Criteria for Hosting Reynolds School of Journalism Interns
The Reynolds School requires all journalism majors and minors to complete an internship in one of the three categories: news, strategic communication or visual communication. There is tremendous flexibility in how those are defined.
Internship sites should specify qualifications required of students: academic status (sophomore to super senior); specific equipment or software requirements; schedule requirements, etc. in the job description. Recruitment should occur two months to two weeks prior to next semester. Positions can be posted here.
Fall runs end of August to mid-December
Spring runs end of January to mid-May
Summer runs first week of June thru mid-August
An internship is an agreement to host a Reynolds School student at the work site and provide industry experience with appropriate oversight and actual education about the industry, the company, as well as the tasks required. To qualify as an internship for credit, the internship site must provide students with meaningful work in an educational environment. The student must fulfill a minimum of 150 hours; more than that should be negotiated with the student, as well as requests for internships to exceed a single semester.
Mentors must commit the time and patience it takes to help pre-professionals apply their education and hone their skills. A mentor must have at least five years experience in the industry and has enough work for the student to complete. While the work site is providing an educational environment, it is preferred that students are compensated for the work performed. If the internship site cannot offer payment for work performed the site must meet the US Department of Labor standards:
- The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
- The internship experience is for the benefit of the intern;
- The intern does not displace regular employees, but works under close supervision of existing staff;
- The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
- The intern is not necessarily entitled to a job at the conclusion of the internship; and
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
Mentors evaluation form.