Intern handbook template




















Rather than worrying about inconsistent training experiences or "word of mouth" directions, volunteers and staff have a handbook that helps them succeed.

When you include communication methods and contact information, you also decrease the amount of "baton-passing" it can take to answer a volunteer's question or organize schedules. A volunteer handbook empowers people to do their best work via direct access to the people they work with.

When writing a handbook, it will be essential to consider your audience. You might have young volunteers, family volunteers, and older volunteers. With the latter, it's especially important to speak to them respectfully without using cliches or stereotypes.

Depending on the size and sector of your nonprofit, your handbook will vary in size and breadth. Each nonprofit is different and has its own structure, so there's no one table of contents for your volunteer handbook.

However, many nonprofits, both small and large, use handbooks that include items such as:. Often volunteer handbooks include many more items than listed here. For instance, the National Wildlife Foundations includes sections on record management, dress code, attendance and time, minimum hours required, training, evaluation, recognition, conduct, smoking and drugs, safety and liability, reimbursement of expenses, safety and security, sexual harassment, and conflicts of interest.

The list above is just a starting point for your nonprofit; in no way is it the only format you can choose. Nonprofits can make a full handbook version, or they can take more of a volunteer "orientation" approach. An orientation handbook may focus only on the roles and tasks volunteers will be performing for your organization. These descriptions could be customized to each position or could serve as a general orientation handbook that all volunteers receive.

Orientation can also include videos volunteers can access remotely, or a group or individual meeting. Some nonprofits may need to include additional sections in their handbooks, such as reimbursement guidelines or emergency evacuation procedures.

There may also be some legal or insurance disclaimers to include, such as injury liability information and information about your state's "Good Samaritans Law. The beauty of a volunteer handbook is that it doesn't have to be complicated.

You can use existing training documents or discussions between staff and volunteers to decide what to include. You can also use other nonprofits' handbooks as an outline but don't copy! Also, keep in mind that your handbook doesn't have to be perfect; it's OK to start with a first edition and upgrade as you expand.

The key is just to get started. Using Microsoft Word or Google Docs, one of your volunteers or staff members can select professional manual templates, brochure templates, or just use a basic document. To make it easy to browse, however, try to include:. You can brand your handbook to match your organization's colors, fonts, and image style.

Make your handbook as clear, organized, and concise as possible. Once you've got your first handbook edited and ready to go, you can either print it or create an online PDF for your website. There should be exit procedures set in place such as a performance review or an exit interview.

You can even have portfolio preparation if the internship is in the creative field. You should consider having an evaluation halfway through the internship for 3 reasons:. During a performance review or exit interview is the best time to discuss or offer an intern an ongoing or full-time position at your company. You want to create the best internship you possibly can so you should allow the interns to reciprocate.

Provide interns with a survey or interviews to give critique of the internship. In this section, you should also include the termination process and description of the last day of work for the intern. If you are ever wondering if your internship was successful, ask yourself these questions from our Internship Program Template :.

You can also download our Internship Project Evaluation Scorecard to use as an evaluation tool. The frequently asked questions section is important for saving time. Put general commonly asked question for any company like payroll questions but try to put as many minute questions that are specific to your company.

For example, if your company uses I. You would want to have a question addressing what to do if you misplace or lose your I. If your company uses any company-wide software or tools, you should include basic information including how to access or login and who to contact for additional support or training. You may also want to include a company related glossary if your team uses specific terms or abbreviations that an intern would not be familiar with.

In addition to these resources, if your company does background checks on interns, you want to explain the process and what is needed to complete the check. If you intend to give a full-time position to an intern at the end of the internship, consider if you want to have service credit.

Service credit is allowing the time as an intern to be included in their time as an employee. When the intern starts as a full-time employee, it seen as a continuation rather than a new employee to the company so the hours you accumulated as an intern count towards time off. At the end of the day, writing all the material for your internship can seem overwhelming and tedious. Having a Micro-Intern take on this project is one way to lessen the time burden on you and your team — y ou likely already have much of the content written and need assistance curating, editing, and formatting the document!

Complete the form below to access a downloadable template for creating an Internship Handbook. When you need help managing your workload, hiring an intern can be a low-risk and affordable way to get extra help with the fundamental tasks in your organization.

But creating a program to hire, train, and manage interns can be time consuming and confusing. This page will give you best practices on planning an internship, hiring the best internship candidates, bringing college students and recent graduates up to speed, managing interns and giving them feedback, plus everything else you need to start getting work done and building a talent pipeline from successful interns.

Internships for Employers is divided into 4 main sections:. The three most popular reasons to hire an intern or start an internship program are:. Often all three reasons are important for starting an internship program at your company. To help determine whether you need an intern and develop a business case for starting an internship program, download our fill-in-the-blank Business Case for Hiring Interns Template. A typical summer internship is 3 months long, with hours of work each week.

However, more companies are offering internships throughout the year and even year-long internship engagements. If you have too much work, you should scale up and hire multiple interns. Consider a Micro-Internship. Unlike a traditional internship, Micro-Internships typically range from 5 to 40 hours of work and provide you with on-demand flexibility.

Every college student has a unique background, so before you look to fill an internship position, you need to determine its scope. An internship can range from complete focus on one extended project to helping out with each area of your business. However, when an intern is spread too thin between multiple departments, they might not have the depth to make meaningful contributions in every area.

Thus you need to determine what assignments will give you and your intern the best experience before thinking about hiring. One decision you need to make about your internship is whether or not it will be paid. We firmly believe all internships should be paid, and the US Department of Labor firm agrees. If you are a for-profit company and you do not pay your intern, you must adhere to the guidelines listed by the Department of Labor Wage and Hour Division fact sheet For more information on creating an internship program, view our Internship Program Templates.

The first step to finding a great intern is to perfect your internship job description, get a free internship job post template here! There are many ways to recruit interns to your program. Most universities host career fairs throughout the school year which attract students looking for full-time, part-time, internships and freelance projects.

On Parker Dewey, your Micro-Internship opportunities specifically reach current college students from U. The time of year can impact many aspects of your internship program. For summer internships, you should make a hiring decision up to 6 weeks out due to heavy competition and to afford the student time to find short-term housing if needed. Many universities offer summer intern housing just for out of town students. Covering relocation or temporary housing costs can help attract interns to your position and make your position more accessible for students from less privileged backgrounds.

Another alternative to attract a diverse selection of qualified interns while reducing costs is to host remote internships. Summer is not the only time for interns! For internships taking place during the academic year, you will need to understand availability around class schedules. If you need someone at the same time every day, you may be better suited to look for a college graduate instead of a current student. Find out why Lynn Carroll says year-round Internship programs are a smart move!

Unlike a full time position, internships are low risk, so fewer team members need to be involved in the hiring process. Typically, interns speak to a team member they will be working closely with and meet with the hiring manager.



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