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Agnes Scott College Office of Internship and Career Development

Internships at Agnes Scott College FAQ 
What is an internship? 
Internships are experiential learning opportunities that allow students to observe and participate in 
professional work environments and explore how their interests relate to possible careers. An 
internship is distinguished from other work experiences because it is directly related to a student’s 
program of study and has clearly defined learning objectives.  Students will gain the opportunity to 
work in a career related position, network with professionals in their field, and increase their 
marketability upon graduation. Internships can be paid or unpaid positions and academic credit can 
be received.   
 
What types of internships are available? 
Internships can be either for-credit or not-for-credit.  For-credit internships are typically designed 
for sophomores, juniors and seniors and include a substantive (and graded) academic 
component.  Not-for-credit internships are more flexible in design and there is no structured 
academic component. 
 
How do I complete a for-credit internship? 
There are two ways for students to obtain academic credit for completing an internship, through 
participation in a for-credit internship course or through an independent internship (450).  For-
credit internships require students to work at least 10 hours per week for 13 weeks or 130 hours 
toil for a 4-credit internship. 
• An internship course consists of an instructor-led course that meets on a regular basis, once 
or twice per week for discussion and sharing about the internship.  The instructor will 
require readings and a final project, presentation, or paper.  The instructor teaches the 
course, grades assignments, and may conduct site visits.  Internship courses are 4 credit 
hours and students must register for the course during regular registration.   
• An independent internship or 450 is an individual experience with a faculty sponsor.  This 
type of for-credit internship consists of regular one-on-one meetings with a faculty sponsor 
who will design, facilitate and grade the academic component of the internship.  The 
academic component varies, but typically consists of a reading list and reflective paper 
throughout the internship and/or  a final project, presentation, or paper.  The independent 
internship can be customized for 1-4 credit hours and registration requires a 450 application 
that will need to be approved by the faculty sponsor, the internship site, and the Office of 
Internship and Career Development.   
 
• For more information or for assistance determining which for-credit internship is right for 
you, please contact Tomeka Stephens at 404-471-6397 or tstephens@agnesscott.edu.  
When do I start searching for an internship? 
It is never too early to begin your internship search, but no later than the beginning of the 
semester preceding the semester in which you would like to do the internship. For example, if you 
would like to complete your internship during the summer semester, you will need to begin your 
search process in the beginning of the spring semester, typically in January. 
 
 
 
 
 
 
How do I search for an internship? 
Students are encouraged to explore internship opportunities through a variety of informational 
events: 
• Our August, Taste of Summer event showcases student internship, mentored research and 
study abroad experiences.   
• In September, students are encouraged to talk with employers who visit campus for our Non-
profit and Public Service Fair  
• Throughout the year, recruiters hold information sessions and conduct interviews with 
interested students 
• Login to HireAScottie to search for internship opportunities 
What funding is available for students completing an internship? 
There are various opportunities for students to receive funding while completing an 
internship.  These opportunities include the Hubert Scholars Program for Internships in Public 
Service, the Kemper Scholars Program, Advantage Awards, and the Bevier Awards program for 
students in Public Health.  For more information, please view the Internship page or 
contact Tomeka Stephens at 404-471-6397 or tstephens@agnesscott.edu. 
 


Internships at Agnes Scott College FAQ

Agnes Scott College Office of Institutional Research

Agnes Scott College Common Data Set 2015-2016

For-Credit Internship Course - FAQs 
What is an Internship course?
An internship course consists of an instructor-led course that meets on a regular basis, once or twice per week for discussion and sharing 
about the internship.  The instructor will require readings and a final project, presentation, or paper.  The instructor teaches the course, 
grades assignments, and may conduct site visits.  Internship courses receive 4 hours of academic credit. For-credit internships require a 
student to work a minimum of 10 hours per week for 13 weeks to have 130 total hours of work at the internship site.  Students receiving a 
Bevier award must complete 320 total hours of work at the internship site.  To register for the course, students must submit the Internship 
Course Form and offer letter from the internship site to the Office of Internship and Career Development. PLEASE NOTE: Students cannot 
register themselves for an internship course.
What is required to use my internship for the Practicum for SUMMIT Leadership Specialization?
Students may satisfy the Leadership Practicum by completing an approved off-campus internship for academic credit and writing a reflective 
analysis as part of their academic component. Students must get the internship approved for Practicum status by the Director of Internship 
and Career Development in the semester before the internship takes place. 
Students should include their intent to have the internship count for leadership specialization on the Internship Course form and add the 
assignment below to the academic component (Attachment A). The form will alert the registrar to register the course as "Course Number-
L" (i.e WS-390L) so that it is counted toward the Leadership Specialization. 
Leadership Practicum Assignment: 2-to-3 page reflective analysis based upon the following prompts (the student may respond to one, some, or 
all prompts):
• Roles and responsibilities of the internship position (please be as specific as possible about the types of tasks, assignments and  
              projects the internship will include)
• Supervision provided (including training, assistance and regular consultation)
• Evaluation and feedback provided (formal feedback is recommended at mid-semester and end of semester, at a minimum)
• Duration of internship - number of hours/week and number of weeks at the internship site 
Students are also able to satisfy the Leadership Practicum by completing an approved internship via an internship course. Contact Tomeka 
Stephens to learn more about that process. 
What is required to use my internship for the Global Experience for SUMMIT Global Specialization?
Students may satisfy the Global Experience for SUMMIT Global Specialization by completing an approved off-campus internship. In order for 
an internship to satisfy the SUMMIT Global Specialization, the internship must be credit-bearing and must meet the minimum requirement of 
130 hours of relevant work at an internship site. Internships are considered "relevant" when the work aligns with the students academic and 
career goals. 
The internship site must be either in a country other than those in which the student has lived and studied for more than one year or with an 
organization that addresses global issues.  Students must include a reflection about their global experience in their digital portfolio. Students 
must get the internship approved for Global Experience status by the Director of Internship and Career Development in the semester before 
the internship takes place.
How do I apply for credit?
The internship course form must be submitted to the Office of Internship and Career Development for approval and submission to the 
registrar. The internship course form MUST include a letter of offer from the internship sponsor on company letterhead (a forwarded email is 
acceptable) stating: 
• As you reflect on what you observed in the internship, what constituted leadership in that context? Were leadership and 
              authority the same or different? In what ways?
• What leadership actions did you take or observe others taking?
• In what ways did you observe leadership being exercised effectively or ineffectively? Could leadership have been exercised    
              more effectively? How?
• Can you identify way in which a liberal arts education equips a person to exercise leadership in the organizational context of 
              your off-campus internship? 
What is the deadline for submitting the internship course form?
• Completed internship course forms and the internship offer letter are due to the Office of Internship and Career 
              Development no later than December 15 for Spring internships, May 11 for Summer internships, and August 15 for Fall 
              internships. If a student is in the final stages of internship approval waiting for an official offer and the deadline is   
              approaching, students MUST notify the Office of Internship and Career Development. In many cases, we are able to assist in 
              securing offer letters in time for you to successfully complete course registration. The deadlines are in place to ensure that no 
              student's course load is jeopardized by an unconfirmed internship.  
• The internship course form must be approved before the student begins work.
• Internship credit should occur during the timeframe the work occurs.  Exceptions are occasionally considered for summer 
internships with advance approval. All exceptions must be approved by May 11.  
PLEASE NOTE:  International students are required to obtain academic credit for summer internships and the academic credit MUST be 
completed during the summer semester.


For-Credit Internship Course - FAQs

Agnes Scott College Gué Pardue Hudson Center for Leadership and Service

Center for Leadership and Service• Alston Campus Center• Agnes Scott College 
 
 
                                                  
Role of Student Organization Advisor________ 
As a student organization with competent and capable leadership, you might wonder why 
student organizations would want or need a faculty or staff advisor. Consider the following: 
 Do you sometimes wish your group had more support from related academic or 
service   departments? 
 Could your organization benefit from some "connections" with university policy-makers? 
 And even though you are doing a super job now, will your group have to start again from 
scratch next year? 
A faculty or staff adviser could help alleviate these and other problems WITHOUT TAKING OVER 
the leadership of your organization. Advisers play an important role in the development of the 
student organization by providing support and guidance. 
 
The Role Of An Advisor: 
 Serve as a "sounding board" off which you can bounce off new ideas 
 Support your group 
 Intervene in conflicts between group members and/or officers 
 Be knowledgeable of policies that may impact on your organization's decisions, programs, 
etc. 
 Provide continuity and stability as student leadership changes 
 Provide your group with connections 
 Serve as mediator during an organizational crisis 
 Give honest feedback to group members 
 Point out new perspectives and directions to the group and introduce new program 
ideas                                                                                                  
The organization/adviser relationship benefits the adviser too. Being involved with a student 
organization offers the faculty or staff member unique opportunities to: 
 Get to know and work with students outside the classroom or office 
 Informally share knowledge and expertise on relevant topics 
 An opportunity to feel satisfaction and accomplishment through making a special 
contribution to a particular group of students 
 Inform the transfer of knowledge and skills learned from the co-curricular experience 
 Serves as a resource and support person as well as facilitator of creativity and innovation 
for the group 
The Responsibilities Of Group Members To Their Advisor: 
Discuss your expectations of the adviser's role with your adviser from the beginning. This 
Center for Leadership and Service• Alston Campus Center• Agnes Scott College 
 
 
information should be from all of the students with whom the adviser will work - officers, chairs, 
etc. 
 Notify the adviser of all meetings. 
 Send the adviser a copy of all minutes and other information. Too much information is 
probably better than too little! 
 The President/Committee Chair/Executive Board should meet regularly with the adviser 
to discuss organizational matters and to relay and update information. 
 Consult with the adviser before any changes in the structure or policies of the 
organization (committee) are made and before major projects are undertaken. 
 Remember that the responsibility for the success or failure of a group project rests 
ultimately with the group, not the adviser. 
 Conduct annual adviser and organization evaluations, this allows for developing an 
ongoing and effective adviser relationship. 
Do you know how much your organization and potential adviser can benefit from one 
another?  You probably want to know how to find this adviser? There are at least two things your 
organization should do. First, develop a clear statement of group goals and a clear statement of 
expectations of the adviser, both in terms of role and time commitment. It would also be helpful 
to outline what the adviser could fairly expect of the group. With this information in hand, you 
will be ready to approach potential advisers and discuss with them their interest and ability for 
advising your group. The most suitable adviser is one who shares a common interest with your 
organization. 
 
Poll your group members for the names of professors or staff members who they have found 
helpful and interested in student life. Approach potential advisers with confidence and a positive 
attitude. Remember to be clear about the purpose and activities of your organization, your 
expectations of the adviser and all benefits the adviser will enjoy. 
 
Once your adviser begins to serve, keep him/her well-informed, clarify expectations and roles 
when needed and draw on his/her expertise. Occasionally, thank you notes and 
acknowledgments are a good idea - if you have organization t-shirts, for example, make sure 
your adviser has one too! Enjoy what can be an extremely rewarding and mutually beneficial 
relationship. 
 


Role of Student Organization Advisor

Agnes Scott College Staff Council

Agnes Scott College Staff Council Bylaws 
Approved by Council September 4, 2008 
Amendments: February 4, 2010; April, 2011; June 2014; July 2015 
 
Mission Statement & Goals: 
The Agnes Scott College Staff Council fosters a positive work environment by acting as the 
voice of the Agnes Scott staff as a whole, facilitating communication among staff and between 
staff and other campus constituencies, providing guidance for college officers, the president, and 
the Board of Trustees related to all staff issues, assessing and interpreting workplace 
environment and campus culture from the staff perspective, fostering community within and 
across departments and offices, and promoting living honorably in support of the college 
mission. 
 
The Staff Council achieves these goals by: 
● holding regular open meetings with all staff; 
● conducting periodic surveys of staff members; 
● reviewing and acting on open and anonymous emails sent to the council by staff members; 
● advising on staff representation on college committees; 
● attending committee meetings and reporting information to all staff members; 
● providing opportunities for social interactions on a regular basis 
● welcoming new employees in various ways 
 
I. Membership, Structure, and Roles 
 
All full-time and part-time staff members of Agnes Scott College who have been employed by 
the college for at least one year are eligible to serve on Staff  Council. Terms run from May 1 to 
April 30 of the following year. Terms are for two years and positions will be staggered relatively 
evenly so that about half the Council rotates off each year. 
 
Although membership on the council itself is limited to those staff members who win elections, 
any staff member may participate in the activities of the council through communicating with the 
council during the year or in periodic open staff meetings. Any staff member may present an 
issue before the council by requesting placement on the agenda of an upcoming meeting. 
 
The Staff Council (SC) comprises the following positions and responsibilities 
 
Staff Council Chair 
● Chairs SC meetings 
● Represents the SC on SPAC/BOT main committees & presents to said committees 
● Acts as the main “Go-To” person for staff-related matters 
 
Secretary 
● Creates agenda for SC meetings 
● Schedules and coordinates meeting days and times with SC members 
● Keeps minutes at SC meetings and records of SC activities, communications, and surveys 
● Posts minutes to shared space 
 
Treasurer 
● Keeps track of SC budget 
● Handles reimbursements and budgetary paperwork 
● Coordinates SC elections 
 
Communication Chair 
● Receives feedback/requests from ASC staff over email or in person 
● Coordinates non-SC staff member presentations at SC meetings 
● Maintains the SC website 
 
Committees Chair 
● Coordinates which college committees need staff representation 
● Consults with full SC to assign SC members to college committees 
● Represents the SC at Faculty meetings 
 
New Employee Chair 
● Coordinates with Dir. of HR to keep track of when new employees arrive 
● Presents at New Employee Orientation 
 
Social Chair 
● Coordinates social activities of the SC 
● Is the main SC contact for college-wide social activities in which staff are involved 
 
Members at Large 
● Represent Unionized and New Employees 
● Duties as requested by other chairs/members 
 
Director of Human Resources (ex officio) 
● Ensures that SC activity conforms with college standards & practices 
● Advises SC on new HR developments 
 
The council may establish subcommittees as the need arises.  Subcommittees should be directed 
in their work by a charge from the SC and will be expected to report back to the SC.  The SC 
will report on the work of the subcommittee to the appropriate administrative bodies. 
 
II. Elections 
 
Elections will be held each year in April.  Nominations may be submitted to the Treasurer and 
will be accepted during the month of April.  Nominees will be contacted to see if they are willing 
to serve. Those willing will be placed on a ballot of candidates and elections will be held over a 
three day period, Tuesday—Thursday in the second week of April. 
 
Means of election will be via a link to an on-line survey, sent by e- mail.  In addition, a computer 
will be made available in Evans Dining Hall throughout lunch during the three-day election 
period with a Staff Council member available, if necessary, to assist employees who wish to vote 
over their lunch period. 
 
Nominations and elections to fill vacancies resulting from resignations during the year will take 
place during the annual election process or representatives may be appointed at the council’s 
discretion to serve the balance of the term.  First consideration for replacement appointments will 
be given to staff who were previous nominees. The membership rules described in Section I will 
apply. 
 
After elections, the SC meeting the following month will include both outgoing and incoming 
members to facilitate transitions. 
 
III. Meetings and Procedures 
 
The Council will meet at least once monthly, with the option to call additional meetings as 
necessary.  The general orders of business will be:  
 
● Approval of the minutes of the previous meeting. 
● Follow-up on old business. 
● Updates from each chair 
● New business requiring action of the council. 
● Open discussion of additional items or concerns. 
 
All members are expected to attend the monthly meetings. After three absences, the chair will 
have a meeting with the member to asses continued interest in serving. 
 
For items requiring a vote, a quorum will consist of a simple majority of SC members. 
 
Minutes of Staff Council meetings will be posted after they have been approved by the council. 
 
The council will meet in an open forum with the entire staff at least once a semester to allow 
open conversations on issues of concern. The Council has an obligation to report regularly to the 
staff as a whole on the work of the council and to actively solicit the opinions and concerns of 
the entire staff population.   
 
The Council may convene a meeting with the entire staff at any time circumstances warrant such 
a meeting. 
 
Special meetings of Staff Council may be called by the chair to consider matters of immediate 
importance.  However, at least two-thirds of the council must be present to vote on any issue at 
such a meeting. 
 
These by-laws may be amended with the approval of a majority of the council.  However, 
amendments may only be considered after notice of possible changes has been published in an 
agenda provided to Council members 24 hours prior to the meeting. 
 
IV. Budget 
 
The SC budget is provided by the President’s Office. Funds are used for: 
● Special events 
● New Employee outreach 
● Community building 
● Other needs 
 
The Director of HR is the designated Budget Manager. 


Agnes Scott College Staff Council bylaws

Updated 11/17/2015 
 
FIRST YEAR Career Success Checklist 
Goal: Explore academic areas, build professional awareness and start building career toolkit 
First Semester:  
____ Follow Internship/Career Development social media and homepage calendar - Facebook, LinkedIn 
____ Attend the Non-profit and Public Service fair in September to intentionally identify volunteer 
organizations that will expose you to areas of interest.  
____ Complete your Summit advising reflection prompts paying attention to classroom discussions, 
assignments, and student activities you enjoy. Start an ongoing list of academic areas and careers you want 
to learn more about. Share this list with your Summit Advisor and use it to prioritize which alumnae career 
panels, networking events and employer information sessions you will attend.  
____ Complete your profile on the agnesscott.edu/hireascottie jobs board so that you receive 
announcements customized by area of interest. Do NOT opt-out of emails from our department because that 
is how we advertise special opportunities by major to people with approved resumes.  
____ Attend Pizza and a Major in October to learn from juniors and seniors about majors Agnes Scott offers 
____ Attend Internship Week events (Early November and Late February) to begin thinking about options for 
summer. Introduce yourself to Internship Coordinator, Tomeka Stephens.  
____ If your midterm GPA is above a 3.2, attend the Kemper and Hubert Scholar information sessions. 
Kemper is for paid internships in all disciplines (HR, advertising, finance, data analytics) of the Financial 
Services industry and Hubert focuses on Public Service/Nonprofits.  
____ If you are considering a major in STEM, attend the Summer Research Information Session in November.  
Second Semester – Create Your Toolkit!  
The first step to finding an internship or being connected to an alumna for an informational interview is to 
have a professional resume that has been approved by our office.  
____ Read the Resume/CV Guide on the home page of agnesscott.edu/hireascottie and use the Resume 
Templates there to create and refine your resume/CV.  Attend a Resumes and LinkedIn 101 Workshop for an 
overview of how to build your professional toolkit 
____ Use the LinkedIn Checklist to create a professional profile on LinkedIn. 
____ Visit Internship and Career Development walk-in hours to receive real-time help with your resume and 
LinkedIn profile  
____ Download and read the Agnes Scott College What Can I do with this Major handouts for majors you are 
considering. These can be found on the home page of agnesscott.edu/hireascottie – a more general What Can 
I do with this Major can be found on the Internship and Career Development website 
____ Attend at least one Career Panel to learn more about majors or careers of interest to you.  
____ Download the Student Guide to Informational Interviews and attend a workshop to learn more.  
____ Discuss your summer plan with your Summit Advisor. Include the following:  
 At least 2 informational interviews related to your major/career of interest 
 Meaningful service experience to build professional skills (Excel, project management, writing) 
 Internship or research 
 Assigned assessments and reflections for your Digital Portfolio 


First Year Career Success Checklist

Agnes Scott College Center for Writing and Speaking

Tutorgram Issue 1

Newsletter of the Balance Employee Wellness Program from the year 2015

Agnes Scott College Office of Human Resources

Active at Agnes newsletter

Center for Leadership and Service• Alston Campus Center• Agnes Scott College 
 
 
                                                  
Leadership Transition_____________________ 
Your year as an officer is coming to an end and new officers are being selected. How do you 
leave your position gracefully? How do you ensure that the new officers are ready to continue to 
provide your organization with strong leadership? 
 
A thorough leadership transition plan has several benefits: 
 Provides for transfer of significant organizational knowledge. 
 Minimizes the confusion of leadership changeover. 
 Gives outgoing leaders a sense of closure. 
 Utilizes the valuable contributions of experienced leaders, usually the most neglected 
members in your group. 
 Helps incoming leadership absorb the special expertise of the outgoing leadership. 
 Increases the knowledge and confidence of the new leadership. 
 Minimizes the loss of momentum and accomplishments for the group. 
When Do You Start? Early! 
 Begin early in the year to identify emerging leaders. 
 Encourage these potential leaders through personal contact by helping others ddevelop 
new leadership skills, delegating responsibility to them and clarifying job responsibility. 
 When new officers have been elected, orient them together as a group with all of the 
outgoing officers. This process provides the new leaders with an opportunity to 
understand each other's roles and to start building their leadership team. 
 Be sure to transfer the knowledge and information necessary for them to function well. 
An organization history and flow-chart might be helpful. Take time to organize any files 
or notebooks so they may quickly access information. 
 Have individual meeting with old and new officer position. Make sure they know what 
they're getting into. 
What Do You Need To Transfer? 
Think back to your first weeks. What could you have used to do your job better? Some 
suggestions are: 
 Effective leadership qualities and skills. 
 Problems and helpful ideas, procedures and recommendations. 
 Written reports: 
o Containing traditions, ideas or completed projects; continuing projects and 
concerns; or ideas never carried out. 
o Personal and organizational files. 
Center for Leadership and Service• Alston Campus Center• Agnes Scott College 
 
 
o Acquaintance with physical environment, supplies, equipment and any office 
procedures. 
o Introduction to personnel (advisors, administrators, contacts, etc.). 
o Share what you would have done differently. Or how you could improve upon the 
previous year. But remember, part of the learning for the new members is 
figuring it out on their own. 
 A complete record of the organization's structure, goals and accomplishments (through 
complete and organized files): 
o Constitution and By-laws 
o Organizational goals and objectives for previous year(s) 
o Job descriptions/role clarification's 
o Status reports on ongoing projects 
o Evaluations of previous projects and programs 
o Previous minutes and reports 
o Resources/contact lists with addresses and phone numbers 
o The Leadership Resource Office Handouts 
o Financial books and the ASUO Documents/Policies 
o Mailing lists 
Be a good, conscientious leader by providing your successor with these things, but at the same 
time, encouraging them to grow as their own leader. 
 


Leadership Transition

Center for Leadership and Service• Alston Campus Center• Agnes Scott College 
 
 
                                                  
Brainstorming Ideas______________________ 
Is your group stumped for new ideas? Do you do the same activities the same old way, year 
after year? Do the leaders and just a few others seem to do all the talking? 
 
Brainstorming may be just the technique to rejuvenate your organization and get everyone 
excited and involved. The purpose of this method is to get out as many ideas as possible, the 
more you have to choose from, the better your final choice will be! You can use brainstorming for 
almost anything: program ideas, themes, slogans, publicity, group goals and problem solving. 
 
The rules for brainstorming are deceptively simple, be sure the group understands them and 
someone has the job of making sure they are followed. 
 
Set The Stage 
1. Set a time limit, 10 to 20 minutes, depending upon the size of your group and the 
complexity of the issue. 
2. The best group size is 3-15 people. If you have more, break into two or more groups and 
brainstorm simultaneously. 
3. Focus on one issue at a time. The question or issue must be one about which all 
participants can speak.   
4. Record all responses on a blackboard or big sheets of newsprint so everyone can see 
them; don't record the name of the person suggesting. Record only key words and 
phrases, not word for word. 
Explain (and Possibly Post) The Following Rules 
1. Do not discuss ideas until the end 
2. Do not criticize, praise or judge 
3. Be spontaneous--no hand-raising, just call out 
4. Repetitions are OK 
5. Quantity counts 
6. Build on each other's ideas--"hitch-hiking" or "piggy-backing" is encouraged 
7. Enjoy the silences-often the best ideas come out of them 
8. It is ok to be outrageous, even silly 
Make Good Use of the Members' Creativity 
1. If several groups brainstormed the same idea, put the lists on the wall and let everyone 
read each other's work. 
2. Group ideas into related categories for review. 
3. Decide which ideas are most promising and which can be eliminated; this can be done by 
putting pluses and minuses by items. 
Center for Leadership and Service• Alston Campus Center• Agnes Scott College 
 
 
4. Rank the most promising. 
5. Select those with greatest potential and high-ranking priority for either implementation or 
refinement by committee or the group. 
6. Follow-up. If the ideas are to be implemented successfully by the group or by committee, 
ask for updates on a regular basis. 
7. Review and evaluate your ideas as they are being implemented. Make any changes 
deemed necessary by the group. 
8. Be sure to utilize the ideas generated. It is extremely demoralizing for a group to invest 
its time, energy and creativity and have the idea disappear. Seeing your ideas come to 
fruition however, is extremely rewarding. 
Source: 
Pfeiffer and Jones; 1972 Annual Handbook for Group Facilitators.   
Schindler-Rainmann E. and Lippitt, R.; Taking Your Meetings Out of the Doldrums. 
 


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