VIRTUAL INTERNSHIP PROGRAM

Transcription

1 VIRTUAL INTERNSHIP PROGRAM Employer Playbook What can a virtual intern do for you?

2 INTRODUCTION: VIRTUAL WORK FOR THE REAL WORLD As technology advances to accommodate the 24-hour business cycle, telecommuters, remote employees, and virtual workforces are becoming much more commonplace. Employees and employers alike appreciate the benefits of the virtual work model. Employees enjoy the increased flexibility and autonomy. Employers enjoy the reduced overhead, the opportunity to hire the best talent regardless of location and the ability to maintain a larger workforce at a lower cost. Additionally, as an increasing number of tech-savvy millennials enter the workforce, the virtual workspace offers Hoosier employers an opportunity to hire qualified interns who are already comfortable with the technology required for remote work. WGU Indiana created this virtual, project-based intern program to help our talented students gain valuable work experience, and to give Hoosier employers an opportunity to work with qualified interns who are not bound by semester timetables. By hiring virtual interns, employers encourage innovation and continued education in their own workforce, and help grow Indiana s economy. GOAL OF THIS PLAYBOOK The goal of this playbook is to serve as an employer s guide to WGU Indiana s virtual internship program. It will help you identify the types of projects best suited for this program, establish communication standards and a management structure for virtual interns, and help your organization get the most from the virtual internship experience. Grow Indiana s economy and encourage innovation and continued education by hiring virtual interns. 2

3 THE BENEFITS OF VIRTUAL INTERNS While all internships offer an opportunity for your organization to work with a potential employee, reduce recruiting costs, and infuse your staff with fresh ideas, virtual interns from WGU Indiana are: Geographically versatile hire from anywhere in the state Available to begin internships any time of year, independent of semester timetables Cost-effective save money on overhead/facilities expenses Proven to be self-motivated, resourceful, and skilled at time management, prioritizing, and meeting deadlines Comfortable with technology required for remote work WGU Indiana students have proven themselves to be: Self-motivated workers Skilled at time management Capable of regularly meeting set deadlines Adept at balancing work, life, family, and school commitments 83% of managers say telecommuting will continue to rise over the next 5 years. From Fortune Magazine, February

4 STRUCTURING A PROJECT-BASED VIRTUAL INTERNSHIP Interns can be a great asset to your staff and increase productivity. To help you get the best results from an internship, and to determine if a virtual intern is the best choice for your organization, consider the following: WHICH OF OUR UPCOMING PROJECTS ARE BEST SUITED TO AN INTERN? Consider which tasks can be performed by an intern. NOTE: Assigning only repetitive or menial tasks may not produce desired results. Interns are motivated, eager to learn, and need practical experience which includes challenging work. CAN THOSE TASKS BE COMPLETED REMOTELY? What tools will a virtual intern need to complete this work? What proprietary and confidential issues need to be addressed in the internship agreement? Are there any potential issues that could arise from remote communication? CAN WE ACCOMMODATE A REMOTE INTERN? What platform will we use for file-sharing ( , a third party solution like Dropbox, etc.)? Are we equipped for videoconferencing for face-to-face communication, and which platform will use FaceTime, Skype, etc.? Does the intern have videoconferencing capabilities? Will the intern require a company address or login to access the necessary files, etc.? Are there any potential compatibility issues between our system and the intern s personal computer? How will we ensure system security? HOW LONG WILL WE NEED AN INTERN? Estimate the time required to complete the project, then add additional time for the intern s learning curve and project complexity as necessary. (Interns will need to know the duration of the internship before they begin work.) NOTE: Indiana s INTERNnet can guide you through these considerations during the job posting process. WILL THE INTERNSHIP BE PAID OR UNPAID? Ensure that your internship compensation plan is in compliance with Department of Labor regulations. ( NOTE: Indiana internships range from unpaid to more than $20 per hour. According to Glassdoor.com, pay for Indiana interns averages $10 $12/hr. Pay rates vary depending on whether the work is professional, technical, or low-skill, as well as on previous experience possessed by the intern. WHAT QUALIFICATIONS WILL OUR INTERN NEED TO POSSESS? What level of education should the intern have completed? Will the project require the intern to have any special knowledge or skills? Will previous work experience be required? If so, how many years? WHO WILL THE INTERN REPORT TO? Who will be the intern s supervisor/primary point of contact? How accessible will the supervisor be to answer questions, provide guidance, etc.? Is the supervisor prepared with the necessary managing/mentoring/coaching skills? 4

5 HOW FREQUENTLY WILL THE SUPERVISOR BE IN CONTACT WITH THE INTERN? Will communication occur on a set schedule, e.g., every Monday at 11a.m., or only as needed? NOTE: Engaged employees have been proven to be more effective as with on-site employees, it is important to build a rapport. Frequency of contact is often more important than duration of contact. Will there be daily or weekly progress reports? Will the intern participate in regular team meetings? HOW WILL THE INTERN S TIME AND PROGRESS BE TRACKED? Will the intern need to turn in physical time sheets, log into a company time system, etc.? Will the intern s project require regularly scheduled progress updates throughout the process, or will they only submit status updates as needed? HOW WILL THE SUCCESS OF THE INTERNSHIP BE MEASURED? Number of projects completed, increased productivity (e.g., higher sales, higher click-through rates, more customers served, increased client satisfaction), etc.? WILL THIS INTERNSHIP LEND ITSELF TO FUTURE HIRING? Will the internship provide a quality opportunity to evaluate a potential employee? Will the internship help expand the pool of potential candidates for future positions? Will the internship help clarify which positions need to be created or permanently filled? 5

6 RECRUITING INTERNS The Indiana Chamber of Commerce offers an ideal resource for finding and recruiting virtual interns: Indiana INTERNnet ( Indiana INTERNnet serves as a one-stop shop for Hoosier employers to find and hire candidates for their virtual internships. It provides an easy-to-use platform to post job opportunities and receive applications from a wide talent pool. (Currently more than 6,000 companies and 14,000 students are registered on the site.) Using Indiana INTERNnet is quick and easy. Simply create a free Employer Profile, provide a brief description of your company, and post positions as needed. Then you can search student profiles and receive applications whenever they are submitted. Tips for using Indiana INTERNnet: 1. To attract the right candidates, include the word virtual in your internship details. 2. While making your hiring selection, you can hide information for eliminated applicants. 3. Save applications of hidden candidates for future internship opportunities. 4. Once you ve selected a final candidate, log in to your account and mark the position as filled to close the job offering. 6

7 INTERVIEWING VIRTUAL INTERNS In some ways, interviewing candidates for virtual internships is similar to interviewing on-site candidates building a rapport, determining the candidate s skill level and potential to succeed as part of your organization, etc. The primary difference with virtual candidates is that the interviews are best conducted via videoconference. Before the interview, ensure that both you and the candidate have the necessary technology and that all systems and devices are functioning properly. IMPLEMENTING A PROJECT-BASED INTERNSHIP Once you ve finalized project details and selected your ideal candidate, you are ready to go. Below are a few tips and reminders that can help make the internship process go smoothly. 1. Provide the intern with some context for the project they will be working on: a. Why was the project needed? b. How does the project fit into the company s current objectives? c. How will completion of the project benefit the company? 2. Ensure that the intern has all permissions, access, etc., necessary to complete the project. 3. Share any resources, databases, etc. the intern might need to consult while working on the project. 4. Review project requirements with intern: a. Process deadlines within the project, (e.g., due dates for first draft, second draft, etc.). b. Project parameters (e.g., necessary programming functionalities, sales targets, patient outcomes, project results, etc. as applicable). 5. Discuss reporting structure and expectations, such as: a. Frequency of required status updates. b. Schedule for any regular meetings/videoconferences. c. Due dates for any required presentations. d. Identify who the intern should contact with their questions/concerns, and who must approve progress as the project is completed. Over the last year, Forbes 2016 Top 100 Companies indicated a 36% increase in virtual job listings. IT positions moved up four spots from number five to number one. From Forbes, January

8 VIRTUAL ORIENTATION Effective orientation lays the foundation for a successful internship, reduces turnover, and can even improve project outcomes. One key to successful virtual onboarding is conducting the orientation via videoconference rather than teleconference. You may want to include the following in your virtual onboarding: Company mission, vision, values, and strategic goals Company history Significant events impacting the company or clients Organizational charts, indicating intern s reporting structure Access to shared drives and other required technology Troubleshooting resources Introductions to manager, team members, etc. Company policies and procedures Review and sign the Virtual Internship Agreement (See Appendix A) ONBOARDING TIP: Create short YouTube videos of your onboarding steps. This will allow new employees to review the information as needed without requiring their supervisor s time. SELECTING THE RIGHT SUPERVISOR While interns from WGU Indiana often have more life experience than other interns, they are still learning. Both the company and the intern will have a better experience if the mentor assigned to work with the intern is able to: Coach the intern and provide constructive feedback Provide clear direction, then give the intern the autonomy to complete the task Communicate well both verbally and in writing Be accessible, particularly as required by the terms of the internship agreement Recognize that contentious issues should be handled via videoconference, not Be friendly, listen attentively, and treat others with respect Include the intern in meetings, discussions Mentor the intern to help them gain valid, practical work experience The value of an engaged employee cannot be overstated. The more an employee feels personally valued and that their work is important, the harder they will work to find creative solutions to the tasks before them. 8

9 INTERN EVALUATION Just as performance evaluations are used to develop and monitor employee growth, evaluation is also an important tool when working with a virtual intern. A mid-point evaluation can help ensure that projects stay on track. A sample evaluation form can be found in Appendix A. You may want to share the evaluation form with the intern during onboarding to help clarify expectations. (As with interviews and orientation, evaluations are best conducted via videoconference.) You may also want to seek feedback from your virtual intern to help you fine-tune your process for future internships. INTERN PROJECT CLOSURE If you do not decide to hire your virtual intern as a full-time employee, it is important to completely close out all completed projects at the end of the internship. Ensure that your organization has all necessary files, drafts, etc., of the intern s work for future reference, reproduction, or use in other projects. Additionally, while the end of a virtual internship does not lend itself to a traditional office celebration, it is important to recognize the intern for their contribution and to show your appreciation. You can do this by sending a thank you note, offering to write a letter of recommendation, or offering to serve as a work reference. 9

10 FREQUENTLY ASKED QUESTIONS WHERE CAN I FIND EXAMPLES OF SUCCESSFUL VIRTUAL INTERNSHIPS? The best resource in Indiana is There you can find examples of other employers postings, watch helpful videos, and access tools created to help employers post their internships. DOES STATE LAW REQUIRE THAT I PAY MY INTERNS? There are strict state guidelines regarding pay for interns. The best way to verify that an unpaid internship will be in compliance with the Department of Labor s Fair Labor Standards Act is to visit and review the information found there. WHERE SHOULD I POST MY INTERNSHIP OPPORTUNITY TO ATTRACT THE MOST QUALIFIED APPLICANTS? Indiana s INTERNnet serves as a clearinghouse to connect Hoosier employers and students. This valuable resource provides a step-by-step process to help employers post internship opportunities and connect with quality candidates. To ensure you attract the right applicants for virtual internships, be sure to use the word virtual when indicating the type of position you are offering on the Internship Detail Page. WHAT ARE THE MOST COMMON CHALLENGES OF VIRTUAL INTERNSHIPS? The two most common challenges employers have during the virtual intern process are communication and supervising: Communication Virtual internships are much more successful when a plan for regular communication is established before an intern is hired. Effective communication is key to the success of remote work. Without a communication plan, it is easy for misunderstandings to take place and due dates to be missed. The absence of non-verbal communication that automatically come with face time is another common challenge. This is where videoconferencing becomes particularly valuable. It facilitates the building of rapport, and allows you and your intern to get a better sense of each other. Supervising A virtual intern requires a high level of trust between employee and supervisor. And while autonomy can be beneficial, it can also become problematic if expectations aren t carefully laid out and mutually agreed upon in the orientation process. An engaged intern who feels their work is valued is much more likely to be productive, submit quality work, and meet deadlines. WHAT TYPES OF VIRTUAL INTERNSHIPS HAVE BEEN MOST SUCCESSFUL? Any aspect of your business that does not require an onsite presence can make a successful virtual 10

11 internship the key is preparation. Appendix B provides sample internship postings and project outlines that can help you get started as you decide how you want to structure your internship. ARE THERE BETTER AND WORSE TIMES OF THE YEAR TO RECRUIT VIRTUAL INTERNS? WGU Indiana students are not tied to a traditional semester schedule and pursue their degrees year-round. This allows them to be available for internship opportunities at any time throughout the year. CAN HIRING INTERNS HELP WITH RECRUITING FULL-TIME EMPLOYEES? According to a 2015 study conducted by Michigan State University s Collegiate Employment Research Institute, more than 50% of interns are being hired as full-time employees. DO VIRTUAL INTERNS EARN ACADEMIC CREDIT FOR THEIR INTERNSHIP EXPERIENCE? Many do, although it can vary by specific program. Often, students returning to school to facilitate a career change are most interested in the practical work experience. HOW MANY HOURS PER WEEK WILL THE STUDENT DEDICATE TO THEIR INTERNSHIP? The average intern works between hours per week. You and your intern will determine their specific hourly expectation when you complete the Virtual Internship Agreement (see Appendix A). ADDITIONAL RESOURCES For more information about internships, in addition to the tools provided in this playbook and the resources you can find on Indiana INTERNnet, please visit: The National Association of Colleges and Employers The National Society for Experiential Education US Department of Labor Indiana Commission for Higher Education Indiana Career Counsel 11

12 Appendix A Forms VIRTUAL INTERNSHIP AGREEMENT Internship Title: Intern Start Date: Company Name: Company Address: Agreement Dated: Stop Date: STUDENT INFORMATION Name: Address: Cell Phone: College Affiliation: Please initial to confirm the following requirements: 1. I have the capacity and willingness to correspond via text. 2. I have a home computer with broadband Internet. 3. I have a computer camera for videoconferencing. SUPERVISOR INFORMATION Name: Title: Office Phone: Cell Phone: Address: MUTUAL EXPECTATION Internship Project Overview: Hours required, if applicable: Day/Week/Month Compensation: Yes/No Amount and Terms: Tracking and progress reporting: (explain below or attach copies of forms) Daily/Weekly/Monthly Outcomes expected by the employer: 12

13 Appendix A Forms COMMUNICATIONS EXPECTATIONS Intern questions should be directed to: Contact Preference: Office Phone/Cell Phone/ Additional Comments: Responses may be expected within hours. If unable to reach supervisor or mentor within above parameters, contact: Virtual Intern absence reporting protocol, if relevant: Confidentiality Agreement: Agreed upon and Signed: Yes/No/Not Applicable Conflict of Interest Statement: Agreed upon and Signed: Yes/No/Not Applicable Benefits to which intern is entitled: (i.e. gym membership; company , access to online resources) 13

14 Appendix A Forms GOAL SHEET Goal: Project: Task Name: Task Notes: INTERN: I will fulfill tasks and responsibilities as agreed to in this document, and follow any further instruction from my supervisor I agree to conduct myself in a professional and ethical manner at all times I understand that information acquired and compiled in the course of my work is the sole property of the company I agree to comply with the organization s policies and procedures I will inform my supervisor, mentor, or senior management of any problems or concerns I have read, understand, and agree to abide by all guidelines in this agreement (Student Signature) (Date) EMPLOYER: As a host company representative, I agree to fulfill requirements for a successful internship by: Complying with the U.S. Department of Labor policies on paid/unpaid internships, and compensate the student according to terms in this agreement Providing clear direction to the intern Providing professional development opportunities for the intern, when possible Maintaining direct communication with the intern no less than one time per week Holding the intern reasonably accountable for project goals and tasks (Supervisor Signature) (Date) 14

15 Appendix A Forms VIRTUAL INTERN EVALUATION FORM To be completed by employer upon conclusion of the internship. Intern Name: Date: Supervisor: Mentor: SKILL ASSESSMENT Use the following scale to assess your intern s job performance: 1. Lacks this skill 2. Limited/minimal proficiency 3. Adequate/average proficiency 4. Above average proficiency 5. Exceptional proficiency N/A Not Applicable COMMUNICATION SKILLS Follows communication protocols Demonstrates oral communication skills required for the job Writes clearly and concisely Is willing to speak up (ask questions, express opinions when appropriate, etc.) Listens to feedback and then works to improve Exhibits professionalism in teleconference and videoconference meetings PROBLEM-SOLVING/DECISION-MAKING SKILLS Analyzes situations and takes appropriate action Offers creative solutions to problems Collects and analyzes information relevant to a task, then plans and executes a course of action within the given timeframe Addresses and resolves problems in an appropriate timeframe TEAMWORK Establishes a rapport with team members Establishes credibility among team members Demonstrates willingness to put forth extra time and effort Assumes leadership roles as appropriate Offers insight/new ideas to team Exhibits willingness to share tasks with team members SELF-MANAGEMENT Produces high-quality, accurate work Seeks new strategies when current approach is not effective Displays good judgment and establishes priorities Demonstrates ethical behavior Demonstrates punctuality for teleconference and videoconference meetings Demonstrates professional etiquette and appearance during videoconferences Meets deadlines 15

16 Appendix A Forms INITIATIVE Seeks opportunities to learn Acts decisively on critical issues Overcomes obstacles and problems Sets and communicates goals; follows up with results TECHNICAL SKILLS Possesses the technical skills required to perform as a virtual employee Is willing to learn new skills and enhance existing technical skills Presents technology solutions for consideration, as appropriate Quickly catches on when new technology is introduced COMMENTS: 1. Did the virtual intern successfully complete learning objectives, and meet your expectations as outlined in the Virtual Intern Agreement? (Please provide examples.) 2. What skills would you recommend the virtual intern work on after the internship to be better prepared for the workplace, e.g., teamwork, communication, self-management, etc.? (Please be as specific as possible.) 3. Circle the level of responsibility the intern was assigned: Difficult to achieve Challenging, but attainable Not challenging 4. What is your overall assessment of the intern? (Circle one.) Outstanding Above Average Satisfactory Below Average Unsatisfactory Additional Comments: 16

17 Appendix A Forms EMPLOYER EVALUATION FORM To be completed by the intern upon conclusion of the internship. Name: Position: Date: Virtual Internship Start: End: 1. I have previously been employed in a virtual capacity: a. Yes, 100% of the time. b. Yes, periodically. c. No. d. Other. 2. The skills and knowledge gained from my degree program were useful for this internship: a. Very useful. b. Somewhat useful. c. Of little use. d. Other. 3. Relative to this internship, my previous work experience was: a. Very useful. b. Somewhat useful. c. Of little use. d. Other. 4. How would you assess your overall performance: a. Excellent. b. Above average. c. Average. d. Below average. e. Unsatisfactory. f. Other. 5. The job orientation provided by my employer was: a. Thorough. b. Sufficient. c. Inadequate. d. Other. 6. My personal goals were: a. Career exploration. b. Industry exploration. c. Learning new skills. d. To get a foot in the door of this company. e. Other. 17

18 Appendix A Forms 7. How many of my personal goals for this internship were accomplished: a. All. b. Some. c. Few. d. None. e. Other. 8. My learning goals for this internship were: a. Application of academic knowledge. b. Gain new skills. c. Expand skills in my current field. d. Other. 9. How many of my learning goals for this internship were accomplished: a. All. b. Some. c. Few. d. None. e. Other. 10. My career goals are: a. Career change. b. Upward mobility in existing career. c. Preparing for emerging career opportunities. d. Other. 11. The level of responsibility assigned to me during the internship was: a. Difficult to achieve. b. Challenging but attainable. c. Not challenging. d. Other. 12. At the completion of this virtual internship, my level of interest in working for this company has: a. Increased. b. Decreased. c. No change. d. Other. 13. Overall, I would rate my virtual internship experience: a. Outstanding. b. Above average. c. Average. d. Below average. e. Would not recommend. f. Other. 18

19 Appendix A Forms The best part of this internship experience was: Feedback for my supervisor: Other feedback: Suggestions for improvement for the employer: 19

20 Appendix B Examples SAMPLE JOB DESCRIPTIONS AND GOALS SHEETS JOB DESCRIPTION: VIRTUAL HELP DESK TECHNICIAN INTERNSHIP Help Desk Technicians provide fast and useful technical assistance for computer systems. The Technician will respond to basic issues and work with the customer to solve them. The position requires strong working knowledge of personal computers, their components, and data storage and information retrieval. It also requires a patient and skilled listener accustomed to gathering information and providing solutions even to the most difficult client. The objective is to create value for customers that will help grow the company s reputation and business. DUTIES AND RESPONSIBILITIES Recommend appropriate strategies for classifying, installing, configuring, optimizing, upgrading, and troubleshooting laptops, printers, and portable devices Recommend appropriate strategies for upgrading basic networks Respond to and troubleshoot queries of customers experiencing basic technical issues Provide excellent customer service and support Creatively seek solutions with existing resources, and make referrals as necessary Analyze and summarize common issues Prepare reports and presentations of analytic results ADDITIONAL SKILLS/PREFERENCES Effectively communicate with colleagues and clients in a technological environment Be detail-oriented Be customer-oriented and cool-tempered Have CompTIA A+ certification 20

21 Appendix B Examples GOAL SHEET: VIRTUAL HELP DESK TECHNICIAN INTERNSHIP Project Start Date: Project End Date: GOAL: Improve marketing and training efforts to reduce customer calls, by 30%. PROJECT: Serve as first point of contact, providing customer support via phone, live chat, and , to understand customer issues. Categorize and identify the three most common issues and make recommendations to train customers and reduce call volume. REPORTING: Submit daily log, and weekly summary [to Supervisor] for review and feedback. Task 1: Spend 8 weeks (80 hours) as front line contact. Listen to customer and determine the best solution for their needs based on details provided Perform remote troubleshooting, and walk the customer through the solution As needed, direct unresolved/more advanced issues to senior support personnel Follow-up with customer and update issue status Log detailed account of issue/s and solution in daily records Complete by: Week 1 8 Task 2: Analyze daily logs of all support team members and identify three most common help requests and corresponding resolutions. Analyze team s daily logs for the eight-week period Identify areas for improvement and possible solutions Share analysis and suggestions with supervisor With supervisor, develop plan to reduce instances of most common customer concerns Implement plan One week after plan implementation, resume tracking and analyzing customer concerns Record and analyze new results to assess success of new plan Complete by: Week 9 10 Task 3: Continue tracking new results. Develop professional presentation to share analysis with supervisor. Complete by: Week Task 4: Give presentation to supervisor. Revise as needed to prepare for presentation to training and marketing task force. Complete by: Week 13 Task 5: Meet with training and marketing task force to present findings and recommend solutions. Complete by: Week 14 Task 6: Serve as resource for the task force moving forward, and transition project to supervisor/team member as internship closes. Complete by: Week

22 Appendix B Examples JOB DESCRIPTION: VIRTUAL PROJECT MANAGER INTERNSHIP Assistant Project Manager (virtual intern) will work with Certified Project Manager (CPM) to oversee projects from start to finish, including planning, budgeting, coordinating with stakeholders, and documenting each step to ensure projects are completed on time and on budget. Project Managers work closely with upper management and most other departments to achieve organizational goals. The Assistant Project Manager will provide support for CPM as needed throughout project. DUTIES AND RESPONSIBILITIES Assist CPM to effectively initiate, plan, and execute projects from start to finish. Schedule tasks, monitor progress, and track budget Use Microsoft Office tools to assist with tracking and task completion Communicate diplomatically and professionally with all stakeholders in order to keep project on schedule Organize and prioritize effectively Maximize use of all technology to expedite projects Draft messages for CPM to send to team as needed Apply best practices according to the principles of project management ADDITIONAL SKILLS/PREFERENCES Have excellent verbal and written communication skills Demonstrate strong analytical and problem-solving skills Be detail-oriented Work well independently and collaboratively Display proficiency with MS Office Suite Possess CompTIA Project+ certification (preferred) 22

23 Appendix B Examples GOAL SHEET: VIRTUAL PROJECT MANAGER INTERNSHIP Project Start Date: Projected End Date: GOAL: Identify methods to increase efficiency for managing multiple projects. PROJECT: Assist CPM to monitor three ongoing projects and make recommendations for process improvement and use of technology. REPORTING: Submit weekly status update for each project, including any issues that have occurred along with recommended solutions. TASKS TO MEET WEEKLY REPORTING RESPONSIBILITIES Task 1: Understand the scope and analyze individual aspects of each project. Identify any gaps in each project plan that need to addressed by CPM Monitor progress of each project and collaborate with responsible parties if due dates are not met Manage changes to project scope, schedule, and costs Create and maintain comprehensive documentation Participate in meetings with team members and senior management to review project schedule and make adjustments as required Monitor progress and document project activity Submit report to CPM Complete by: Friday of each week Task 2: Evaluate objectives and measures that define successful project completion. Evaluate project outcomes as established in the planning phase Provide written reports for management and funders Complete by: Week 12 23

24 Appendix B Examples JOB DESCRIPTION: VIRTUAL WEB DEVELOPMENT INTERN Client-facing Web Development Sales Staff addresses both front-end and back-end functions of web development, including: coding, innovative design, user experience, and layout. They use a variety of languages and development platforms to meet client needs. The Virtual Web Development Intern will collaborate with the internal team and clients to build dynamic websites from concept to completion. DUTIES AND RESPONSIBILITIES Assist the Front-End Development Associate (FEDA) in converting customer requirements and content to a dynamic and unique website Create web content using HTML 5 Effectively utilize HTML block elements, online level elements, lists, tables, and other tools Use Cascading Style Sheets (CSS) to control the style, design, and layout of a website Present recommendations to FEDA for team and client approval Use feedback from FEDA to make adjustments as needed Use best practices for search engine optimization Write well-designed, testable, efficient code by using best software development practices Integrate data, as needed, from various back-end services and databases SKILLS/PREFERENCES Capable of working independently Ability to adjust to shifting priorities Strong written and oral communication skills Able to locate, learn, understand and apply new technologies Familiarity with at least one of the following programming languages: PHP, ASP.NET, JavaScript or Ruby on Rails Experience in interactive development methodologies and tools Possess or be working toward degree in Computer Science, Information Technology (preferred) 24

25 Appendix B Examples GOAL SHEET: VIRTUAL WEB DEVELOPMENT INTERN Project Start Date: Project End Date: GOAL: Improve customer service by adding dedicated front-end Web Development Associate staff to interface directly with the client start to finish. PROJECT: Serve as experimental support staff for web development team to expedite back-end functionality, and research solutions to address client concerns. REPORTING: Send weekly status reports to WDT. Task 1: Participate in client meetings with web development team via video conference to hear background on specific project, suggest ideas, and receive research assignments. Complete by: Week 1 Task 2: Research assigned topics and report recommended solutions at subsequent meeting. Receive next assignment. Complete by: Week 2 Task 3: Complete assigned task, and seek feedback from supervisor. Complete by: Week 3 4 Task 4: Participate in videoconference team meeting for initial customer website review. Complete by: Week 5 Task 5: Research solutions and communicate findings with WDT. Complete by: Week 6 9 Task 6: Finalize assignment and participate in videoconference review of site with WDT and client. Take copious notes on client feedback. Complete by: Week 10 Task 7: Continue to work with WDT to refine site until final presentation to client on. Complete by: Week