Faculty Internship Guide

An internship is defined by the National Association of Colleges and Employers (NACE) as "a form of experiential learning that integrates knowledge and theory learned in the classroom with practical application and skills development in a professional setting" [1].

The CDI adheres to NACE’s belief that an internship should include the following:

• A learning experience with real-world opportunity to apply the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or replace the work that a regular employee would routinely perform.

• Learning skills and knowledge that are transferable to other employment settings.

• A defined beginning and end that is mutually agreed upon and consistent with institutional sponsor guidelines and schedules.

• A position description with clear responsibilities and required/desired qualifications.

• Clearly defined learning objectives/goals supportive of the student’s academic program goals and institutional requirements.

• Direct supervision by a professional(s) with relevant expertise and educational and/or professional experience who provides productive feedback, guidance, and the resources and equipment necessary to successfully complete the assignment.

In a competitive job market, having an internship can help set recent college graduates apart from other applicants. In fact, research shows that when choosing between two equally qualified candidates, employers often consider internship experience as the #1 factor in their hiring decision (NACE Job Outlook 2023). Additional benefits to having an internship include: 

• Acquiring industry knowledge 

• Understanding multiple aspects of an organization 

• Learning how to implement classroom knowledge in a professional work environment 

• Developing career competencies to help advance in future career 

• Expanding professional network 

• More positive post-graduation outcomes (more job offers, higher starting salary, etc.) 

The student is typically responsible for finding and applying for their own internship, with support from their internship coordinator or field office and the CDI. Recruiting timelines vary by industry; however, in general, students should begin searching at least 4-5 months in advance.

See our Internships page for student tips on finding and applying for internships.

Internships can be for credit or noncredit. Students who are pursuing an internship for credit must work with their internship coordinator to ensure that the internship meets the academic requirements and that the internship agreement and any additional paperwork is completed.

It is important for the student to remember that they are representing Winthrop University and their academic department at their internship site. All students should act in a professional and ethical manner and will be held to the provisions outlined in the Student Handbook (something that internship coordinators may want to reiterate).

The internship supervisor is responsible for overseeing the work of the student at the internship site. Ideally, this individual will serve as a mentor to the student, offering guidance and support. It is important for the supervisor to have knowledge and experience in the area in which the student is interning (e.g., if the student is assisting with brand development, they will ideally be supervised by a marketing coordinator or someone with experience in that area). The internship supervisor should provide regular feedback on the intern's work throughout the duration of the internship. It is recommended that the internship supervisor complete two evaluations - one halfway through the internship and one at the end.

The internship coordinator serves as the faculty liaison for a student’s academic program or major and facilitates the process for academic credit.

Typical responsibilities include:

• Maintaining a list of past internship sites.
• Meeting with students to discuss possible internship sites and/or referring them to the CDI for additional assistance.
• Managing paperwork (internship agreement form, liability insurance form, etc.).
• Serving as instructor of record for the internship course (syllabus, assignments, grading, etc.).
• Conducting an internship site visit (in-person or virtual) for each intern at least once a semester.
• Distributing midpoint and final evaluations.

Additional activities may include:

• Creating an internship page on department website with list of past internship sites (Website Example)
• Researching employers and internship opportunities in Handshake (for faculty access, email careerdev@winthrop.edu)
• Contacting the CDI for possible leads and conducting employer outreach (Sample Employer Outreach Email)
• Creating a departmental internship email newsletter or intern spotlights for social media.
• Attending quarterly Internship Council meetings convened by the CDI.

The Center for Career Development and Internships (CDI) is a valuable resource for those involved in the internship process, including students, faculty, and employers.

The CDI staff supports students in finding an preparing for internships through a variety of services, including:

• Resume and cover letter reviews
• Mock interviews and Big Interview (an AI-powered interview training platform)
• Job search and networking strategies
• LinkedIn navigation and profile optimization
• Internship board in Handshake (features thousands of internships)
• Biweekly Handshake internship newsletter (encourage students to check their Winthrop email for featured opportunities!)
• Career fairs and events
• Career Closet (free professional attire)

The CDI also meets regularly with employers to identify additional opportunities for Winthrop students.

All internships for credit require a written agreement. This agreement should articulate the responsibilities of the student, the employer, and the University. In addition, the agreement or an addendum should outline the performance goals expected of the student (see Policy on Experiential Learning).

The CDI developed a general Internship Learning Agreement Form that departments can use. (Some departments may have their own agreement forms or require additional paperwork.)

Each year, as part of Winthrop's commitment to the State Authorization Reciprocity Agreement (SARA), academic departments must report on all internships, practicums, clinical placements, and field experiences outside the state of South Carolina completed through a Winthrop course. Numbers are reported by calendar year (e.g., Spring, Summer, and Fall 2024) and must include the following: term, course number, student name, and organization and state. (Note: Remote work where the organization is out of state must be included as well.)

This information is collected by the Provost's Office each spring for the previous calendar year. To ensure timely reporting, internship coordinators should maintain an ongoing list throughout the year (see Sample Spreadsheet for numbers tracking).

Interns who have disabilities and need accommodations for their internship experiences should notify relevant parties of their requests as soon as possible. Students and faculty may consult the Office of Accessibility (OA). Accommodations listed in a student's OA Letter of Accommodation are approved for Winthrop coursework and classroom settings and may not be applicable to early clinicals, clinicals, field experiences, practicums, and internships.

Curricular Practical Training (CPT). Most international students at Winthrop University are on an F-1 Visa. This visa allows them to work up to 20 hours per week on campus but does not allow them to work off campus. To work off campus, F-1 students must apply for Curricular Practical Training (CPT). CPT is a work authorization that allows F-1 students to participate in practical training in their academic field after one year of full-time study. 

For an internship to qualify for CPT, it must be: 

• “an integral part of an established curriculum” (i.e., for course credit) and 

• “directly related to the student’s major area of study”

Employer’s Role. Employers who are unfamiliar with CPT may be hesitant to participate. However, typically, the employer’s only responsibility for CPT is providing a letter confirming the internship offer, including basic details such as job duties, start and end dates, hours per week, and location. All other aspects, including the CPT application process, are handled by the student in coordination with the International Center. 

Student’s Role. F-1 students who are offered an internship must apply for CPT through the International Center. This entails submitting the internship offer letter from the employer, ensuring the position aligns with their major, and following all guidelines set by the University and immigration regulations. The student is responsible for obtaining CPT approval before starting the internship (see eligibility requirements). 

International Center

218 Dinkins Hall
803/323-2133
international@winthrop.edu 

As a faculty member, you can support the career aspirations of your students and graduates and complement the work of career services offices on your campus. Unfortunately, helping students in their job and internship searches can sometimes raise unanticipated legal or ethical issues, especially when you are asked for student referrals. NACE's Faculty Guide to Ethical and Legal Standards in Student Employment is intended to provide you with guidance in areas that you may encounter in this regard. 

Title IX prohibits sex-based discrimination in all education programs, including internships. Students have the right to participate in internships free from harassment, discrimination, or exclusion based on sex, gender identity, or sexual orientation.

Title IX Violations

Title IX violations at internship sites may involve discrimination, harassment, or misconduct affecting the intern's work environment.

Supporting Students

Internship coordinators should regularly check in with students during their internships (e.g., 1:1 meetings, site visits, midpoint evaluations, etc.) to ensure a safe and positive experience. Encouraging open communication helps identify and address issues early on.

Reporting Incidents

If a student reports an incident, the internship coordinator must submit an Incident Report to Winthrop's Office of Title IX and ADA Compliance. Reports are on a need to know basis and can be submitted anonymously. Not all reported incidents rise to the level of a Title IX violation. The Title IX Office will review the report to determine whether an investigation is warranted, considering such factors as severity, frequency, and the impact on the individual’s ability to participate in the educational program or activity. Investigations of third-party employers will be conducted jointly by Winthrop and the internship site. For questions, contact the office.

Kevin Sheppard

Title IX Coordinator/ADA Compliance Officer
803/323-3928
titleix@winthrop.edu

Winthrop University, in conjunction with the State Accident Fund, provides workers' compensation insurance coverage for students participating in unpaid, off-campus internships for credit. This may include positions with small stipend through the University or college/department. Coverage is provided once the internship agreement is approved and the student is registered for the appropriate internship course (see policy on Experiential Learning).

Coverage is provided for all students as long as they are not compensated as employees by the company offering the internship. Internship coordinators are responsible for informing employers about this coverage and the procedures for filing claims in the event of a workplace accident. Each semester, the names of students in unpaid internships, along with the names of employers and internship dates, must be submitted to the Workers’ Compensation Administrator:

Katharyne Tedford

803/323-2392
tedfordk@winthrop.edu

It is the responsibility of the internship coordinator to make a reasonable appraisal of the safety and security of a workplace site. Student interns should be provided with the tools needed to be successful in the experience, including:

• A personal workspace. (This space should include the things the intern needs to successfully complete projects, such as a phone and computer.)

• An onsite orientation. (This should include a general safety orientation including company safety regulations and emergency procedures. Specific training on the hazards of the internship and how to do the job safely may apply.)

• A weekly meeting with a supervisor.

See Policy on Experiential Learning

Home-Based Worksites

Home-based worksites may be acceptable under certain conditions; however, at a minimum, all employers should be able to provide evidence that they are bonded, insured, and licensed or, in the case of positions with political candidates, provide evidence that they have filed for political office.

Virtual Internships

It is the responsibility of the internship coordinator to determine if virtual internships are appropriate for their students. The University strongly encourages students to have face-to-face connection with employers on a regularly scheduled basis. Each employer should be licensed, bonded; and insured and this material should be on file with the department/program internship coordinators.

Fair Labor Standards Act (FLSA). Internships can be paid or unpaid. However, unpaid internships may create financial challenges for students who need to pay for housing, tuition, and other expenses. 

Paid internships offer more equitable access to opportunities, particularly for low-income students (~40% of Winthrop students are Pell Grant-eligible), thus helping organizations to attract more qualified candidates. The National Association of Colleges and Employers (NACE) advocates for paid internships, citing more positive graduation outcomes for students, including higher post-graduation employment rates.

To avoid potential wage and hour issues, organizations should refer to the Department of Labor's Primary Beneficiary Test (Fact Sheet #71) to determine if an intern qualifies as an employee who must be paid minimum wage. (Note: Not-for-profit organizations and government agencies are exempt.) 

For organizations offering unpaid internships, alternative benefits may include: 

• Free or discounted housing, parking, and meals

• Reimbursement for expenses (e.g., mileage, per diem, etc.)

• Professional development opportunities (e.g., training programs, certifications)

• Networking opportunities to help students find job leads

• More flexible work schedules

Unpaid interns are not considered employees and therefore, if receiving academic credit, must be covered by Winthrop’s workers' compensation. 

As part of their onboarding process, some sites may require students to complete a background screening before starting their internship. If the internship site does not cover these costs, your departments can utilize our vendor Premier Biotech (statewide contract) to initiate a background check. If your department does not yet have an account, contact Winthrop HR below to create one (typical account setup time is 10 business days). Once an account is created, merchant links can be created for your department and/or student to purchase a background screening for $35 plus additional state/merchant fees (see order pricing and details). The standard processing time for most reports is 3-5 business days and results will not be shared with the internship site directly but will be made available for your department and student to share as needed. For more information, contact:

Office of Human Resources

803/323-2273
HRHelp@winthrop.edu 

Employers may choose to provide financial support in the form of scholarships or stipends to develop a dedicated pipeline of interns from a specific program or department. These funds not only enhance internship opportunities for students but also help employers build stronger relationships with academic programs while supporting talent development.

Employer-provided funds are typically deposited into a Foundation Account, managed in collaboration with University Advancement. These funds are then disbursed to student interns as part of their financial aid package through the Office of Financial Aid. This streamlined process ensures compliance with institutional and federal guidelines while providing financial support directly to students.

Departments interested in establishing an account should contact the Office of Financial Aid to initiate the process. To formalize the arrangement, a Deed of Giving will be created outlining the purpose and intent of the funds and the ways in which they are to be spent.

Internship credit is based on a minimum of 50 hours of work experience per credit hour. The number of required internship hours varies by program and major, but typically 50 hours of work is equivalent to one credit hour.

• 50 hours = 1 credit
• 100 hours = 2 credits
• 150 hours = 3 credits

Programs requiring students to complete full-time internships for a semester are exempted from the 50-hour per credit requirement (see Policy on Experiential Learning).

Hours and Timekeeping

Students cannot not begin counting their hours until the internship agreement is signed and approved by all parties (student intern, internship supervisor, and internship coordinator). The University does not retroactively grant credit for past experiences, and any hours completed prior to approval cannot be counted.

It is important that the student work with their supervisor to establish a work schedule that meets both the student and employer’s needs. Students should record their hours and submit their timesheets to the internship coordinator on a regular basis (weekly, biweekly, etc.) to ensure that they are on track with their hours (see Sample Timesheet).

Internship coordinators should arrange for an internship site visit (minimum of 30 minutes) for each intern, pursuant to University policy. If an in-person site visit is not feasible, the supervisor should arrange for a virtual site visit. Departments will reimburse faculty members for mileage to internship site pursuant to the University's travel policy.

An internship course, like any other academic course, should include a syllabus that clearly outlines expectations and requirements. This includes details such as projects, assignments, due dates, and grading policies. Depending on your program's size, the syllabus may be reviewed individually with each student by the faculty internship coordinator or used in an internship seminar. To assist with this process, the Center for Career Development & Internships (CDI) created a Sample Syllabus that internship coordinators may adopt.

Learning Objectives

At the beginning of the student’s internship, it is important for them to develop a set of learning objectives. This is best done in collaboration with their site supervisor so they can establish specific projects/assignments that will help them achieve each objective. As the faculty internship coordinator, you can then review the objectives and make suggestions as needed. It is helpful for learning objectives to be both academic - and career-driven as this will help the student begin to see and apply theoretical application and transferable skills (i.e.: gain a better understanding of the societal effects of a community garden in the Southwest area of Grand Rapids and develop public speaking skills).

Activities

Reflective assignments help the student connect what they are doing in their internship to the theories and concepts they have learned in the classroom. Active, intentional, and critical reflection is what helps to transform work experience into a learning experience (Sweitzer and King, 2018). Examples of assignments include: 

• Weekly journal entries (structured prompts or unstructured freeform) 
• LinkedIn post
• Vlog (e.g., 45-60 second “Day in the Life of an Intern” video) 
• Portfolio showcasing work samples, projects, and learning outcomes 
• Reflection paper 
• Poster or oral presentation on internship experience

Interns should receive regular feedback from their internship supervisor as part of their professional development. As such, internships should include a mid-point and final evaluation to assess the student and supervisor’s experience and ensure that the performance standards and learning outcomes are being met. Evaluations should be distributed upon completion of approximately half and all required internship hours. The Center for Career Development and Internships developed standard evaluation forms that departments can use.

Sample Mipoint Evaluation Form (coming soon)

Sample Final Evaluation Form Form (coming soon)