Summer 2022

In-person, remote, hybrid?

Primarily in-person - allow them to follow their manager's 3 days in/2 remote schedule
- Make sure we include vaccination requirement on website and PDs
- Check with HR on how that will be tracked
Consider fully remote if
- a) manager amenable/project allows for it (with strong preference for managers with prior experience managing interns) and
- b) no solid in-person candidates or best candidate has legitimate reason to be fully remote

Summer Call

Right now looking at putting out call for projects and call for intern projects at the same time. Offers some synergies, might just be confusing...
- Allows us to push the "too big" intern projects to actual research projects and push too vague research ideas to start as an intern project.
NEED to do the press release - make the case to PIO now
Continued emphasis on clarity of descriptions - these need to be self-explanatory (do not assume people know what and how DDOT does its work - context matters for recruiting good candidates)
- HU: find a couple really solid examples

Brainstorm

Tracking intern work

Progress reports - need to get those active again.
- Need to add back the manager signature feature back in - a self-certification feature where the intern states that they got their manager concurrence
- Set up a reminder in the Intern "Team" - deadline is 3rd of each month
- Use HU's Cognito Forms for collection
  - HU will send DDOT a summary of reports (Excel) every month by the 10th
- Structure:
  - Date/Name/Email/Intern level
  - Will you continue next month?
  - DDOT supervisor
  - Are you following a documented work program? (Y/N)
  - What did you work on this month? Please highlight any tasks completed and accomplishments.
  - Did any collaborations between Divisions take place with the past month? (Y/N)
  - Have you encountered any challenges while conducting your tasks? If so, please describe them. If you need further assistance please contact us!
  - What are the tasks you expect to undertake next month?
  - Please certify that your supervisor has reviewed this progress report before submission (check box)
Work Plans
- continue to do this - actually collect up before starting
Exit survey
- Talk about skills learned
- Katie will track down what she started on this
- we need to actually create and implement exit procedures - baseline draft up as an exit email

Recruitment

Pushing for greater diversity - do we put greater emphasis on more female and minority candidates? We generally do better on the latter than former.
- Stephanie & Katie to talk to Ramono/ASD
Greater push for undergraduate internships - we need more slots
GIS and similar skills (e.g. python) - how to handle
- can we identify what is needed and find some recommended trainings
- figure out what projects actually need GIS day 1 and which can learn on the job and apply during second half of internship
- can we assess what to actually classify as basic - intermediate - advanced to help HU with their interviewing