Once your first intern has begun, you can develop a process to evaluate your internship program. You may consider how the internship is meeting your organization’s needs, and how your internship program is meeting the needs of your interns. You may evaluate your selection process and internship descriptions. Keep in mind that students seek internship opportunities throughout the year:

• fall semester (September through December)
• spring semester (January through April)
• summer semester (May through August)

As your internship program grows, you may offer opportunities more often and develop a timeline to find interns throughout the year.

How well is the internship program meeting our organization’s needs?

You may seek input on this topic from various department heads, mentors, intern supervisors, and other employees. Perhaps you will return to your first Internal Needs Assessment and determine if interns were assigned to appropriate projects or evaluate if new project needs exist.

How well is our internship program meeting the needs of our interns?

You may develop an “exit survey” to gather input from your interns to evaluate their experience. What new skills did they learn? Did they receive consistent feedback about their work throughout the internship? Do they view your organization favorably as a potential employer upon graduation?

Are there other projects or departments in our organization where an intern could add value?

You may “pilot” your internship program in only a few selected departments or areas of your organization initially. However, as the idea catches on among your employees, you may find other areas to “branch out” internally with your internship opportunities.