How to begin

1. Determine the nature of the internship experience.

2. Develop clear job requirements that include a description, responsibilities, preferred

field of study, experience, skills.

5. Identify the contact persons to whom applications, resumes and recent transcripts

should be sent.

a. Name

c. Address

d. Phone Number

e. Email Address

Unpaid (Volunteer) Internships

There are two types of unpaid internships you may consider when hiring an intern:

Educational Credit

According to Fair Labor Standards Act (FLSA) guidelines, an unpaid internship must

meet the following six conditions below

5. The interns are not necessarily entitled to a job at the conclusion of the training

6. The employer and the intern understand the intern is not entitled to wages for the

time spent in training.

7. There may be forms to be completed by the employer as a requirement through the

educational institution.

Employment of Minors. Employment of Minors Fact Sheet

4. Free parking.

5. Flexible or part-time schedules.

Paid Internships

There are three types of paid internships you may consider when hiring an intern:

1. Temporary Employment (TE)

2. Contractual Employment

3. Stipends

noncontractual employee for reasons relevant to the efficient and effective operation of

a department.

B. The appointing authority shall immediately report to the Secretary a temporary, non-

contractual appointment in the manner required by the Secretary.

C. A temporary, non-contractual appointment may not continue for more than 6 months

and may not be renewed.

If you are looking for an intern where the position matches a set of qualifications by a

certain class, then you would want to categorize that position as a Temporary

Employment (TE). Take into account that Temporary Employment (TE) is up to 6

According to the Code of Maryland Regulations:

A. Definitions. In this regulation, the following terms have the meanings indicated: (1)

"Contract" means a personal service agreement between the State and an individual.

(2) "Contractual employee" means an individual providing personal services to the State

for remuneration if all of the following conditions exist: (a) The services and

remuneration are specified in a written agreement; (b) There is an employer-employee

relationship; (c) The individual is not employed in a budgeted position, unless approved

as secondary employment; and (d) Except as provided by law, fringe benefits are not

Secretary under the provisions of State Personnel and Pensions Article, §13-202,

Annotated Code of Maryland, before the principal unit authorizes payment. C. The

Secretary may exempt specific types of contracts pursuant to State Personnel and

Pensions Article, §13-201, Annotated Code of Maryland, and guidelines published by

the Secretary. D. Payment and Funds. (1) A contractual employee shall be paid through

the Special Payments Payroll. (2) Funds shall be identified and available in order for the

State agency to authorize the Central Payroll Bureau to make payment through the

Special Payments Payroll. The initial contractual employment authorization shall include

a statement by the appointing authority certifying availability of funds and identifying the

source of those funds in the agency budget. (3) If funds are not identified and available

budgeted position is governed by State Personnel and Pensions Article, Title 13,

Subtitle 3, Annotated Code of Maryland.

Stipends

In lieu of salary, stipends may be given to the student to provide for transportation costs,

or work-related expenses. You may want to check with your finance division to

determine if they can set up this kind of payment. Stipends are usually non-taxable to

the intern.

All applicants interviewed should be notified if they were or were not chosen. Interns

There are five parts to the selection process:

1. Review applications, resumes, transcripts and two recommendation letters.

2. Select candidates to interview.

3. Interview the candidates.

4. Finalist selection and notification.

5. A Memorandum of Understanding (MOU) will be reviewed and signed by the agency,

intern and/or high school/college/university. Memo of Understanding (MOU) - Regular

Intern; Memo of Understanding (MOU) - High School Intern; Memo of Understanding

(MOU) - College Intern.

An intern should:

• Be currently enrolled in and attending a high school, college or university and/or in a

major course of study that is related to the internship. Full-time and part-time students

are accepted.

• Provide an up to date original transcript of all courses taken prior to starting the

Internship should be provided.

• Maintain a 2.5 GPA or above under the system of grading used by the institution. If the

student is chosen, official school documentation showing the GPA is requested at the

end of each semester.

• Submit an application or resume with transcript and two letters of recommendation

1. A position description should be written in such a manner as to show the actual

purpose of the internship, any advisor involved and any interaction the intern would

have with State resources. All offices and administrations employing interns should

promote their growth and development. It is important to designate a supervisor who is

committed to the intern's success, to serve as a supervisor, mentor and teacher.

2. A Memorandum of Understanding provided by Maryland State Government on

letterhead should be reviewed and signed by the intern, high school/college/university,

agency program supervisor or agency department/division head. The Memorandum of

3. A written internship description should be submitted to all parties involved. Blank

and the intern’s course of study. Assignments should be determined following careful

consideration of each intern’s skills, knowledge, and experience.

Changes in assignment should be documented for several reasons:

• To keep the student and high school or college/university current with assignments,

since almost always the assignments will be related to the credit for the internship;

• New goal dates should be determined and any specific training needed for the new

assignment should apply;

• To support student/agency accomplishments of the internship;

• To provide feedback, should the internship be repeated another semester for a

effective method is to establish clear goals and objectives during orientation. Set weekly

or bi-weekly meetings to review progress and provide regular and on-going feedback on

both sides. The main focus will be to develop a working relationship of confidentiality

and trust with the intern and to guide him/her to complete a successful internship with

the Maryland State Government.

7. Review and sign the intern’s Weekly Time Sheet. If applicable, notify the high

school/college/university or faculty advisor for any unsatisfactory performance. Internship

8. Provide a variety of learning experiences such as: training, meetings, conferences

and events.

9. Establish an internship orientation checklist for your agency prior to your intern

Intern Evaluation

Intern evaluation should be a continuous, on-going aspect of the internship program.

The evaluation should include comments on each student from the intern supervisor,

both during the internship as well as at the conclusion of the internship. The evaluation

process is important feedback not only to the intern, but also to the State agency

sponsoring the internship and to the academic coordinator to ensure that the internship

is meeting the expectations of all concerned. Intern supervisors should use the

evaluation before the official evaluation takes place for the intern’s review. A signed

copy should be given to the intern and the high school or college/university contact. The

academic coordinator should make clear to the intern supervisor just how the evaluation

will be used by the academic institution in determining the student’s grade.

Interns may be required to submit self-evaluations of their experiences. Both the

supervisors’ and the interns’ statements should include evaluations of the program’s

effectiveness. This should aid the academic coordinator in determining which agency

departments have provided desirable supervision and learning experiences. If written

evaluation statements by the interns are requested, they should be in addition to any

program improvements and allows recognition of agencies and departments that

provide outstanding learning opportunities.

Please follow the steps below:

1. Conduct a final progress and performance review with the intern.

2. Identity and discuss any goals, achievements, objectives and development that was

or was not met throughout the process.

Who to Contact for Internship Program Questions:

Kellice Seymore – [email protected]

Department of Budget and Management

Office of Personnel Services and Benefits

Recruitment and Examination Division