• Welcome to KRG - Internship Program


The success of an internship depends on the partnership between the company, the university and the student.
All concerned parties need to agree on the conditions of the internship,
the responsibilities of each party and the reporting requirements.

The role of the university is to help enhance the education process of its students through hands on experience. The university will be accountable for providing resources and tools that support students in their professional development. Accordingly, a dedicated team of trained personnel needs to be appointed to the development and implementation of internship programs on campus.

The Responsibilities

University Coordinators   

  • Educating and creating awareness of internships: this will comprise of workshops for both faculty and students. Faculty should be encouraged to generate student interest in participating in an internship program. Once students are aware of the opportunities and experiences associated with doing an internship in the private sector, they will be more motivated to partake. Though, the education process must start in the early commencement of students’ university studies. This will allow students the chance work harder at achieving a grade point average acceptable for doing an internship.
  • Preparing students: by holding pre internship mandatory workshops regularly on training and advising students on
    • Writing a personal statement
    • Building a solid resume
    • Interview requirements
    • Business dress code
    • Business etiquette
  • Responsibilities and expectations: inform students of their responsibilities and the consequences of not meeting their obligations. Students need to know what to expect when they enter in the work world.
  • Allocating objective faculty supervisor: appoint an official university representative who has faculty status and is responsible for the academic oversight of the internship.
  • Arranging interviews on campus: ensure suitable scheduling and location for on campus interviews to be conducted. One member from the university coordinators must partake in the interview process with the student and company representative.
  • Selection criteria: work with industry to achieve balanced criteria between the students’ skills and the firms’ needs.
  • Paperwork: certify that all necessary paperwork is signed correctly.
  • Award grade: evaluate performance and award grade based on feedback received from the firm and project completed by the student.

Faculty Supervisor  

The faculty supervisor is responsible for helping the intern integrate the internship into the student’s academic experience. Preferably, the supervisor will be a member of faculty at the university and will be knowledgeable in the industry where the student is completing the internship. The faculty supervisor will be responsible for;
  • Constructively working with the student to create viable field specific learning objectives.
  • Ensure frequent contact with the intern to mentor progress and address any issues that may arise during the internship.
  • Track weekly time logs of the intern in partnership with the Coordinator.
  • Review and advise on the mid-term and final evaluation of intern.
  • Award final grade for the student completing the internship.

The industry partnerships is what fuels the quality and success of the Internship Program.

Designing an Internship Program

Designing an internship program that meets the needs of your organization is vital to the success of your program.
There are five steps in developing and maintaining a successful internship program.

Set Goals  

Carefully discuss and write your company goals. A well-developed internship program with tangible
goals creates value for your organization. When setting your company goals consider thefollowing:
  • What does your firm want to achieve?
  • Are you a small company searching for extra help on a project?
  • Are you a growing company and searching for motivated new employees?
  • Are you searching for employees with management potential?
The program must have the commitment of management, as they are the ones providing the experience.

Write the Plan  

Your organization's internship plan should be based on the needs and resources of the firm. Theplan should include specific ideas, proposals and logistical information. The following questions may help in the formulation process.
  • What will the intern do?
Be as specific as possible, interns are in the process of learning thus they need structure so they don’t get lost, confused or bored.
  • Where will you put the intern?
Do you have adequate workspace and resources to do his/her job?
  • What sort of academic background and experience do you want from the intern?
Deciding on the standard of quality it will help you in the selection process.
  • Who will have primary responsibility for the intern?
A mentor is needed to work closely with the intern.
  • How much will you pay the intern?
Wages vary but you need to pay enough to cover the costs associated with doing an internship.

Write the Intern Job Description  

Drafting an intern job description that clearly outlines the interns’ duties will provide structure for the experience and help in measuring the goals and accomplishments. To ensure the job description complements the student’s academic program, an activities list is required. The list will focus on the needs of your organization at first but it needs to be modified once the intern is selected to balance it with the interns’ knowledge and personal work. Hence, the final description will incorporate the needs of the organization as well as the abilities and academic goals of the intern. Writing an intern job description is not very different to writing any other job description, so consider the following:
  • Purpose of the internship: document the contributions of the internship to the overall mission of the organization.
  • Duties and activities: job function that will be required from the intern.
  • Name of department or division: where the internship will be performed.
  • Expectations: outcomes of tasks preformed and completed.
  • Physical, mental, technical requirements: skills needed to perform the internship successfully.
  • Duration: length of internship and required number of hours per week.
  • Supervisor responsible: the person monitoring and evaluating intern progress.
  • Training: if any is provided.
  • Application and selection process: who will make the final hiring decision?
* It is important that the intern perceives that their work is making a useful contribution to the firm. Therefore, the position description needs to be challenging but realistic of the tasks to be completed by the intern.

Recruiting Interns  

The key to recruiting interns is to start early. The longer your firm accepts applications, the greater the number of applications you have and you increase your chance of finding the best person for the internship.
Moreover, it would be beneficial to your organization to develop relationships with local resources such as university career centers, attend job and internship fairs, and place ads around universities.
When choosing an intern, do it carefully, they may become permanent employees some day. Hence, as you interview potential interns, determine if the intern is truly motivated.
  • Will the intern sync with your organization’s culture?
  • Does he/she have the level of knowledge and competences your firm needs?

Managing Interns  

Hiring an intern is not that different from hiring any other worker but first you need explain to the intern how your organization operates. The sooner the student understands what your firm does the sooner they can undertake the allocated responsibilities and become a productive member of your company.
There are several ways in which to communicate your company information to the intern.
  • Take a tour of the office and introduce them to other employees.
  • Get the intern to read up on the company by giving them company newsletters, annual reports, organization chart or memos.
  • Familiarize the intern with company break areas and encourage them to join in.
  • Schedule one-on-one meetings regularly.
  • Encourage the intern to observe (or participate) in meetings.
  • Allow access for the intern to interview company personnel.

The Responsibilities


Employers need to commit time, energy and skills to the students’ growth and learning. Firms must keep in mind that an internship has measurable learning objectives structured into the interns’ educational experience. Thus, it is imperative that the employer’s internship programs clearly state the objectives and goals.
  • Advertising internship opportunities available through the universities and participating in career fairs.
  • Support university initiatives on education to employment.
  • Provide flexible work schedule for the intern taking into account the students study agenda.
  • Coordinate solutions with the university if any problems arise.
  • Provide feedback to the university about the intern’s progress and performance.
  • Assign a mentor that will be responsible for the intern by answering questions and regularly provide feedback to the student.
  • Decide the placement of the intern, department or division where the student will do the intern.
  • Provide the intern with resources needed to complete the internship including:
    • Suitable working space with desk, chair and proper lighting.
    • Safe working environment with appropriate breaks.
    • Reasonable salary covering the expenses associated with doing the internship for the student.
  • Coordinate and evaluate final intern project, this may be:
    • A special company project.
    • A personal review report.
    • A presentation on industry/company.

Site Supervisor Mentor  

One of the most important components of any internship is establishing a site supervisor, the person who will have primary responsibility of the intern. An intern needs to know whom they will have to answer to. This way the intern does not need to answer to two or three different people who all want the intern to do something different at the same time. The person assigned the job of site supervisor needs to be employed within the company and take on the role of educational mentor. The intern’s supervisor doesn’t need to be a teacher per se but should like training and have the management skills to do it well. Ideally, the site supervisor will have experience and expertise in the area in which the student is interning. Thus, sharing the pros and cons of a career in the field and offering advice for entering the profession. The mentor will use the necessary skills needed to develop an effective supervisory relationship:
  • Orientating
  • Providing leadership
  • Motivating
  • Delegating
  • Communicating
  • Developing and training
  • Evaluating (mid-term and final)
The mentor will assist in the transition of the intern from the classroom to the work environment and provide opportunities to bridge the two experiences. Therefore, must regularly meet with the intern to guide performance, answer questions and provide information and resources related to the intern’s work. During these meetings the student can:
  • Report on the status of the project.
  • Ask questions.
  • Learn how their work is contributing to the organization.
  • Participate in the evaluation of their strengths.
  • Discuss areas needing growth and development.
  • Get a sense of what kind of works lies ahead.
Simultaneously, allowing the mentor to coach, counsel and reinforce positive attitudes and performance.

To be eligible to participate in an internship opportunity the student must be enrolled in third year of study at university. The student’s eligibility is determinant by the University Coordinator’s depending upon the application criteria including GPA and supporting documentation. The student is responsible for making the initial inquiry with University Coordinator’s into obtaining an internship.

The Responsibilities

Student Responsibilities  

  • Demonstrating the highest level of professionalism including.
  • Arriving on time for work and meetings.
  • Notifying the site supervisor of any concerns or changes regarding the established schedule.
  • Dressing to the standards of the organization and the work being performed.
  • Respecting the organizations reporting structure.
  • Following the policies and procedures of the organization.
  • Communicate effectively with the site supervisor, and other staff within the organization.
  • Acknowledge and apply critiques and suggestions to daily work to improve.
  • Complete Weekly Time Logs to be submitted to faculty supervisor in timely manner.
  • Complete and discuss with the site supervisor the midterm and final evaluations.
  • Appreciate and respect diversity by acting ethically at all times.
  • Failure by the student to comply with the university and sponsoring organization's policies may result in failed grade award and suspension or termination of the internship.