We've included every resource we could think of to make it as easy as possible to run an internship programs. Intern Toolkit's individual components are formatted for quick reference to guide users every step of the way.

The various aspects of an internship program are applicable year-round. The months when businesses are not in the midst of running programs are those for recruiting for the fall, spring and summer terms. It also takes time to get a new program up and running. The best time to buy Intern Toolkit is now.

Intern Toolkit is truly the first complete, step-by-step internship program management system. It is unlike any of the few such resources that exist, which mainly consist of basic material for information purposes only and are written from an academic perspective. What makes Intern Toolkit unique is:
1) Its emphasis on student productivity to help businesses get the most return on investment from an internship program;
2) Its compilation of practical insights and tools that are sourced from businesses for businesses;
3) Its proprietary project management system designed specifically to work with students;
4) Its comprehensive set of adaptable templates to save businesses a significant amount of time and money; and,
5) Its exclusive 10-part training curriculum to help businesses make interns more capable, valuable assets both now and as potential employees.

Yes, Z University's own virtual internship program helped foster the development of a number of components in Intern Toolkit that provide the resources, structure and guidance for this purpose. The student experience in a virtual internship program mirrors that of taking a class. The interns meet once or twice a week to review assignments and to participate in training sessions. They then complete the work on their own, seek guidance as needed, and meet whatever deadlines and expectations that are set.

Intern Toolkit has a ONE-TIME licensing fee that is based on the purchasing organization's number of employees. This is designed to make Intern Toolkit affordable to every size company while also account for its repeatable processes that may be scaled across larger organizations and be applied semester after semester. This standard licensing structure applies volume discounts using a multiplier which dramatically reduces the price per employee fee rate as the size of the purchasing organization increases. 

ZU evaluates consulting needs and opportunities on a case-by-case basis. Please contact ZU Customer Service to arrange a consultation.

Beyond Intern Toolkit, Z University.org is developing specialized training programs for entry-level professionals, formalizing a student mentor curriculum to enlist professionals, creating additional business education resources, and establishing a scholarship foundation to support merit-based student internships.

Companies should define their needs by taking inventory of the potential work for interns to do and inventory staff resources to determine their capacity to effectively manage the program.  It may be good to start off with a limited number of students and consider the need and manageability to recruit more each semester.

Concentrate on recruiting, training and managing effectively. It's important for a company recruit with the same diligence as it applies to hiring full-time employees, especially if it may hire interns one day. An early, strong, and consistent emphasis on training will help students be all the more capable to do more complex work and produce greater results. The program manager needs to maintain a steady pipeline of meaningful project work, give each student the guidance and resources he or she needs, and set achievable expectations. The overarching factor that is most critical to success is genuine commitment that starts from the top and carries through all aspects of the organization and program.

Start by assessing each intern's abilities by assigning tasks that involve such things as research, writing and telephone skills. Then consider the benefits to clients by having interns unburden professional staff and, as a result, enable them to deliver more value with the time they gain.

If a business has the wherewithal, then there's a moral and, in many cases, a legal obligation to pay. Compensation is often required regardless of whether a student earns credit for the internship. The good news is that paying interns has many positive effects. Managers may be more motivated to make the best use of student's capabilities, and interns are motivated to deliver higher quality work in return.

The value students bring should be defined monetarily, most commonly by an hourly billable rate. If a company chooses to bill clients for its interns' contributions, then it has an inherent obligation to pay them.

PLEASE CONTACT ZU CUSTOMER SERVICE WITH ANY OTHER QUESTIONS.