How to get a paid summer internship

Finding Paid Summer Internships Can Be Challenging but Well Worth the Effort

Paid Summer Internships:

When thinking about doing an internship for the summer you will want to consider the type of internship you want to do and the knowledge and skills you hope to gain from the experience. If you can find an internship that will pay you for your time and effort all the better but sometimes it’s just not possible to find a paid internship in specific fields such as nonprofit. Although I do encourage students to find paid internships. I’m also realistic and know that many unpaid internships provide extremely valuable experiences in fields that do not have the resources to pay their interns. Setting internship goals will put you on the right track and will provide you with a blueprint of what steps you need to take in order to achieve them.

Internships with Early Deadlines:

A number of the more competitive and popular internship programs require students to apply as early as October. If you are seeking an internship in a specific career field such as journalism. finance. or government. it’s important that you begin looking early to identify those who have early deadlines .

Where Can I Find a Paid Internship?

The type of organization usually determines if an organization has the funds to pay their interns. Depending on the specific career field, paid internships may or may not exist but for those students who are interested in working in a nonprofit organization the reality is that usually there are no funds available for paying their interns. Companies that offer paid internships create a win-win situation for both parties. Since money is considered a motivating force for most individuals, students doing a paid internship like to feel that they are contributing to the organization which may give them the motivation to work even harder. The old adage, “you get what you pay for”, can definitely be considered when employers demonstrate their appreciation for the contribution that their interns make to the overall success of the company. On the other hand, students often tend to take more initiative when their efforts are recognized and appreciated by supervisors and the company as a whole.

Large corporations, private companies, law and real estate firms are usually capable of offering paid internships or are able to offer some kind of stipend. Depending how they set up the pay structure, internships may be paid weekly or bi-weekly or the corporation may decide to pay out in a monthly or bi-monthly stipend. There are also times when an employer may decide to pay their interns in one lump sum upon completion of the internship. The key to finding paid internships is to begin looking early and to research a large number of internship opportunities that are currently available.

If money is an absolute necessity, you may need to be flexible in the type of internship and organization that you are looking to work for since most nonprofit organizations just don’t have the funds. Another thing to consider is that if you want a specific internship and it is unpaid, many students will combine their internship with a job in order to make the money they need over the summer. Also, look to see if there are any scholarships or funding available for students who are doing an internship in a specific area of interest, such as: scientific research, environmental, public health, and education.

Funded Internships:

If an internship is not paid there may be other ways to get the financial resources required by many students to do an internship. Students who need to make money for incidentals or to put some money away for the coming semester may find funding through organizations or foundations or perhaps there’s even funding available at your college through donations made by alumni, parents, or other groups that provide a scholarship or grant to students who want to do some experiential work that is connected to their major.

Private Corporations that Refuse to Pay:

For profit corporations that have the ability to pay their interns is a whole different story. According to the Federal Internship Guidelines set for by The U.S. Department of Labor. these organizations could be held liable for refusing to pay their interns. Unpaid internships preclude many college students from applying to some of the most valuable and competitive internships out there. Since making money over the summer is not only nice but is a necessity for many students, paid internships level the playing field by providing these opportunities to all of the talented and extremely bright students seeking a summer internship.

Student internships program overview hud

Internship Program

The Internship Program replaces the Student Career Experience Program (SCEP) and Student Temporary Employment Program (STEP). This Program is designed to provide students enrolled in a wide variety of educational institutions, from high school to graduate level, with opportunities to work in agencies and explore Federal careers while still in school and while getting paid for the work performed. Students who successfully complete the program may be eligible for conversion to a permanent job in the civil service. Additional information about the Internship Program can be found at www.usajobs.gov. Here are some key provisions of the Internship Program.

Eligibility

  • Current students in an accredited high school, college (including 4-year colleges/universities, community colleges, and junior colleges); professional, technical, vocational, and trade school; advanced degree programs; or other qualifying educational institution pursuing a qualifying degree or certificate.

Program Administration

  • The Internship Program is primarily administered by each hiring agency.
  • Agencies may hire Interns on a temporary basis for up to one year for an initial period, or for an indefinite period, to complete the educational requirement.
  • Interns may work either part- or full-time.
  • Each agency must sign a Participant Agreement with the Intern that sets forth the expectations for the internship.
  • Intern's job will be related to the Intern's academic career goals or field of study.
  • When the final Pathways rule takes effect this July, agencies will have to provide OPM with information regarding their internship opportunities and post information publicly about how to apply for specific positions.

Program Completion and Conversion

  • Interns may be converted to a permanent position (or, in some limited circumstances, to a term position lasting 1-4 years) within 120 days of successful completion of the program.
  • To be eligible for conversion, Interns must:
    • Complete at least 640 hours of work experience acquired through the Internship Program
    • Complete their degree or certificate requirements o Meet the qualification standards for the position to which the Intern will be converted
    • Meet agency-specific requirements as specified in the Participant's Agreement, and
    • Perform their job successfully.
  • Agencies may waive up to 320 of the required 640 hours of work for Interns who demonstrate high potential as evidenced by outstanding academic achievement and exceptional job performance.
  • In addition, students working in agencies through third-party intern providers may count up to 320 of the hours they work toward the 640 hour requirement.
  • Time spent under previous Internship Program appointments may count towards required work experience hours.

Recent Graduates Program

The Recent Graduates Program affords developmental experiences in the Federal Government intended to promote possible careers in the civil service to individuals who have recently graduated from qualifying educational institutions or programs. To be eligible, applicants must apply within two years of degree or certificate completion (except for veterans precluded from doing so due to their military service obligation, who will have up to six years after degree completion to apply). Successful applicants are placed in a dynamic, developmental program with the potential to lead to a civil service career in the Federal Government. The program lasts for 1 year (unless the training requirements of the position warrant a longer and more structured training program). Here are some key provisions of the Recent Graduates Program.

Eligibility

  • Recent graduates who have completed, within the previous two years, a qualifying associates, bachelors, masters, professional, doctorate, vocational or technical degree or certificate from a qualifying educational institution.
  • Veterans unable to apply within two years of receiving their degree, due to military service obligation, have as much as six years after degree completion to apply.

Program Administration

  • The Recent Graduates Program is administered primarily by each hiring agency.
  • Each agency must sign a Participant Agreement with the Recent Graduate that sets forth the expectations for the Program.
  • When the final Pathways rule takes effect this July, agencies will have to provide OPM with information regarding their opportunities and post information publicly about how to apply for specific positions.

Training and Development

  • Orientation program for Recent Graduates hired for the program.
  • Mentorship throughout the program.
  • Individual Development Plan to create and track Recent Graduates' career planning, professional development, and training activities.
  • At least 40 hours of formal, interactive training each year of the program.
  • Positions offer opportunity for career advancement.

After Program Completion

  • Recent Graduates may be converted to a permanent position (or, in some limited circumstances a term appointment lasting 1-4 years).
  • To be eligible for conversion, Recent Graduates must have:
    • Successfully completed at least 1-year of continuous service in addition to all requirements of the Program.
    • Demonstrated successful job performance.
    • Met the qualifications for the position to which the Recent Graduate will be converted.

Presidential Management Fellows Program

The Presidential Management Fellows (PMF) Program is a flagship leadership development program at the entry-level for advanced degree candidates. Created more than three decades ago, the Program attracts and selects from among the best candidates and is designed to develop a cadre of potential Federal Government leaders. Here are some key provisions of the PMF Program.

Eligibility

  • Individuals who have completed within the past two years, a qualifying advanced degree (e.g. masters or professional degree).
  • An individual may apply for the PMF Program more than once as long as he or she meets the eligibility criteria. However, if an individual becomes a Finalist and subsequently applies for the PMF Program during the next open announcement, the individual will forfeit his or her status as a Finalist.

Program Administration

  • The PMF Program is centrally administered by the PMF Program Office within OPM.
  • OPM announces the opportunity to apply for the PMF Program (usually in the late summer or early fall).
  • Applicants go through a rigorous assessment process to determine Finalists.
  • OPM selects Finalists based on an evaluation of each candidate's experience and accomplishments according to his or her application and results of the assessments.
  • PM publishes and provides agencies with the list of Finalists.
  • Agencies provide OPM with information about their PMF opportunities and can post PMF appointment opportunities for those who are Finalists on the PMF website year-round. In addition, a job fair is typically held for Finalists each year.
  • Finalists who obtain an appointment as a PMF serve in a two-year excepted service position.

Training and Development

  • The PMF Program Office provides newly hired PMFs an opportunity to participate in its Orientation and Training Program.
  • Senior-level mentorship throughout the program.
  • Individual Development Plan to create and track a PMF's career planning, professional development, and training activities.
  • Developmental opportunities in the occupation or functional discipline the PMF would most likely be placed.
  • At least 80 hours of formal, interactive training each year of the program, for a total of 160 hours.
  • PMFs are placed on a performance plan and must obtain a successful rating each year.

After Program Completion

  • After successful Program completion and job performance, the PMF may be converted to a permanent position (or, in some limited circumstances a term appointment lasting 1-4 years) in the competitive service.

Student Volunteer Employment Program

This program hires students to work in the Department as volunteers (in an unpaid capacity) for valuable work experience directly related to their academic field of study. Students may receive educational credit for their internship.

Eligibility

  • U.S. Citizenship is required.
  • Enrolled in at least half-time academic or vocational and technical course load in an accredited educational institution.
  • Be able to provide a letter of verification from your educational institution showing proof of current enrollment in school.
  • Requires formal agreement by student, the school, and HUD.
  • Work experience must relate to academic study.

For specific information on the Pathways Program, please contact OCHCO's Special Employment Programs Office on (202) 402-6838.

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Featured News

Adelaide and Brisbane will soon be welcoming TAGteach International. They will be providing certification for professionals in their TAGteach.

Primary school teacher jobs are opening in various areas in Australia as the school systems deal with the ageing of their teaching staff and.

The Hagley Farm School, located in north Tasmania, is over 50 kilometres from its nearest coast, but its status will soon be that of.

Latest Education Jobs

Education Jobs in Australia

As at 2011 there were 48,000 academic staff in Australian higher education institutions who in turn were supported by 61,000 non-academic staff, meaning that staffers servicing the education sector comprise upwards of 7.6% of the workforce.

Here we present a snapshot of three large sectors: secondary school teaching jobs, university jobs and Vocational Education Teaching jobs (VET).

Of these professions, school teaching jobs are highest at 117,600 (based on 2011 figures) of which 79% are full-time, working 42.9 hours a week and earning an average of $1450 weekly ($75,400 annually).

Despite the stress levels commonly associated with teaching, each year just 6.7% leave the occupation, which is less than half the national average.Full-time female teachers outnumber males 43.3% to 35.8% in other sectors.

In 2011, university lecturers and tutors clocked in at 45,600, of which 74% were full-time, working a 43.6 hour week. The number of university jobs has been on the increase since 2000-2002 when they hovered at 33,600 before jumping to 42,600 in 2003 and peaking at 50,400 in 2010. Full-time earnings come in at $1673 weekly ($87,000 annually).Annually, just 7.4% of these academic staff leave their vocation (compared with 14.2% across all occupations).

The third big sector is VET teaching jobs found at TAFE institutes and polytechnics, who number around 36,200. Full-time VETs comprise 63.5% of the mix and their average working week is 38.6 hours for which they earn $1450 ($75,400 annually) – on a par with secondary school teachers who work an extra four hours weekly. Each year just 7.4% of VETs take off to different industries.

Email Me The Latest Jobs

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Certified Financial Planner Course

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Current events in education archives the educator 039 s roomthe educator 039 s room empowering teachers as the experts

Preparing For Success: Helping Students Prepare For What Comes Next

I have two college-aged children, with my third a sophomore in high school. My husband and I, both teachers, planted the seed of ‘What do you want to be when you grow up?’ in all three of them early on. I remember playing blocks with my oldest and constantly saying things like, “Architects build!” or “Engineers create!” All three of our kids grew up knowing that college was a given and that they needed to be developing a plan as to what they were going to do with their lives to contribute to the world

Smooth Sailing to School Leadership: Transitioning from Teacher to Administrator

By Dawn Imada Chan Congratulations! You survived the grueling application and interview process, signed your contract, and can’t wait to take on your first year as a school administrator. Here are some tips to make the transition a productive one and sure to set you off on the path to success. Relationships, Relationships, Relationships Your first priority as a transitioning administrator is to start to build the foundation for strong relationships. The following suggestions can help you connect and start building those relationships: 1. Obtain a school yearbook to learn the names and faces of

How to Ace a Teacher Interview: Preparation and Passion

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Work for a Cause – Greenpeace

Tips from Twenty19 Expert to improve your Profile

Access to Tips to Get Internships Course

  1. Write a cheque or Go to any bank in your city and get a DD of Rs 499 made in favor of Excedo Market Services (India) Pvt. Ltd and payable at Chennai .
  2. Write your Full Name. Contact Number. your Twenty19 Account Email-ID and mention Expert Guidance at the back of the DD/Cheque in clear handwriting.
  3. Take a photocopy/scanned copy of this DD/Cheque for your reference.
  4. Send the DD/Cheque to this address:
    • Nivedita Bhardwaj
    • Twenty19
    • 3rd Floor, SIRE Mansion,
    • No. 621. Anna Salai,
    • Thousand Lights,
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U s department of labor wage and hour division whd fact sheet

Wage and Hour Division (WHD)

(April 2010) (PDF )

Fact Sheet #71: Internship Programs Under The Fair Labor Standards Act

This fact sheet provides general information to help determine whether interns must be paid the minimum wage and overtime under the Fair Labor Standards Act for the services that they provide to “for-profit” private sector employers.

Background

The Fair Labor Standards Act (FLSA) defines the term “employ” very broadly as including to “suffer or permit to work.”  Covered and non-exempt individuals who are “suffered or permitted” to work must be compensated under the law for the services they perform for an employer.  Internships in the “for-profit” private sector will most often be viewed as employment, unless the test described below relating to trainees is met.  Interns in the “for-profit” private sector who qualify as employees rather than trainees typically must be paid at least the minimum wage and overtime compensation for hours worked over forty in a workweek. *

The Test For Unpaid Interns

There are some circumstances under which individuals who participate in “for-profit” private sector internships or training programs may do so without compensation.  The Supreme Court has held that the term "suffer or permit to work" cannot be interpreted so as to make a person whose work serves only his or her own interest an employee of another who provides aid or instruction.  This may apply to interns who receive training for their own educational benefit if the training meets certain criteria.  The determination of whether an internship or training program meets this exclusion depends upon all of the facts and circumstances of each such program.

The following six criteria must be applied when making this determination:

  1. The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
  2. The internship experience is for the benefit of the intern;
  3. The intern does not displace regular employees, but works under close supervision of existing staff;
  4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
  5. The intern is not necessarily entitled to a job at the conclusion of the internship; and
  6. The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

If all of the factors listed above are met, an employment relationship does not exist under the FLSA, and the Act’s minimum wage and overtime provisions do not apply to the intern.  This exclusion from the definition of employment is necessarily quite narrow because the FLSA’s definition of “employ” is very broad.  Some of the most commonly discussed factors for “for-profit” private sector internship programs are considered below.

Similar To An Education Environment And The Primary Beneficiary Of The Activity

In general, the more an internship program is structured around a classroom or academic experience as opposed to the employer’s actual operations, the more likely the internship will be viewed as an extension of the individual’s educational experience (this often occurs where a college or university exercises oversight over the internship program and provides educational credit).  The more the internship provides the individual with skills that can be used in multiple employment settings, as opposed to skills particular to one employer’s operation, the more likely the intern would be viewed as receiving training.  Under these circumstances the intern does not perform the routine work of the business on a regular and recurring basis, and the business is not dependent upon the work of the intern.  On the other hand, if the interns are engaged in the operations of the employer or are performing productive work (for example, filing, performing other clerical work, or assisting customers), then the fact that they may be receiving some benefits in the form of a new skill or improved work habits will not exclude them from the FLSA’s minimum wage and overtime requirements because the employer benefits from the interns’ work.

Displacement And Supervision Issues

If an employer uses interns as substitutes for regular workers or to augment its existing workforce during specific time periods, these interns should be paid at least the minimum wage and overtime compensation for hours worked over forty in a workweek.  If the employer would have hired additional employees or required existing staff to work additional hours had the interns not performed the work, then the interns will be viewed as employees and entitled compensation under the FLSA.  Conversely, if the employer is providing job shadowing opportunities that allow an intern to learn certain functions under the close and constant supervision of regular employees, but the intern performs no or minimal work, the activity is more likely to be viewed as a bona fide education experience.  On the other hand, if the intern receives the same level of supervision as the employer’s regular workforce, this would suggest an employment relationship, rather than training.

Job Entitlement

The internship should be of a fixed duration, established prior to the outset of the internship.  Further, unpaid internships generally should not be used by the employer as a trial period for individuals seeking employment at the conclusion of the internship period.  If an intern is placed with the employer for a trial period with the expectation that he or she will then be hired on a permanent basis, that individual generally would be considered an employee under the FLSA.

Where to Obtain Additional Information

This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.

www.wagehour.dol.gov and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).

* The FLSA makes a special exception under certain circumstances for individuals who volunteer to perform services for a state or local government agency and for individuals who volunteer for humanitarian purposes for private non-profit food banks. WHD also recognizes an exception for individuals who volunteer their time, freely and without anticipation of compensation for religious, charitable, civic, or humanitarian purposes to non-profit organizations.  Unpaid internships in the public sector and for non-profit charitable organizations, where the intern volunteers without expectation of compensation, are generally permissible. WHD is reviewing the need for additional guidance on internships in the public and non-profit sectors.

North carolina state university internships amp co ops

Internships & Co-ops

Creating a competitive edge for students

In a world of intense global competition  employers prize graduates who have put academic theory into practice. Students who, in addition to stellar grades, have made the extra effort to learn and grow in their fields and who can hit the ground running.

To prepare our graduates to land the best jobs in the fields they’ve chosen, beginning freshman year, NC State offers co-op, internship, service-learning and other applied opportunities to students for on-the-job experience. These programs not only increase employability, they also let students explore their choice of majors or career fields, work with experienced professionals and state-of-the art equipment, develop communication skills and a knowledge of workplace cultures, earn money for college and develop more specific career and lifetime goals.

NC State offers many options for finding employment:

  • University Career Development Center links degree program students and alumni in all majors looking for jobs or internships. Employers in a variety of fields post openings through the ePack Program .
  • Human Resources maintains a searchable job opportunities database for students seeking internships or part-time jobs.
  • Cooperative Education at NC State helps qualified undergraduate and graduate students integrate their academic study with related, work-based learning. Students can work for up to one full year in a relevant occupation—learning firsthand what challenges professionals face in their chosen field and often earning credit toward professional certification.
  • NC State colleges provide internships and on-the-job opportunities through their own career development offices.
  • The Center for Student Leadership, Ethics and Public Service offers volunteer positions and internship opportunities for students seeking leadership experience with a service-oriented focus.
  • Fellowship Advising at NC State serves undergraduates, alumni and graduate students seeking opportunities for study, travel, research work and practical experience in the US and abroad.
  • Scholarships and Financial Aid maintains an online application system for students seeking part-time jobs.
  • Student Employment Services connects NC State students with on-campus job opportunities, often in a department or office relevant to their career goals.
  • Undergraduate Research provides undergraduates with stipends and other support as they conduct and present topical research alongside proven scholars, experts and professionals in their field.

Helpful Links

One of the largest co-op programs in the nation