The 'do's' and 'dont's'
of a successful internship

An intern program designed around professional growth benefits the students, participating agency and the leisure profession.

By Pat Sims

Once you select interns for your agency, what should you do with them?

In some agencies, the intern becomes an entry-level employee at little or no salary. Yet it seems more beneficial for park and recreation agencies to offer an on-site educational training program that helps transform students into professionals.

Selection criteria

Each intern should be selected after an application and interview process. The number of interns selected will depend on the size of the agency and the number of permanent full-time staff. For a medium-sized park district, three or four interns would be appropriate.

It is helpful to have one staff person designated as the intern coordinator. While the interns may have assorted persons to whom they report on various assignments, there should only be one person for grades, communications with the college advisor, intern concerns or perks when frustrations build.

This coordinator should spend a month designing an assignment packet with a personally tailored sheet for each intern. Assignments should be selected from staff suggestions made prior to the students' arrival.

Job assignments should play on the interns' strengths, giving them the opportunity to share their skills. However, several assignments should also be in areas completely alien to the interns' experience or background. These assignments then become an assimilation of the real world.

Special focus

If an intern's area of concentration is program management or administration, assignments could include working on a detailed research project, coordinating a special event, or developing a training manual or a calendar for promotional use.

In addition, students should gain exposure to other facets of the agency's operation. This could include learning to do payroll, annexations and the receptionist's duties; working with boards and committees; performing budgeting and computer operations, and understanding the work associated with landscaping, facility management and trash pickup.

Such experiences give students a complete picture about the workings of a park district. While many of the interns may never be employed as a receptionist or groundskeeper, they may be in a position to supervise such staff. Their knowledge about those positions will foster compatible staff relationships.

Seminars

Weekly group intern seminars are another way to achieve total inter-

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mingling with agency staff. Permanent full-time staff members present a seminar on a topic related to their jobs. Subjects could include publishing brochures and flyers, volunteer management and community involvement, swimming pool operations, affirmative action or working with the disabled. Students should also receive staff-prepared handouts on time management.

In addition, it is important to require intern attendance at board and staff meetings, and to give them the option of participating in functions sponsored by local community groups. Visits to other community recreational facilities, such as a YMCA, are also helpful.

Employment assistance

Time should be devoted to helping the intern search for a suitable job after graduation. Sessions on preparing resumes and mock employment interviews are possibilities. Agencies might also want to post vacancy notices.

ABOUT THE AUTHOR: Pat Sims is the volunteer coordinator for the Champaign Park District.

Illinois Parks and Recreation 41 September/October 1986