Interning with the League of Women Voters:

What are the benefits? What is the value?

LWVUS Young People’s Taskforce

Young people intern for many reasons.

• Looking to be part of reputable organizations • Resume building• Networking• Internships = Jobs (even if they aren’t with the

League)• Looking to make a difference

What do interns bring to the League?

• Energy!!• Fresh perspective• Expansion of the League’s network• Peer to peer engagement

What can the League do for potential interns?

• Help train the new generation of civic leaders

• Expand professional network

• Build resume• Educational

opportunity▫ Reinforcing college curriculum

LWVUS summer 2013 interns had the opportunity to meet Rep. John Lewis at an

event in Washington, DC.

An Intern is NOT:

• A one time volunteer• Just administrative support• An acceptable replacement for an employee• Left without supervision or mentorship• Just technology support

An Intern IS:

• A great addition to our democracy building team

• A potential future League volunteer, member, leader

• A source of new ideas, energy, enthusiasm

Legal issues to consider:

•Laws vary state by state▫ know the requirements before you bring on an intern

•Federal regulations primarily cover for-profit organizations▫ They are still good guidelines for Leagues

Department of Labor requirements for unpaid internships

The following six federal criteria must be applied:

•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;

•The internship experience is for the benefit of the intern;

•The intern does not displace regular employees, but works under close supervision of existing staff;

Department of Labor requirements for unpaid internships:

• 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;

• The intern is not necessarily entitled to a job at the conclusion of the internship; and

• The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.

Create a clear job description.

• Outline what you are looking for so you attract the right candidates▫ Clarity will help to manage expectations from the start.

• Be flexible ▫ If there isn’t someone for the precise project, is there another project that an intern could help with?

How do we find interns?

• Advertising on college/high school campusesNewspapers, radio, listserves, in specific departments, etc.

• Advertise at your events (sign up sheets specifically for intern opportunities)

• Idealist.org

Advertising for interns

BE SPECIFIC! – Give as many details as possible. Let prospective interns know precisely what the League is offering.

BE HONEST! – Do not over state the goals of the internship. If it’s primarily an administrative internship, advertise it as such.

Beyond the political science department:•Other fields that interns could work in

▫Environmental Sciences▫Women’s Studies▫History

•Consider the specific projects the League is working on and choose an intern whose interests match those projects.

The interview process:

• Short: 15-20 min over the phone is enough

• Straightforward: If you cover most of your expectations in your ad, you don’t need to get bogged down in details

• Flexible: An interview does not guarantee an internship; you can say no.

Things to cover in an interview:

• Availability• Interests• Knowledge of the League

• Example questions:▫ What specific skills do you want to learn from this

internship?

▫ What three words best describe you?

▫ Give me an example of a project you’ve worked on in a leadership role and you were really proud of the outcome.

Getting StartedThe supervisor and the intern must:

•Create a schedule with consistent hours, start and end dates•Develop project goals •Create a check-in system•Outline expectations for BOTH the supervisor and the intern (consider an agreement/contract)

Level of Supervision

• Who is responsible for the intern?▫ Manage expectations▫ Emerging leader position

• Member availability▫ Ensure ahead of time that League members will be

available

• Interning is a learning experience ▫ Mentoring▫ LOTS OF FEEDBACK▫Give them a voice!

Giving interns a voiceAs interns gain experience create opportunities growth:

•Allow them to speak to a group of student voters•Organize their own project•Write their own blog pieces/Voter ArticlesGive substantive opportunities and recognize their efforts.

On site internships

• Interns need to be mentored, they cannot just work on their own.

• On site internships tend to works best▫ Consistent supervision, interaction▫ Easier check-ins▫ More mentoring opportunities

Off site internships

• Require:▫More organization

Agreed upon project goals, intern journals, etc.

▫Intentional monitoring Planned calls, regular email check-ins, etc.

▫Strict scheduling Monthly, weekly or daily itineraries

Ensure a quality experience

People are very good at networking among their peers: they will share information about their internship.

+ Positive internships = ▫Positive feedback spread through the intern’s network▫New expertise ▫New links to the community▫New members

Ensure a quality experience

A bad experience for one intern can have ramifications well beyond that single internship.

- Negative internships = ▫Negative feedback spread through the intern’s network▫Loss of partnership opportunities▫Damage to the League’s reputation

Course Requirements

Most internships for course credit require:

•Paperwork- specific details of the internship•Check-ins- proof that requirements are met•Reviews- final review of the intern/experience

After an intern leaves:

• Get feedback on their experience▫ Ideas for making the experience better▫ Testimonials

• Maintaining consistency in work flow • Transition from one intern to the next• THANK THEM! –publically if possible• Keep the intern in your circle! 

▫ Invite them to League events▫ Give them a gift membership for a year▫ Include them!

Questions?

For More Information:

Contact the LWV Young People’s Taskforce 

Co-chair: Amy Hjerstedt amy.hjerstedt@gmail.com Co-chair: Melissa Currence currencem@gmail.com LWVUS Internship Coordinator: Shauneen

Groutsgrout@lwv.org