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WOU CiP Faculty/Staff

Community Internship Program


Mission and Goal: To provide access to academically and career relevant paid internship opportunities for Western students.



Recruitment Schedule

Recruitment Cycle Overview

Spring Term 2018: Department Proposal Submission Cycle

Fall Term 2018: Student Application Cycle

Winter Term 2019: Internships Start beginning of Winter Term

Spring Term 2019: Internships Continue through the end of Spring Term






Advisory Committee Review Rubric

WOU CiP Position Proposal Criteria


Advisory Committee Members

Adry Clark, Service Learning and Career Development

Emily Lafone, University Advancement

Judy Beebe, Business/Economics

Kathryn Plummer, Service Learning and Career Development

Kaylee DeBolt, former WOU CiP Intern

Melissa Bergeland, Campus Recreation

Nicholas Ketcham, former WOU CiP Intern

Patricia Flatt, Chemistry


If you would like to serve on the WOU CiP Advisory Committee, please email woucip@wou.edu



Supervisor Expectations

  • Schedule weekly meetings with intern, 1-hour total per week (can be divided up or all in one).
  • Work with the intern to develop goals and objectives to be completed during internship. Consultation can be provided by SLCD staff. Utilize the Goal Agreement Form.
  • Provide a working environment which allows the intern to gain experience relevant to their goals.
  • Supply a safe environment for the intern and inform them and the University of any possible, unsafe conditions.
  • Present both the intern and SLCD with policies and operational procedures that the intern is expected to follow during the internship experience.
  • Notify SLCD of any problems with the intern’s work performance.
  • Evaluate intern’s performance and give ongoing feedback. Performance Evaluation form will be provided to supervisors toward the end of the experience.
  • If these expectations are not met, funding will be withdrawn from position.


TimesheetS, PayRoll & Intern Hours


Each month Tracy Boyson, SLCD Program Assistant, will send all WOU CiP supervisors a timesheet to enter in the hours worked by their WOU CiP intern.

Timesheet work hours run mid-month to mid-month. (Eg. 01/10 – 02/09/2018)

Supervisors are asked to confirm the intern’s listed legal name (not a nickname or preferred name) and the V# are correct for the intern.

Completed timesheets are due to Shelby Worthing, worthings@wou.edu, by noon on the 10th of each month. (If the 10th falls on a weekend, the timesheet must be sent the Friday prior to weekend.) 

Supervisors are required to keep a hard copy of each time sheet with supervisors signature, student’s signature, total hours worked and dated.

Helpful Reference: Student Employee – Supervisor: What You Need To Know

Intern Pay & Hours

WOU CiP interns are paid $10.25 an hour. There is funding for up to $1,000 a term per intern. SLCD recommends setting a schedule for 10 hours a week over 10 weeks; however, this is flexible to accommodate for intern and supervisor schedules and project workload.  For instance, some weeks, the intern may work more than 10 hours, and other weeks, they may only work a few. However, please note that per University policy, students may not exceed 20 hours in any given workweek.

Interns receive their pay on the last working day of the month.



What is an internship?

To ensure that an experience is educational, and thus eligible to be considered a legitimate internship by the National Association of Colleges and Employers 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.

Experiences that Typically DO NOT qualify as Internships:

  • Commission-based positions.
  • Internships located in home-based businesses.
  • Situations where 100% of the work is done remotely or virtually.
  • Positions in which the intern displaces a regular employee.
  • Positions that require door-to-door canvassing, cold-calling, or petition gathering.
  • “Independent contractor” relationships that require the intern to set up his/her own business for the purpose of selling products, services, and/or recruiting other individuals to set up their own business.
  • Family-owned businesses or positions supervised by a family member.
  • Telemarketing positions.
  • Positions in which the student is required to pay the employer for any part of the experience (fees for training, etc.).

What are the benefits for students?


Internships allow students the opportunity to gain the necessary professional skills that allow them to integrate academic knowledge with real world application. Not only do internships provide students experience to add to their resume, they also allow them to gain a competitive edge in the job market. Employers typically favor recent college graduates that posses internship experience over those that do not. It is common for employers to hire high performing and hard-working interns.

Additionally, internships allow students to practice and develop skills sets that are aligned with their academic and professional goals. This gives them a chance to “try” a career path to better understand which career is right for them.

Key Benefits

  • Gain exposure to real-world problems and issues that perhaps are not found in textbooks.
  • Cultivate adaptability and creativity in a dynamic world.
  • Increase marketability to employers. On average, only 30% of graduating seniors have job offers before graduation; however, after completing an internship, that figure rises to 58%.
  • Evaluate specific companies or specific careers prior to committing to full-time employment—a “try before you buy” type experience.
  • Ease transition from being a student to entering the workforce.
  • Increase opportunities within a company for faster advancement and growth.
  • Increase self-confidence in the workplace while developing an expanded network of associates and professionals.
  • Facilitate a higher starting salary than non-interns. In a recent study interns received, on average, $2,240 more than non-interns for starting salary.
  • Have resume-building experiences while applying academic concepts and principles.
  • Have opportunities to fund college education.
  • Have personal growth experiences and exposure to different job opportunities.
  • Have hands-on opportunities to work with equipment and technology that may not be available on campus.

Why hire an intern?


The WOU Community Internship Program (WOU CiP) connects students to paid internships on-campus at no cost to departments. SLCD provides consultation on establishing an internship, guidelines, and training on the use of internship contracts and evaluations. Interns are professionally minded, they have goals, and they are eager to learn and apply their learning. This opportunity is more than a job; it is the beginning of their career and they will take their work more seriously than a part-time student employee might. An intern does not replace a person on your staff, but can accomplish projects on your to-do list, help design a program, or allow you to offer services differently.

Internship vs. Part-Time Job: What’s the Difference?

What makes internships unique is the focus on student learning. This is an opportunity for the student to apply skills learned in the classroom or elsewhere, that tie to the student’s academic, career or personal goals. While the student might perform some roles that are not for their learning, the goal is for them to explore and practice their professional identity under supervision and with mentoring.

An example could be a student wanting to apply their writing skills and learn professionalism by writing press releases for a department. The expectation is that the student needs some coaching and guidance and not be expected to accomplish the task perfectly on the first try. With gentle feedback, however, the final output will be professional, well written and offer a fresh, student oriented perspective that relates to your audience.





(503) 838-8432 | or e-mail: woucip@wou.edu  | Location: Werner University Center 119
Nominated for the
Diversity and Inclusion Award
by the National Association of Colleges and Employers