Information for Employers

Take advantage of the opportunity to enhance the educational experience of Shippensburg University students by offering an internship(s) through the John L. Grove College of Business Internship Program. Since its inception in 1972, our Business Internship Program has increased in the number of students participating as well as in the number of organizations offering internships.

To be included on our list of available internships, please submit an online Internship Placement Questionnaire. This information will be compiled and distributed to our students throughout the semester. If your organization is interested in sponsoring an internship, please contact the Business Internship Secretary, 324 Grove Hall, Shippensburg University, Shippensburg, PA 17257 or call 717-477-1140 or at bip@ship.edu.

Employer Requirements and Responsibilities

Submit a Business Internship Job Description Form for each internship position your company has available. Specify the hours, wage range, and responsibilities. Provide a clear job/project description for the work experience.

Internship are established under the following criteria:

• Positions may be established for the summer term (mid-May to late August), fall semester (late August to mid-December), or spring semester (mid-January to early May).
• Internship positions may be established on a part-time basis over the course of one or two semesters or the academic year.
• Three credit internships require a minimum of 120 work hours. Each credit hour requires 40 work hours. We currently have 3, 6, and 9 credit hour internships.
• Professional duties and responsibilities must be directly related to the student's major.
• Internship positions should be for pay except for opportunities with nonprofit organization.

Once the department chair approves your job description, we will send it to all students in that major who are eligible to participate. After your internship is approved, you will need to:

• Conduct student interviews at the worksite, on campus, or by telephone.
• Designate a staff member to provide sufficient supervision and make assignments appropriate to the student's education level.
• Provide a meaningful, practical experience that uses the student's educational expertise.
• Orient the student to the organization, its “culture,” and his or her work assignment(s).
• Assist the student in developing/achieving personal learning objectives, if applicable.
• Offer feedback to the student on a regular basis.
• Meet with the Faculty Advisor near the mid-point of the internship to discuss how the intern is doing.
• Complete formal written evaluations at the mid-point and conclusion of the work experience (the Internship Office will e-mail the evaluations to you).

Employer Benefits

• Provides a pool of prospective professional employees who are already oriented to your organization.
• Reduces high turnover of entry-level employees.
• Supplies competent temporary employees for work during peak demand, vacation replacements, or special projects.
• Exposes organizational personnel to current academic curricula and concepts.
• Increases the visibility of your company on campus when the intern returns to the classroom.
• Contributes to society by supporting and providing work experience and income for the next generation of professionals.

Must an Internship Be Paid?

If your organization is a for-profit business, the U.S. Department of Labor expects you to offer compensation. Many students work their way through college and often give up a paying part-time position to take an internship. Receiving some form of remuneration is appreciated. If your organization is non-profit, and unable to offer a regular wage, consider helping the student with a stipend or internship-related expenses such as parking fees, mileage, meals, and other fees incurred during their internship.

Unpaid student employment will not violate the Fair Labor Standards Act if it is a training program that meets the following criteria:

• The training should be similar to that given in a vocational setting.
• The experience is for the benefit of the student.
• Students do not displace regular employees.
• The site sponsor provides the training and receives no immediate advantage from the activities of students.
• Students are not necessarily entitled to a job at the conclusion of the training period.
• The site sponsor and student understand that the student is not entitled to wages for the time spent in training.

Many employers ask how much they should pay students. Pay for student interns last year in the Grove College of Business ranged between $8 and $24 per hour, with the average wage being $10 to $12 per hour.