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It covers early coordination with human resources and state personnel offices, program planning, budgeting and funding considerations, job description and advertising approaches, and interview preparation. The toolkit also supports onboarding, defines learning outcomes and goals, and includes evaluation tools for interns and supervisors to ensure a structured and beneficial program for students and the procurement office.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":11,"@type":70,"position":76},"https://docshare.wps.com/template/presentations/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/internship-toolkit-naspo-partner-version-hiring-and-managing-an-intern/245200/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/internship-toolkit-naspo-partner-version-hiring-and-managing-an-intern/245200.png","ImageObject",442,249,{"name":88,"@type":89},"Tawan","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-21","2026-09-12",true,{"@type":98,"interactionType":99,"userInteractionCount":30},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Why should you involve the state personnel office early when creating an internship program?","Question",{"text":108,"@type":109},"It helps avoid problems later by ensuring awareness of the process, timeline, and legal requirements. 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You’re Thinking about Hiring an Intern:  \nA Step-by-Step Guide  \n6 Planning Template  \n7 Job Description/Advertisement—Template  \n9 Summer Internship Opportunity: Marketing Sample  \n11 Intern Candidate Application Template  \n15 Interview Template  \n16 Internship Offer Letter Template  \n17 PART II. You hired an Intern: A Step-by-Step Guide  \n20 Planning Template  \n21 Orientation Guide: Day One  \n22 Sample Learning Outcomes and Goals Template  \n24 Intern Timesheet Template  \n26 Intern FAQ Template  \n28 Intern Midterm Evaluation Template  \n29 Final Evaluation—Intern Version Template  \n31 Final Evaluation—Supervisor Version Template  \nThe guides and templates in this toolkit were created by NASPO for use by state public procurement professionals. The toolkit was created to assist NASPO members in designing engaging internship programs that are beneficial to both the student and the procurement office. Users have the author’s permission to copy and amend the templates and guides to better suit their individual needs. These templates are designed to be informational tools only. NASPO encourages you to communicate with college career centers and the state personnel office for additional input and guidance to achieve a successful program for all parties involved.  \nFor questions concerning this Internship Toolkit, [please contact NASPO at procurementu@naspo.org](please contact NASPO at procurementu@naspo.org).  \nInternship Toolkit 3  \nPART I. You’re Thinking about Hiring an Intern: A Step-by-Step Guide  \n1) Talk to Human Resources (HR)!  \nIt is important to involve your state personnel office early when creating an internship program to avoid problems further on in the process.  \nDoes your state personnel office already have a procedure in place for an internship program?  \nGreat! Work with them to understand the process, timeline and procedures for recruiting and hiring. Spend time helping them understand the goals and objectives ofthe internship program in your office. If you do not have a procedure in place, you may want to engage with the state personnel office before beginning a program on your own. Early buy-in and understanding the legal requirements before starting a program will help avoid confusion later. The state personnel office may also have resources and information available to assist you during the planning phase.  \n2) Plan!  \nUse the templates provided to help design your internship program. Careful planning can set the stage for a successful program. Be as detailed and accurate as possible. Explore questions such as: Where will your intern sit? What will they do? Who will they report to and interact with daily?  \nNo longer limited to getting coffee and making copies, internships are a key learning component of a student’s educational experience. It is important to understand the scope of work that you will ask an intern to perform and identify specific projects that are educationally beneficial and advance the goals and objectives of the procurement office. As many interns apply for credit for their internship experience as a part of their degree program, the work assigned should be tied to the student’s educational and career goals.  \n3) Budget!  \nHow much (if any) are you willing to pay your intern? What is the funding source? This needs to be worked into your budget well ahead of time, possibly at the beginning of the fiscal year.  \nFor fields where competition for interns is high, like Supply Chain Management and Public Administration, careful consideration should be given to what budget is needed to compete in the job market. If interns are not local, you may also need to fund housing stipends or travel expenses. Additionally, the budget must also consider the cost to the organization to administer the internship.  \n4) Talk to HR again!  \nHiring interns differs from hiring full-time employees. Work with your internal HR professionals (or the state personnel off","cbCaivRm3FZqpd3H","https://ap.wps.com/l/cbCaivRm3FZqpd3H","pdf",6095693,32,"English","# PART I. You’re Thinking about Hiring an Intern: A Step-by-Step Guide\n## Planning Template\n## Job Description/Advertisement—Template\n## Summer Internship Opportunity: Marketing Sample\n## Intern Candidate Application Template\n## Interview Template\n## Internship Offer Letter Template\n# PART II. You hired an Intern: A Step-by-Step Guide\n## Planning Template\n## Orientation Guide: Day One\n## Sample Learning Outcomes and Goals Template\n## Intern Timesheet Template\n## Intern FAQ Template\n## Intern Midterm Evaluation Template\n## Final Evaluation—Intern Version Template\n## Final Evaluation—Supervisor Version Template","[{\"question\":\"Why should you involve the state personnel office early when creating an internship program?\",\"answer\":\"It helps avoid problems later by ensuring awareness of the process, timeline, and legal requirements. Early buy-in can reduce confusion and provides access to planning resources.\"},{\"question\":\"How should budgeting be approached for an internship?\",\"answer\":\"Determine whether you will pay the intern and identify the funding source early, potentially at the start of the fiscal year. Budget should also cover housing or travel stipends when interns are not local and costs to administer the program.\"},{\"question\":\"What materials does the toolkit provide for hiring and evaluating interns?\",\"answer\":\"It includes templates for job descriptions/advertisements, candidate applications, interviews, and offer letters. For management, it provides onboarding guidance, learning outcomes and goals, timesheets, FAQs, midterm evaluations, and final evaluation forms for both interns and supervisors.\"}]","Internship Toolkit - NASPO Partner Version - Hiring and Managing an Intern | PDF",1789226190]