Information for Employers

Partner with the Credit-Bearing Internship Program

How can I host a Millersville University intern?

  1. Post your position openings in Career Connection - an online system to streamline the process for employers and students.  Employers can create or edit a company profile, edit or create internships, too.
  2. When approved as academically viable, the internship job is advertised to students. As students indicate interest in your position, we email their resumes to you, unless you indicate an online application process. You screen, interview and hire as you would any new employee.
  • Please note: We do not accept internship opportunities with home-based businesses/organizations. If you require any further clarification of this policy, please contact our office directly.
  1. As students indicate interest in your position, we email their rèsumès to you.
  2. You screen, interview and hire as you would any new employee.
  3. During the course of the semester, the employer will guide the student by:
  • Providing training, mentoring and supervision for the intern
  • Provide a supervised learning experience that helps the student grow their field.
  • Encourage professionalism by assisting the intern student in developing communication, interpersonal, decision-making and other skills
  • Provide opportunities for increased responsibility, keeping the intern student directed toward accomplishing her/his learning objectives
  • Assignments should be meaningful, challenging and related directly to the student's curriculum and career goals.
  • Maintain an open channel of communication with regular meetings.
  • Expose the student to professional surroundings.
  • Have a genuine interest in the progressive development of student potential.
  • Meet with the student's faculty supervisor during the semester.
  • Prepare and return a final evaluation of student's performance approximately two weeks prior to the student's departure date ( may also use employer-established standard evaluation methods).
  • Allow for student leave time to attend university-sponsored programs and academic, registration functions.

For a detailed list of roles and responsibilities, please click HERE.

General Requirements

  • During the course of the internship, employers are asked to complete an evaluation
  • As long as the internship is within 100 miles of Millersville University, the employer will meet with the faculty internship supervisor and the student (scheduled by the intern at least 8 or more weeks into the internship)
  • Employers may host an intern during the fall (August/September to December), spring (December/January to May) or summer (May/June to August) semesters.
  • Students participation in a credit-bearing internship generally occurs over a period of 12 to 15 weeks, for at least 120 to 450 hours which may work out to 10 to 30 hours per week as the hour requirement varies per major.
  • Employers are strongly advised to advertise positions/recruit students at least one semester prior to the experience.
  • By partnering with the credit-bearing internship program, your position(s) will be advertised to students who will earn course credits for completion of the internship experience.

For a complete set of guidelines and information for employers, please click HERE for the employers' guidebook.

Click HERE for suggestions and guidelines for successfully hosting interns.
Click HERE for more information about the credit-bearing internship program from the student's perspective.

Interested in more information about partnering with the credit-bearing internship program and hosting interns seeking academic credits for an internship experience?  Email Michele Boté, Assistant Director for Experiential Learning.

Benefits for Employers Hosting Interns

Internship programs offer a competitive edge in retaining educated talent. Connecting, engaging and eventually converting interns to full-time, permanent employees will help keep educated talent in Pennsylvania and positively impact migration trends and skilled workforce shortages. 

Each year more than 230 companies and organizations benefit from the talent, energy and knowledge of Millersville University students.

A few of those benefits include:

  • Year-round source of highly motivated pre-professionals.
  • Visibility of the company/organization is increased on campus.
  • Quality candidates for temporary or seasonal positions and projects.
  • Flexible, cost-effective workforce not requiring a long-term employer commitment.
  • Proven, cost-effective way to recruit and evaluate potential employees.
  • Employer’s image in the community is enhanced, as the organization contributes expertise to the educational enterprise.
  • Employers establish a productive, ongoing relationship with Millersville University.
  • Employers contribute to the professional growth and development of the next generation.

National Association of Colleges and Employers (NACE) research into internships consistently shows that students who have completed an internship are more likely to stay with their employer—even if the internship was done with another company (www.naceweb.org).

Compensation and the U.S. Department of Labor

Experiential Learning and Career Management strongly encourages for-profit employers to pay minimum wage.  It is Experiential Learning and Career Management's position that an internship is a legitimate learning experience primarily benefitting the student and not simply an operational work experience that just happens to be conducted by a student. 

Students participating in an internship set out to gain knowledge, skill and/or further understanding of a particular industry.  For Millersville, the general areas that constitute a learning experience in the internship is that the student is completing the internship in their major field of study, bringing what classroom knowledge they have learned to the workplace, the employer supervisor provides supervision, mentorship and feedback to facilitate the learning process and the student engages in ongoing reflection of learning objectives throughout the course of the internship with their faculty supervisor and employer supervisor.  Academic credit is not considered compensation.

For more information on internship programs under the U.S. Department of Labor, Fair Labor Standards Act (FLSA), you may click HERE.