Evaluating your intern report on a project's/role status. ask questions. learn how their work is contributing to the organisation. participate in evaluating their strengths. discuss areas needing growth and development. get insight about what work lies ahead.

EXEMPLARY: Intern is never absent, habitually punctual, sometimes stays after shift to complete work, only takes assigned breaks, is a self starter, motivated, good team player, always dresses, acts, and speaks in a professional and appropriate manner; intern is very dependable.

This evaluation form is to be completed by the supervisor at the end of the semester. The purpose of this evaluation is to assess the overall performance of the intern and to provide guidance to the intern in terms of professionalism and workplace readiness.

Internships are offered during the fall and spring semesters, as well as over the summer. Internships offer students the following benefits: Build networking relationships and develop professional contacts. Experience the organizational culture and how it fits with one's career goals.

The following areas should be taken into account: The intern's performance based on the job description. Attitude toward work / Initiative. Judgment in decision making. Dependability and reliability. Did the intern adapt to the employer's culture? Ability to learn. Quantity of work. Basic skills.

Effective feedback practices include: describe what was seen or heard – focus on the facts. be specific rather than general (see examples below) direct feedback on things which the intern can change or control. check that the intern has understood by asking them to rephrase your feedback.

For program leaders, these metrics are important to measure: did the program meet DEIB goals? what percentage of interns would you recruit for a full-time position upon graduation? what university and/or diversity partner organizations provided top talent? what was the cost per intern? what was the ROI of program?