Employer Internship FAQs
1. What types of interns are available from Fresno State?
Students seek internships in all academic areas of study.
2. Do interns have to be paid?
It is up to employer to decide if students will be paid or not.
According to the FLSA (Fair Labor Standards Act), it is important to remember that any student not paid must be part of a training program and not completing work that would be provided by a regular employee.
Interns can be paid an hourly wage or a stipend. If the internship is paid, the employer is responsible for workers compensation and any state or federal payroll taxes.
Hourly wages vary from $9-$15 per hour (avg. $10.75 per hour). Stipends range from $1350-$1500 for 150 hours of work.
Most interns are able to receive 3 units of credit from their department.
3. Will Career Development Center pre-screen interns for us?
Ultimately the worksite decides if the intern is a good match with the company’s culture and if the student qualifies for the internship project offered by the worksite.
4. When are interns available?
Students usually seek internships prior to the beginning of each semester. California State University, Fresno operates on a three-semester system: spring, summer and fall. Organizations that post internship positions 2 to 3 weeks prior to the start of a semester will be assured the best pool of potential students.
Fall Semester—post positions by early August
Spring Semester—post positions at the beginning of January
Summer Semester—post positions by early May
Employers are allowed to post paid internships any time throughout the year on BulldogLink vs. unpaid internships which are based on semester commitments.
5. How do I post my internship?
To post an internship for a specific manor, go to Fresno State Faculty Internship Coordinators; review the list; and contact the appropriate individual on the list.
6. I am hiring my first intern. Any tips?
• Make sure the intern participates in project-related work. Although most internships include administrative tasks, students are more likely to apply for and continue an internship if they engage in quality experiential learning.
• Set clear expectations before the beginning of the internship.
Explain what you expect from the intern at the beginning of the internship. Clarify what learning objectives the intern wants to accomplish by the end of the internship. This decreases the chance for confusion and frustration and increases the quality of the internship for both you and the intern.
• Provide consistent positive and constructive feedback and a final evaluation. In addition to serving as a valuable learning tool for students, consistent feedback will most likely increase the quality of the intern's performance. It is also a great opportunity to address the intern's questions.
• Offer to write a letter of recommendation or serve as a future reference.