Take advantage of the opportunity to enhance the educational experience of Shippensburg University students by offering an internship(s) through the John L. Grove College of Business Internship Program.  Since its inception in 1972, our Business Internship Program has increased in the number of students as well as in the number of organizations offering internships. Students are eligible for internships after having completed their first two years of our internationally accredited business program.  

To be included on our list of available internships, please electronically submit your information.  This information will be compiled and distributed to our students throughout the semester.  

How to initiate an internship:  

Employer Requirements and Responsibilities:  

Submit an internship job description form which specifies the hours, wage range and responsibilities.  Provide a clear job/project description for the work experience.  

  1. Internship are established under the following criteria: 
    • Positions may be established for the summer term (mid-May to late August), fall semester (late August to mid-December), or spring semester (mid-January to early May).   
    • Internship positions may be established on a part-time basis over the course of one or two semesters or the academic year.   
    • Three credit internships require a minimum of 120 work hours.  Each credit hour requires 40 work hours. We currently have 3, 6, and 9 credit hour internships.  
    • Professional duties and responsibilities must be directly related to the student’s major.  
    • Internship positions should be for pay except for opportunities with nonprofit organization.  
  2. Once we receive your job description it is approved by the Department Chair and then sent to all students in that major that have over 60 credits with a 2.0 GPA or above.  
  3. Conduct student interviews at the worksite, on campus, or by telephone.  
  4. Designate a staff member as an internship supervisor.  
  5. Provide a meaningful, practical experience that uses the student’s educational expertise.  Also, provide sufficient supervision and make assignments appropriate to the student’s education level.  
  6. Orient the student to the organization, its "culture" and his or her work assignment(s). 
  7. Assist the student in developing/achieving personal learning objectives, if applicable.  
  8. Offer feedback to the student on a regular basis.  
  9. The Faculty Advisor will contact you sometime around the mid-point of the internship to see how the intern is doing.  
  10. Complete formal written evaluations at the mid-point and conclusion of the work experience (links to those evaluations will be emailed to you by the Internship office.) 

Employer Benefits  

  • Provides a pool of prospective professional employees who are already oriented to your organization.  
  • Reduces high turnover rates of beginning professional employees.  
  • Supplies competent temporary employees for work during peak demand, for vacation replacements, or for special projects.  
  • Exposes organizational personnel to current academic curricula and concepts.  
  • Increases the visibility of your company on campus when the intern returns to the classroom.  
  • Contributes to society by supporting and by providing work experience and income for the next generation of professionals. 

Must an Internship Be Paid? 

If your organization is a for-profit business, the U.S. Department of Labor expects you to offer compensation. Many students work their way through college and often give up a paying part-time position to take an internship, so receiving some form of remuneration is appreciated. If your organization (non-profit) is unable to offer a regular wage, consider helping the student with a stipend or internship-related expenses such as parking fees, mileage, meals, etc.

Unpaid student employment will not violate the Fair Labor Standards Act if it is a training program which meets the following criteria:

1. The training should be similar to that given in a vocational setting.
2. The experience is for the benefit of the student.
3. Students do not displace regular employees.
4. The site sponsor provides the training and receives no immediate advantage from 
    the activities of students.
5. Students are not necessarily entitled to a job at the conclusion of the training period.
6. The site sponsor and student understand that the student is not entitled to wages
    for the time spent in training.

Many employers ask how much they should pay students. Pay for student interns last
year in the College of Business ranged between $8 and $24 per hour, with the average
wage being $10 to $12 per hour.