministering the survey to their student populations:

Ancilla College Butler University Calumet College of St. Joseph Earlham College Franklin College Goshen College

Indiana State University Indiana Tech Indiana University Purdue University

Fort Wayne Indiana University, Kokomo Indiana University, Northwest Ivy Tech Community College, Central Indiana Ivy Tech Community College, Northeast Manchester College Purdue University Rose-Hulman Institute of Technology Saint Marys College University of Indianapolis University of Saint Francis Wabash College

A total of 1,652 students enrolled in the previouslylisted Indiana universities and colleges participated inthe survey. Of the total sample, 1,279 students (77.4%)

had not participated in an internship by the time theycompleted the survey, while 373 students (22.6%) hadparticipated in an internship. It is important to note that

the survey was completed by students of all academicstatus and at varying times during the semester. At anygiven time, approximately one in ve Indiana collegestudents is participating in an internship.

The aggregate data shows internship participationdoes not vary greatly by gender with 21.4% of femalesand 24.7% of males reporting having participatedin an internship. However, it is possible that ethnicbackground does play a role into whether or not anIndiana college student participates in an internshipexperience.

The organization was a small business, so I was able to learn about the ins and outs of business, from working

the front desk, to running a group session and participating in evaluations.

0

20

40

60

80

100

96.3

13.7

African

American

Percentage of Students Who Have Completed An Internship

Percentage of Students Who Have Not Completed An Internship

INTERNSHIP PARTICIPATION BY ETHNICITY

American

Indian

Asian Caucasian Latino Native

Hawaiian

Declined to

Respond

86.3

45.5

54.5

21.0

79.0

22.7

77.3

18.4

81.6

12.5

87.5

30.6

69.4


5/25

DEMOGRAPHICS (cont.)MULTIPLE INTERNSHIPS

It is not uncommon for students to participate in morethan one internship during their college experience.This provides greater exposure to workplace culture,and contributes to the students ultimate success as amember of the workforce.

Average Number Of Internships

By Academic Status

Firstyear

1.33

Second

year1.28

Third

year1.41

Fourth

year1.59

Fith

year1.79

FINANCIAL AID

Of the students in Indiana who participated in aninternship, 76% of students currently receive nancia

aid. This statistic is part of what constitutes theargument to offer interns monetary compensation, atopic covered later in this report.

I wanted to get hands-on work experience in industry to make me more marketable for full-time employment

I wanted to get as much experience as possible and learn a wide range of techniques and skills so I could work in

many different settings.

76%

Receive

Financial Aid

24%

Do Not

Receive

Financial Aid

FINANCIAL AID STATUS OF

INDIANA INTERNS


6/25

The faculty contact I spoke with was a former branch manager and was a friend with the current branch manager.

He also informed me the current branch manager highly valued interns and their role within the organization.

DEMOGRAPHICS (cont.)INTERNSHIP PARTICIPATION BY INDUSTRY

The following chart displays a list of industries where interns gained their workplace experience:

Industry Number of Interns Percent

Government 41 11.0%

Manuacturing 32 8.6%

Education/Academia 30 8.0%

Health Care 30 8.0%

Non-Proft 27 7.2%

Technology 23 6.2%

Communications/Media 20 5.4%

Consumer Products 17 4.6%

Finance/Banking 17 4.6%

Social/Human Services 16 4.3%

Consulting 13 3.5%

Arts & Entertainment 13 3.5%

Transportation 12 3.2%

Pharmaceutical 10 2.7%

Accounting 10 2.7%

Energy/Utilities 8 2.1%

Deense 8 2.1%

Environment 7 1.9%

Hospitality 6 1.6%

Retail/Merchandising 6 1.6%

Agriculture/Farming/agribusiness 5 1.3%Biotechnology 5 1.3%

Legal Services 5 1.3%

Real Estate 5 1.3%

Human Resources 3 0.8%

Insurance 2 0.5%

Telecommunications 2 0.5%


7/25

He was very supportive and let me come up with new ideas and implement them with little intervention or guidance

He was determined to make me fully competent in doing the job independently. He is a great mentor!

DEMOGRAPHICS (cont.)

DepartmentNumber of

InternsPercent

Engineering 77 20.6%

Marketing 25 6.7%

Research 25 6.7%

Education 23 6.2%Medicine 18 4.8%

Accounting/Auditing 16 4.3%

IT/Systems 16 4.3%

Finance 14 3.8%

Public Relations 13 3.5%

Counseling 12 3.2%

Administrative/Support

Services11 2.9%

Law Enorcement/Security 10 2.7%

Analyst 8 2.1%

Sales 8 2.1%

Law 8 2.1%

Event Planning 7 1.9%

Human Resources 7 1.9%

Management 7 1.9%

Operations 7 1.9%

ProjectManagement

7 1.9%

INTERNSHIP PARTICIPATION BY POSITION

The following chart displays a list of departments where interns gained their workplace experience:

JOB OFFERS

Of the fourth and fth year students who participated in the survey, 22.9% were offered positions of full-time

employment by their host organizations. It is important to note, however, that the percentage is likely higherThe survey was administered throughout the fall semester. It is feasible that a student took part in the surveywithout being ofcially notied if they were ultimately going to be offered a position of full-time employment. Of

the same group, 47.1% reported that they were still waiting for a nal decision.

DepartmentNumber of

InternsPercent

Business Development 6 1.6%

Computer Drating and

Design6 1.6%

Database Management 4 1.1%

Farming/Agriculture 4 1.1%

Fundraising/

Development4 1.1%

Hotel/Restaurant/

Hospitality4 1.1%

Political Organization/

Lobbying4 1.1%

Product Management 3 0.8%

Actuarial 2 0.5%

Consulting 2 0.5%

Programming/Sotware

Development2 0.5%

Supply Chain

Management/Logistics2 0.5%

Tax 2 0.5%

Technical Support 2 0.5%

Buying/Purchasing 1 0.3%

Customer Service 1 0.3%

Game Design 1 0.3%Web Development 1 0.3%


8/25

PURSUIT OF INTERNSHIPSREASONS STUDENTS

PURSUE INTERNSHIPS

The following table represents a list of reasonsstudents choose to pursue internships.

Responses are ranked in the order of most importantto least important, and sorted by Indiana intern data.The highlighted portion in black illustrates whereIndiana data differs from national data.

Employers often decline to host interns, or expand aninternship program because they anticipate it will costthem too much money. In particular, they fear they wilbe unable to offer competitive compensation. The rst

seven reasons students desire to pursue internshipsare academic and experiential in nature. While earninga wage is important, the opportunity to gain criticaworkplace experience is far more critical.

It does appear Indiana college students place a slightlyhigher emphasis on compensation as compared topeers on a national basis. Receiving a full-time joboffer also ranks slightly lower. (An interesting side noteis that a higher percentage of Indiana interns receivedmonetary compensation when compared to nationadata, a topic which will be reviewed later in this report.)

REASONS STUDENTS DO NOT

PURSUE INTERNSHIPS

Gaining an understanding of why students do nopursue internships is just as important as learning the

motivation behind the students that ultimately takepart in experiential education.

The following table represents a list of reasons studentsdo not choose to pursue internships. Responses areranked in the order of most important to least importantand sorted by Indiana intern data.

Overall, the reasons Indiana students do not pursueinternships mirror that of the national data. Thehighlighted portion in black illustrates where Indiana

data differs from national data.

Reason Students

Pursue Internships

Indiana

Colleges*National

Data**

To gain hands-on

work experience1 1

To learn new skills 2 2

To become better prepared

to be employed in a

specifc feld

3 3

To make professional

contacts for future networking4 4

To be given a realistic preview

of the World of Work5 5

To experience work at a

potential ull-time employer6 6

To explore a new organization 7 7

To earn money 8 10

To explore a new industry 9 8

To receive a ull-time job

oer rom an employer10 9

To receive college credit 11 11

To ulfll degree

requirements12 12

To take part in

community service13 13

To live in a specifc area 14 14

* Indiana Sample: 1,652 Students** National Sample: 42,967 Students

The contacts I spoke with were extremely interested, polite, and prompt in their responses. I knew that I would no

be ling papers and running errands during the majority of my internship experience.


9/25

My supervisor made it a point to get to know each of the interns, and gave honest, constructive insight tha

opened my eyes to both my strengths as well as those areas in which I need to grow.

PURSUIT OF INTERNSHIPS (cont.)Reason Students Do Not Pursue Internships

Indiana

Colleges*

National

Data**

I do not have time because I have too much school work. 1 1

It is too early in my college experience or an internship or co-op. 2 2

There are no interesting internships or co-ops

close enough to where I live.3 3

I do not have time because I have too many other jobs. 4 4

I am unclear o the overall benefts o an internship or co-op. 5 6

I do not have time because I am involvedin too many school activities.

6 5

I have applied to at least one internship or co-op,

but was not oered a position.7 8

I do not have access to transportation, and thereore

I am unable to get to an internship or co-op.8 7

I already have work experience so I do not understand what I can

gain rom an internship or co-op that I dont already have.9 9

I do not eel it is necessary to take part in an internship or co-op

as part o my overall college experience.10 10

I already know where I will be working so an internship or co-ophas no value to me.

11 11

I do not see the value o an internship or co-op or my

career choice.12 12

* Indiana Sample: 1,652 Students** National Sample: 42,967 Students


10/25

PROGRAM STRUCTUREINTERNSHIP PARTICIPATION

BY SEMESTER

NUMBER OF HOURS WORKED PER WEEK

FULL-TIME

VS PART-TIME

College student participation in internships follows anotably different pattern than the national averageMore Indiana students participate in summerinternship programs than the national average, apositive factor in the world of experiential education

Summer internships typically provide an opportunityfor an organization to hire a student on a full-timebasis, which ultimately allows the student to gaingreater workplace experience.

A lower number of students appear to participate ininternships during the academic year, which is notnecessarily a negative situation as it allows studentsto focus efforts on learning academic theory which canlater be adapted to workplace experiences. It is alsoimportant to note that a slightly higher percentage ofIndiana students participate in full-time internships

when compared to the national average.

I had amazing people to work with and its really helped me develop personally and professionally and given me

condence as I look at graduate school. I think that these experiences are highly worthwhile!

60.6%

Full-Time

39.4%Part-Time

FULL-TIME VS PART-TIME -

INDIANA COLLEGES

56.7%

Full-Time

43.3%

Part-Time

FULL-TIME VS PART-TIME -

NATIONAL DATA

15%

SPRING66.2

SUMMER

TYPE OF HOST ORGANIZATION -

INDIANA COLLEGES

16.4%

FALL

2.4%

WINTER

13.7%

SPRING

58.3

SUMMER

TYPE OF HOST ORGANIZATION -

NATIONAL DATA

23.6%

FALL

4.4%

WINTER

0

10

20

30

40

50

1-10 11-20 21-30 31-40

Number of Hours Worked Per Week By Percentage - Indiana Colleges

Number of Hours Worked Per Week By Percentage - National Data

NUMBER OF HOURS WORKED PER WEEK

9.1

More than

40 hours

11.8

16.9

20.2

13.712.7

39.937.7

20.4

17.6


11/25

SUPERVISORSUPERVISOR

FEEDBACK

Feedback Frequency Percentage

Weekly 37.9%

Daily 34.9%

Bi-Weekly 11.0%

Once at the middle and

once and the end o the program8.6%

Never 6.2%

Just at the end o the program 5.9%

Monthly 5.6%

STUDENT EXPERIENCE WITH

SUPERVISOR INTERACTION

Comparison

Indiana

Colleges

Mean

My supervisor was available

or consultation.4.24

My supervisor provided me with

constructive eedback.4.13

My supervisor treated me

proessionally and respectully.4.39

STUDENT EXPECTATION

FOR SUPERVISOR INTERACTION

Comparison

Indiana

Colleges

Mean

Supervisor treats students proessionally. 4.56

Supervisor provides constructive

eedback to students.4.52

Supervisor provides detailed explanationregarding assigned tasks.

4.45

Supervisor is available

or ace-to-ace consultation.4.33

Supervisor meets requently with students

to provide eedback on the quality o the

work produced.

4.31

Supervisor works at the same geographic

location as the student.3.86

Supervisor is a member o senior

management within the organization. 3.55

Choosing an effective internship supervisor is one of themost important decisions an organization can makeThe direct-report relationship an intern has with theorganizations representative is critical to determiningthe overall outcome of the internships success, andthe likelihood the intern will leave the organization asan ambassador instead of an adversary.

The majority of interns received feedback on a dailyor weekly basis. It is important for students to receiveinformal feedback on a daily basis. Informal feedbackshould be followed up by in-depth feedback at leastwice during the internship process. This feedbackshould be written and provide an opportunity for not

just students to be evaluated by supervisors, but alsofor students to evaluate the internship program. If thisis done at the mid-term and end-of-term, potentiaproblems can be identied and corrected moving

forward.

Mean based on a 5-point scale.


While my supervisors did not necessarily give me in-depth feedback, they did tell me I was doing a great job on

multiple occasions.


12/25

RECRUITING & MARKETINGTABLE A:

How students expect to learn about

internship opportunities

How Students

Expect to Learn

about Internships

Indiana

Colleges

National

Data

Campus Career

Development Ofce or

Field Placement Ofce

1 1

Career Fair 2 5

Faculty Contact 3 4

Internship Fair 4 2

Campus Internship

Inormation Session5 3

Personal Contact 6 8

Online Career Directory

(Indiana INTERNnet,

etc.)

7 7

Organization Web Site 8 6Fellow Student who

was a Past or Current

Intern with the

Organization

9 9

Friend or Family

Contact10 10

Advertisement in Print 11 13

Fellow Student 12 12

Organization

Open House 13 14

Student Organization 14 11

TABLE B:

How students learn about

internship opportunities

How Students

Learn about

Internships

Indiana

Colleges

National

Data

Friend or Family

Contact1 3

Faculty Contact 2 2

Personal Contact 3 1

Campus Career

Development Ofce or

Field Placement Ofce

4 4

Career Fair 5 6

Campus Internship

Inormation Session6 7

Organization Web Site 7 5

Internship Fair 8 12

Online Career Directory(Indiana INTERNnet,

etc.)

9 8

Fellow Student 10 10

Fellow Student who

was a Past or Current

Intern with the

Organization

11 9

Student Organization 12 11

Advertisement in Print 13 13

Organization

Open House14 14

Table A illustrates the methods in which students expect to nd internship opportunities, whereas Table Billustrates the method in which students actually obtain internships. There is a slight disparity with how Indianastudents expect to nd internships when compared to students on a national basis. In particular, Indiana students

appear to put more emphasis on career fairs than average students nationally. In terms of how students ultimatelynd internships, Indiana students follow the national trend of utilizing friend, family, faculty and personal contacts

to achieve an internship position.

I found the internship on my schools web site and I knew that it would be the opportunity of a lifetime. So I took

a shot at it and needless to say it helped me out immensely.


13/25

ORIENTATION & OFF-BOARDINGSTUDENT ORIENTATION

DESIRED OUTCOMES

Student Orientation

Desired Outcomes

Indiana

Colleges

Mean

Receiving training related

to assignments and tasks.4.49

The organization articulates what is

expected o students at the outset o

the internship/co-op experience.

4.47

The organization explicitly articulates the

projects and assignments o students at

the outset o the internship/co-op.

4.28

The orientation includes a

tour o the acility.4.17

The orientation includes an overview

o the organizations mission.4.17

The orientation includes introductions

to other employees.4.11

Students are able to articulate their

expectations o the internship/co-op

to the organization.

4.05

The orientation includes introductions

to other students.3.78

The organization provides an

appropriate arewell or students at the

conclusion o the internship/co-op.

3.41

STUDENT ORIENTATION

EXPERIENCES

Providing an exceptional orientation is critical for asuccessful internship program. Orientation providesorganizations with the opportunity to jumpstartthe program and set the attitude moving forward.Overall, Indiana students appear to be happy with theorientation to internship programs. Employers shouldbe reminded that a key outcome of orientation is havingstudents posses a true, realistic understanding of thework they will be completing during the internship. Inaddition, employers should consider including itemslisted to the right as part of the orientation process.

Student Orientation

Experiences

Indiana

Colleges

Mean

I was satisfed with the introductions

to other employees.4.06

I was given adequate training

to complete assignments and tasks.3.93

I was satisfed with the quality o the

orientation that I received.3.86

Actual activities I perormed

matched my initial understanding

o the nature o the internship/co-op.

3.8

My work assignments met my expectations. 3.77

The organization eectively articulated

what was expected o me at the outset

o the internship/co-op experience.

3.77

The organization provided an appropri-ate arewell or me at the conclusion o

my internship/co-op.

3.77

The activities/projects o my internship/

co-op were made clear to me

rom the start o the program.

3.75

I was given multiple options, and I chose the one that I thought would be most interesting to me, and most likely

to be something I might want to pursue later in life. The main goal of the internship was to see if the eld interested

me, so I chose with that in mind.

Items To Include As Part of An

Internship Orientation

Introduction to

co-workers

Copy o

organization chart

Where to gain

technical help

Employer

expectations

Company policies Dress code

Flexible work schedule Tour o the acility

Project timerames Emergency procedures

Customers/clients

o the organization

Opportunities

to network




14/25

COMPENSATIONMONETARY COMPENSATION

While receiving monetary compensation is not necessarily a chief concernof students who take part in internships, it certainly matters. Employers needto consider the vast population of college students who simply cannot affordto take part in unpaid internships. The most competitive internship programsoffer monetary compensation and gain access to the largest candidate pools

INDIANA INTERNSHIP COMPENSATION - WAGES BY MAJOR

Academic Major Hourly WageNumber of

Responses

Agriculture, Agriculture Operations, and Related Sciences $15.00 2

Architecture and Related Services $10.50 1

Area, Ethnic, Cultural, and Gender Studies $13.00 1Biological and Biomedical Sciences $ 9.40 5

Business, Management, Marketing, and Related Support Services $11.95 57

Communication, Journalism and Related Programs $ 8.17 3

Communications Technologies/Technicians and Support Services $ 7.00 1

Computer And Inormation Sciences and Support Services $14.55 14

Education $10.94 8

Engineering $14.54 85

Engineering Technologies/Technicians $18.33 3

English Language and Literature/Letters $ 9.60 5

Family and Consumer Sciences/Human Sciences $17.00 1

Foreign Languages, Literatures, and Linguistics $ 8.50 1

Health Proessions and Related Clinical Sciences $11.70 9

History $11.75 2

Liberal Arts and Sciences, General Studies and Humanities $10.56 10

Mathematics and Statistics $12.33 8

(table cont. on page 14)

He was down-to-earth and didnt treat me like a temporary employee. He treated me like I was a member of the

team and I was included in all team meetings and events.

27.6

Did Not

Receive Monetary

Compensation

72.4%

Received Monetary

Compensation

STATUS OF MONETARY COMPENSATION - INDIANA


15/25

COMPENSATION (cont.)INDIANA INTERNSHIP COMPENSATION - WAGES BY MAJOR (cont.)

Academic MajorHourly

Wage

Number of

Responses

Philosophy and Religious Studies $10.50 2

Physical Sciences $10.50 4

Psychology $10.72 6

Public Administration and Social Service Proessions $18.00 1

Social Sciences $10.18 8

Visual and Perorming Arts $ 8.83 3

INDIANA INTERNSHIP COMPENSATION - WAGES BY INDUSTRY

IndustryHourly

Wage

Number of

Responses

Accounting $12.10 8

Agriculture/Farming/Agribusiness $15.00 2

Arts & Entertainment $10.25 6

Biotechnology $15.70 5Communications/Media - Advertising $10.00 2

Communications/Media - Journalism $ 9.00 2

Communications/Media - Marketing/PR $ 7.67 3

Communications/Media - Publishing/Print Media $12.00 1

Consulting - Environmental $18.50 1

Consulting - Strategic/Change Management $16.00 2

Consulting - Technology $15.63 7

Consumer Products $14.12 17

Deense $15.74 7

Education/Academia $ 9.07 17

Energy/Utilities $15.55 8

Environment $ 9.49 7

Finance/Banking - Brokerage $10.00 1


I was paid well and was able to make a lot of networking contacts because I worked with a variety of clients

instead of the typical internship in which the intern only gains contacts from the company he/she interns with.


16/25

COMPENSATION (cont.)INDIANA INTERNSHIP COMPENSATION - WAGES BY INDUSTRY (cont.)

IndustryHourly

Wage

Number of

Responses

Finance/Banking - Commercial Banking $ 8.85 2

Finance/Banking - Financial Services/Planning $11.83 6

Finance/Banking - Investment Banking $12.00 1

Finance/Banking - Venture Capital $12.00 1

Government - Federal $12.38 9

Government - Local $10.02 5

Government - State $12.56 5

Health Care $12.45 11

Hospitality $11.25 2

Insurance $15.00 2

Legal Services $20.00 1

Manuacturing $13.06 31

Non-Proft $ 9.35 10

Pharmaceutical $16.11 9Real Estate $10.00 4

Retail/Merchandising $12.38 4

Social/Human Services $11.05 8

Technology - Electronics $14.14 7

Technology - Hardware $19.88 4

Technology - Inormation Systems $ 8.00 1

Technology - Internet/E-commerce $ 9.95 2

Technology - Network Administration $13.83 3

Technology - Sotware $18.13 4Telecommunications $11.50 2

Transportation $13.88 10

My supervisor listened to what I said and took my opinions into consideration. Although we talked a lot about

work-related issues, we also talked about things outside the workplace and I enjoyed getting to know him as a

person.


17/25

COMPENSATION (cont.)INDIANA INTERNSHIP COMPENSATION - WAGES BY POSITION

PositionHourly

Wage

Number of

Responses

Accounting/Auditing $13.05 14

Actuarial $14.75 2

Administrative/Support Services $10.58 6

nalyst $ 9.38 6

Business Development $10.15 4

Computer Drating and Design $13.00 3

Consulting $16.00 1

Counseling $13.20 2

Customer Service $17.00 1

Database Management $13.25 2

Education $ 9.73 10

Engineering $15.00 73

Event Planning $ 8.50 1

Farming/Agriculture $10.00 1Finance $13.58 11

Fundraising/Development $ 7.00 1

Game Design $29.20 1

Hotel/Restaurant/Hospitality $ 7.50 1

Human Resources $10.75 4

IT/Systems $11.13 12

Law $13.40 2

Management $10.92 5

Marketing $10.36 18Medicine $11.73 8

Operations $10.15 4

Political Organization/Lobbying $14.25 2

Product Management $13.50 3

Programming/Sotware Development $10.50 2


My supervisor gave just the right amount of instruction and was always there if I ever needed help completing a

task.


18/25

COMPENSATION (cont.)INDIANA INTERNSHIP COMPENSATION - WAGES BY POSITION (cont.)

PositionHourly

Wage

Number of

Responses

Project Management $12.25 4

Public Relations $ 8.13 4

Research $11.96 22

Sales $13.38 4

Supply Chain Management/Logistics $ 9.50 2

Tax $17.25 2

Technical Support $15.00 1

Web Development $18.00 1

COLLEGE CREDITStatus of College Credit -

Indiana vs Nation

Indiana

Colleges

National

Data

Received College Credit 45.8% 51.9%

Did Not Receive College Credit 54.2% 48.1%

Number of Credits Received

Indiana

Colleges

One 7.7%

Two 6.4%

Three 63.1%

Four 7.6%

More than Four 15.2%Pay for Credits

Indiana

Colleges

Students who paidor college credit

83.6%

Students who did not pay

or college credit16.4%

My supervisor allowed me to work independently while giving insight and advice as needed. This approach allowed

to me learn rsthand through actual experience while asking questions and learning from minor mistakes.

Fewer students receive academic credit for theiinternship experience in Indiana than the nationa

average, a possible reection of the fact that Indianaalso offers more paid internships. Over 80% of studentswho receive academic credit also must pay for thosecredits, a compelling statistic which further shows theimportance of paying a monetary wage.


19/25

LEGALITIES OF INTERNSHIPSThe employment law of hosting interns is both vagueand ambiguous. Most of the justice system in U.S.society is based on case law, decisions made by acourt upon interpretation of written law. There are fewcases throughout the United States involving internshipand labor, and therefore, little solid evidence about thelegalities of hosting interns. The Department of Laborsregulatory board made a ruling to help internshipcoordinators decide if their interns are employees(who require compensation) or volunteers (who do notrequire compensation.) The Six Prong Test is notedbelow. By denition, an internship program fails at

least two of the prongs. Thus, interns must be paid.

It has become customary for some interns to receivecollege credit instead of monetary compensation. Itis important to note that this practice has never beensanctioned or approved by any court or regulatingagency. However, there is no recorded evidence ofany sort of prosecution or penalties being applied.It is likely that regulatory authorities nd no purpose

in ceasing the practice as the long-term benet of

providing workforce education probably outweighs theshort-term impact of lost wages.

Nonetheless, there is little room in the regulationsfor programs that fail to provide either monetarycompensation or college credit. In Indiana, 5.6% ofinterns report failing to receive monetary compensationor college credit for their internship experience, ascompared to 11% nationally. In many cases, employerssimply do not understand the legalities involvedEmployers should be educated about the importanceof internship compensation.

Everyone knew I was there to learn and they took me in and gave me as much experience as possible.

THE SIX PRONG TEST

Whether trainees or students are employees of an employer under the [Fair Labor Standards Act] will dependupon all of the circumstances surrounding their activities on the premises of the employer. If all of the followingcriteria apply, the trainees or students are not employees within the mean of the [FLSA]:

1) The training, even though it includes actual operation of the facilities of the employer, is similar to thatwhich would be given in a vocational school;

2) The training is for the benet of the trainees or students;

3) The trainees or students do not displace regular employees, but work under their close observation;4) The employer that provides the training derives no immediate advantage from the activities of the trainees

or students, and on occasion his operations may actually be impeded;5) The trainees or students are not necessarily entitled to a job at the conclusion of the training period; and6) The employer and the trainees or students understand that the trainees or students are not entitled to

wages for the time spent in training.

U.S. Department of Labor. Employment Relations Under the Fair Labor Standards Act. WH Publication 1297. Reprinted August 1985.


20/25

OUTCOMESCollege Credit

Recipients

Indiana Colleges

Mean

I am now better prepared to

be employed within the feld.4.2

I was given a realistic preview

o the world o work.4.2

I established contacts that I

will network with in the uture. 4.0

The vast majority of Indiana interns were satised with their internship experience, with almost 75% of interns

reporting they would return to the host organization for another experience, and nearly 85% of interns reportingthey would recommend the experience to friends. The data also shows strong evidence that the internshipexperiences of students provides effective preparation for future full-time employment.


The best part of my internship was the exposure to the company and all the information I was given relating to

what my opportunities would be with the company as a full time employee.

84.7%

Yes

15.3%

No

WOULD YOU RECOMMEND YOUR INDIANA

INTERNSHIP/CO-OP,

TO YOUR CLOSET FRIEND?

35.4%

No64.6%

Yes

AS THE RESULT OF YOUR INDIANA

INTERNSHIP/CO-OP, WOULD YOU RETURN

TO THE ORGANIZATION FOR

FULL-TIME EMPLOYMENT?

73.7%

Yes

26.3%

No

WOULD YOU RETURN TO THEORGANIZATION IN INDIANA FOR

ANOTHER INTERNSHIP/CO-OP?


21/25

I think that an internship should be a part of the requirements for a degree, not just an option. Also, they should

try to promote them more in general. I had to ask my adviser and nd out everything for myself. My adviser should

have been the one encouraging me to take part in an internship.

CAREER CENTERS

Do you believe your university prepares

its students effectively to work at an

internship\co-op site?

IndianaColleges

Yes 87.2%

No 12.8%

The correlation between academic status and careercenter use is clear. The more advanced a studentis in terms of their academic progress, the morelikely they are to have utilized the services of careerservices. The issues students have with their career

centers are fairly common throughout the UnitedStates. There is a general disconnect in academiabetween career centers and student populations. Staffconstantly make themselves available to students, butthe students dont necessarily take advantage of theservices until they truly need them (junior and senioryear.) Universities need to ensure they are educatingtheir student population early about the career servicesofce, and the important role that the ofce plays inthe success of a students job search later on.

Have you visited your universitys career

center to gain information about taking

part in an internship or co-op?

Yes No

First

Year27.7% 72.3%

Second

Year38.5% 61.5%

Third

Year 50.1% 49.9%

Fourth

Year53.1% 46.9%

Fith

Year48.8% 51.2%

Following are student responses when askedwhat could your universitys career center do to

encourage students to seek internships or co-ops

directly through their ofce?

My experience with the universitys caree

center has been lack of diligence and promotion o

opportunities available to students. I accidently ran

across the site and sought further information at the

career center. I set an appointment but found ou

that she knew less than I did about the internshipand process of application. I didnt receive adequate

support and eventually subsided from my pursuit.

I am a freshman in college, so I have a long time

to get internships and co-ops; however I would like

to get my experience early so I can build on it. I have

not heard anything regarding internships or co-ops fo

either of my majors. It would be a good touch to receive

e-mails or newsletters that would inform me and othe

students who are having the same problem.

Post ads near the entrance of the building or a

elevators or doorways. They could send an e-mail for

a reminder. Classroom instructors should be engaged

in the process as well. I often nd myself too busy

studying for the next test or writing my next paper

Information like internships gets put on the back

burner! That doesnt mean its not important, it jus

means I could use some more helpful reminders.

Send out a list of services offered and the process

involved with each service. For example, you can

(service offered) by coming to the career center and

we will have you (process step 1) and then (process

step 2), etc.


22/25

I just plain DID NOT know about this offer from the university. I dont even know what to look for in an internship.

Basically, where do I start?

CAREER CENTERS (cont.)Lose the rigid adherence to antiquated notions of

academia. Higher education is a commodity, a service,

and industry -- nearly required to enter the workforce.

Beyond certain general education requirements, going

through the motions and pretentiousness of traditional

academia is fruitless to all but academicians, and is a

tremendous waste of student (and state) funding and

time.

I would have liked more training on the social and

cultural conventions of the workplace - my technicalskills are ne but I have a hard time knowing how to

address my co-workers, what is acceptable to wear,

whether its ok to answer a cell call while in my cubicle,

etc.

Have your counselor each semester remind

students that this is part of the program. Provide

examples of someone who has been through the

program to talk with students. Invite them along for

an hour or two hour shadow while they are doing the

internship.

Inform students of the benets of co-op/internships.

I had not heard about them until a professor told the

class about them. By making the information available

online at the campus web site students may be better

informed about openings.

Maybe have an INTERN 100 class, where

freshman would be placed at a local non-prot or for-

prot business that would sufciently prepare them for

their eld and if they are undecided, that could alsohelp them to nalize a major.

Place high value in the opportunity, provide mock

interviews, have faculty provide community contacts

for coops/internships to the ofce rather than sending

students out without direction, be realistic for non

traditional students.

I know a lot of students who had trouble nding an

internship that suited their needs. I think it would be

helpful for the university to advertise that they can help

the student nd an appropriate internship.

Find other students attending the university tha

have taken similar internship/co-ops. Most students

or even graduates would be willing to talk about their

experiences with those interested.

Investigate the companies or organizations wherewe can apply and help us decide the one that ts better

with our personal lives.

Offer classes and educate students on why

internships can be the best decision they will make in

their college career.

Let us know you are there and what services are

being offered by your department, and how you can

assist students in reaching their goals.

Tell or show students ahead of time what an

internship entails, so students can work on those skills

ahead of time and be more prepared.

Let students know how internships can diversify

their portfolio and how internships can create grea

opportunities for networking.

This is the job of academic advisors and the studen

should have some idea of what they should expect by

their junior year.

Continue to have students do career observations

in the workplace so they get a good idea of what their

future job could be.


23/25

BRAIN DRAIN

Comparison

Indiana

Colleges

Mean

National

Data Mean

There are job opportunities in my feld o interest. 4.50 4.49

Cost o living is aordable. 4.30 4.29

Housing costs are aordable. 4.26 4.24

There are opportunities to advance my higher education. 4.12 4.12

The geographic location is appealing. 3.84 3.94

The cultural and social scenes are appealing. 3.79 3.86I would stay in the state where my university is located ollowing graduation

i fnancial incentives could be secured and were tied to me staying.3.78 3.71

I would be more willing to stay in the state where my university is

located i I was aorded student loan orgiveness.3.71 3.6

I believe that there are sufcient job opportunities present in the

state where my institution is located.3.40 3.48

As a direct result o taking part in an internship or co-op, I would be more likely

to stay in the state where my university is located ater graduation.3.20 3.19

I will stay in the state where my university is located ollowing my graduation. 3.14 3.14

I believe that there are sufcient job opportunities present in the

city/metropolitan area where my institution is located.3.08 3.23

I have already decided to return home ater graduation. 2.75 2.75

Brain drain, or knowledge retention analysis, isimportant when evaluating the economic impact ofinternship and workplace education initiatives. Theresponses from Indiana college students revealinteresting information. Indiana students appear

just as likely to stay in the state when they graduatecompared to students from other states. There appearsto be a disparity in terms of the number of studentswho believe there are sufcient job opportunities near

their universitys location.

A common belief is that students make a decisionearly in their college careers to return upon graduation.However, in Indiana that does not appear to be thecase. It seems that students have not yet made up theirmind about returning home which is excellent news

in relation to future knowledge retention initiativesThe overall numbers for knowledge retention are inline with national data.

The open ended responses (a few are noted on page

22) uncover a pattern of opinions from students asthey relate to individual desire to stay in state upongraduation.

Students gravitate largely towards student loanforgiveness programs. Overall, students are lookingfor policy makers to create a more supportive networkthat encourages businesses to hire college studentsand connects students with those jobs.

Policy makers should use their relationship with the Chamber of Commerce to encourage businesses and other

organizations to pursue student internships by offering incentives to those businesses who can in turn compensate

their interns adequately.



24/25

BRAIN DRAIN (cont.)Create incentives for companies to hire recent

graduates. Finding an employer who is willing to hire

a recent graduate seems to be quite difcult. Pursuing

a higher education and graduating from any institution

of higher learning should have benets when nding

a job after a degree completion. Students put forth

a great deal of time and effort and have a strong

understanding that the key to a successful future is

through education; so some assistance from the state

where we reside would be of help and that would give

us an incentive to stay in that state, post-graduation. Also, if there were more assistance provided by the

state to receive a masters degree that would greatly

increase our opportunities to achieve a better place of

employment, place of living and income.

Not to sound materialistic, but with the economy

slipping like it is I am very afraid of how Im going

to pay my student loans. We are told we must attend

college or well have nothing to work with yet,

without incentives to stay, it just seems like were

digging ourselves into deeper holes. Were thousandsof dollars in debt before we even get a start in the

world. Its worth it to attend college I love college

but if I end up living on the street because I cant afford

my loan payments, Ill be wondering if it was worth it.

The debt burden of school loans will make it nearly

impossible to stay in Indiana. I will more than likely

have to move to another area just so I can afford to pay

my student loans, let alone put a roof over my head.

Additionally, to compete in todays job market, having

an undergraduate degree is not enough. Consider

grants and state-funded masters degree programs to

create even a better way for students such as myself

to stay in the state.

There needs to be more internship opportunities

in smaller communities in my state. Existing

organizations need to be willing to recruit interns on

smaller campuses. While the education is excellent on

those campuses, the opportunities to nd internships

and jobs from those campuses are extremely limited

and difcult to obtain. I have actually been locked out

of recruiting sessions on larger campuses.

As a political science major, with interest in foreign policy and international relations, I do not see very many

opportunities within a Midwest state. If the state would provide knowledge of opportunities, it would more entice

me to remain.


25/25

Indiana INTERNnet is an internship-matching program linking employers, students, h

schools, colleges and universities by providing both high-tech and high-touch support.

It is a powerful web-based searching, matching and reporting system coupled with perso

assistance, a toll-free hotline and resource materials focused on creating or expanding h

quality internship opportunities within the state.

A PROGRAM MANAGED BY THE INDIANA CHAMBER OF COMMERCE

115 West Washington Street, Suite 850S

P.O. Box 46926

Indianapolis, Indiana 46244

317-264-6862

866-646-3434 toll-free

www.indianaintern.net

Indiana Report Final 2009

Documents

Transcript of Indiana Report Final 2009