Xavier University
Open search dialog
Career Development

Internships and EXPERIENTIAL EDUCATION

Career Development assists organizations in recruiting students for available internship and other experiential-based opportunities.

What's in it for you? Many employers find students add to their organization's productivity with their enthusiasm and cutting edge knowledge. Internships also provide employers with a way to "test out" potential employees and many extend permanent job offers to their interns post-graduation.


XAVIER'S EXPERIENTIAL LEARNING STRUCTURE

  • Career Development serves as the central point of contact for experiential learning opportunities (e.g., internships, co-ops, volunteering) and employer relations.
  • The award of academic credit is determined by each academic department (which establishes eligibility requirements).
  • Academic credit has no bearing on whether the internship is paid or unpaid, per the Department of Labor's fact sheet on unpaid internships.
  • Some majors require an internship experience, while other disciplines strongly recommend one. 


RECRUITMENT CYCLE

Xavier is not regimented in a co-op cycle, so there is no set start or end date. Internship cycles are based on employer needs and students' schedules.


TYPICAL HOURS & PAY

  • Xavier interns usually work full-time in the summer and part-time (8-20 hours/week) in the fall and spring semesters.
  • The average pay rate is $12-$14 per hour (based on data from Xavier interns).
  • Unpaid internships must meet U.S. Department of Labor guidelines and NACE guidelines.


NATIONAL ASSOCIATION OF COLLEGES & EMPLOYERS (NACE) INTERNSHIP POSITION STATEMENT

To ensure that an experience - whether it is a traditional internship or one conducted remotely or virtually - is educational, and thus eligible to be considered a legitimate internship by the NACE definition, all the following criteria must be met:

  1. The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
  2. The skills or knowledge learned must be transferable to other employment settings.
  3. The experience has a defined beginning and end, and a job description with desired qualifications.
  4. There are clearly defined learning objectives/goals related to the professional goals of the student's academic coursework.
  5. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
  6. There is routine feedback by the experienced supervisor.
  7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals.

If these criteria are followed, it is the opinion of NACE that the experience can be considered a legitimate internship.

Click here to continue reading.

RESOURCES