As a member of the National Association of Colleges and Employers (“NACE”), the Loeb Center for Career Exploration and Planning (“the Loeb Center”) adheres to the NACE Principles for Career Services and Employment Professionals. All employers who wish to participate in the Amherst Select Internship Program (“Amherst Select”) will be expected to review and follow all NACE Principles. To promote professionalism and ensure a positive experience for our students, alumni, and employer partners, and to clarify areas of unique concern, the Loeb Center has adopted supplemental program policies and expectations that represent our profession’s standards and best practices while also ensuring that both interns and employers receive the full benefits from their participation in the program. The following policies apply to all employment organizations participating in the Amherst Select.
Statement of Non-Discrimination
Amherst College does not discriminate in admission, employment, or administration of its programs and activities on the basis of race, national or ethnic origin, color, religion, sex or gender (including pregnancy, sexual orientation, gender expression, and gender identity), age, disability, genetic information, military service, or any other characteristic or class protected under applicable federal, state, or local law. Amherst College complies with all state and federal laws that prohibit discrimination, including Title VII of the Civil Rights act, Title IX, Section 504 of the Rehabilitation act, the Americans with Disabilities Act, the Equal Pay Act and the Age Discrimination in Employment Act. Inquiries should be addressed to the Chief Diversity and Inclusion Officer, Amherst College, P.O. Box 5000, Amherst, MA 01002-5000.
The Loeb Center reserves the right, in their sole discretion, to deny any employer or recruiter access to provided service.
Definition of an Internship
All employers who wish to participate in Amherst Select agree to the following internship definition:
An internship is a short-term work experience in a professional field of interest that gives a student the opportunity to apply what they learn in the classroom in a real-life setting that combines training, direct supervision and evaluation. Therefore, all internships should strive to provide interns with the opportunity to achieve the following goals:
- To gain career knowledge and a firmer understanding of career direction after graduation;
- To build upon their existing foundation of knowledge by developing new transferrable and industry-specific skills;
- To learn about the day-to-day operations and functioning of a particular organization;
- To expand their network by establishing relationships with key individuals within the organization
The Loeb Center may choose to not allow participation in the Amherst Select program if:
The opportunity involves on-campus solicitation, posting of materials, or sale of products or services.
A third party agency or recruiter representing a candidate or an employer, and is not the principal employing organization, is promoting the opportunity. This includes, but is not limited to, organizations such as contract recruiters, career development consultants, career marketing firms, and temporary or contact agencies.
Compensation is exclusively commission or fees/percentage of sales from others under the sponsorship in the organization.
The organization is sponsoring an individual to establish their own business for the purpose of selling products or services, and/or recruiting other individuals to establish their own businesses.
The organization requires an initial payment or investment, or account balance or similar fiscal requirements, with the organization itself serving as an umbrella or parent corporation. The initial investment may include, but is not limited to: direct payment of a fixed fee; payment to attend orientation or training sessions; and/or the purchase, leasing, or renting of a starter kit, sales kit or presentation supplies.
The work assignment negatively affects student academic progress or encourages students to discontinue their studies.
The employer fails, for any reason, to provide all necessary information needed to post an internship opportunity (e.g. description of responsibilities, qualifications, application instructions).
Interns should be provided with work assignments that are related to their major or academic/professional interests, challenge them, provide some value to the organization and can be reasonably done within the time constraints of the internship. While it is recognized that some routine clerical work (i.e. filing, copying, and data entry) is necessary at times, Amherst Select internship positions should not require students to spend the bulk of their time on such tasks. Responsibilities should be clearly outlined in the posted internship description and be communicated to the intern prior to the date they start their internship. Any changes to established work responsibilities or expectations either before the start date or during the internship should be explained to the intern as soon as possible.
As a condition of inclusion in the program, employers agree to give Amherst students preference during the intern recruitment process and commit to filling that position with the best Amherst candidate who applied. However, employers are not required to reserve or guarantee a position to Amherst students. Both before and during the application period, employer partners should coordinate all outreach and marketing activities through the college. This includes any form of communication to student organizations, affinity group advisors, or faculty/administrators.
Employer partners have the option of receiving resumes and other application materials in a batch after the stated deadline or on a rolling basis. If resumes are received through the Loeb Center’s collection service, it is the employer’s responsibility to respond to candidates they intend to advance in the recruitment process within three weeks of the resume collection deadline.
The Loeb Center does not permit employers to schedule interviews during reading or final exam periods. Employers offering second-round interviews should provide at least two dates—without negative consequence to the candidacy of the applicant—so that candidates do not miss exams or previously scheduled first-round interviews. Decisions regarding which candidate has been interviewed and which was not selected for interviewing should be communicated to the Loeb Center for follow up with students on behalf of the employer.
Declining to Offer Position
By agreeing to participate in the Amherst Select program, employer partners are making a strong commitment to fill their open internship positions with Amherst students and to work closely with the Loeb Center to find the best fit for their positions. Employers should contact the Loeb Center to state intention to not hire an Amherst student only after going through the entire vetting process (i.e. application submission, application review and interviews) and determining that no candidate fits the qualifications necessary for the position.
Recruiters should be trained in professional interviewing standards and protocols and exhibit professionalism at all times. We require that recruiters refrain from what might be interpreted as offensive or inappropriate behavior. Alumni and other individuals representing an employer are acting in an “official capacity” for their organization when recruiting at Amherst College.
Use of alcohol by candidates as part of the recruitment process, on or off campus, is strictly prohibited.
All tests used as part of the hiring process must be a valid measure of employability and must be compliant with Equal Employment Opportunity Commission (EEOC) standards, and testing procedures must comply with the Americans with Disabilities Act (ADA). Information on testing practices should be shared with the Loeb Center. Employer partners must notify students of testing at least two full days in advance, so that students who require accommodations may make arrangements.
Internship Offer Policy
Since informed decisions benefit both students and employer partners, students must be given ample time to complete their internship searches prior to making decisions regarding offers. Therefore, employers are REQUIRED to give students two weeks after the receipt of a written internship offer before communicating a decision.
It is against policy for employers to make internship offers that include undue time pressure for acceptance of offers, or that encourage the revocation of another employment offer. Exploding offers are strictly prohibited. We define an exploding offer as any offer that does not adhere to our job offer policy stated above and/or that has special incentives attached for early acceptance, including signing bonuses. Employer partners must refrain from any practice that improperly influences and affects internship offer acceptances.
Rescinded/Deferred Internship Offers
Employers needing to rescind or defer employment offers should review the NACE Position Statement on Rescinded and Deferred Employment Offers. Employer partners should contact the candidate’s Career Center and the candidate as soon as possible.
Amherst Select internships do not have to be paid opportunities. However, Amherst Select employers that are for-profit businesses should review the Department of Labor’s legal criteria to determine if their internships qualify as unpaid. Employers offering unpaid internships should consider other ways to compensate interns or otherwise provide them with support over the summer (i.e. public transportation passes, housing assistance, etc.). Amherst Select interns are able to apply for summer internship funding through the college if their internship is unpaid; however, this funding is competitive and not guaranteed.
In order to ensure that the intern is clear about his or her responsibilities and is given all of the resources and information necessary to be successful, employers are asked to conduct an orientation session with their intern during the first week of the internship. At a minimum, the session should include training that covers expectations, policies and procedures; a tour of the office/organization; and introductions to key staff members. Orientation sessions not only guarantee that everyone, intern and supervisor(s), is on the same page, but also help to make the intern feel welcome and a part of the company or organization even though they will only be working there for a short period of time.
Employers should identify a supervisor for the intern who will serve as a professional mentor and guide while also managing the student throughout the duration of the internship. This individual should be easily accessible for the intern and should interact daily with him or her, preferably face-to-face
Professional Development and Networking Opportunities
Supervisors should work with interns to develop goals that the student would like to accomplish by the end of the internship along with a strategy for achieving those goals. When possible, supervisors should make an effort to seek out opportunities for the intern to strengthen their skills and improve their performance. Examples of opportunities might include being responsible for or collaborating on a large project of significant value, actively participating in staff or client meetings or rotating through various departments throughout the summer.
When possible, interns should be encouraged to seek out professionals internally or externally over the course of their internship to further their career education and to build relationships that can be beneficial to them during their future job search.
Internships are learning opportunities for students, and, as such, necessitate a rigorous process of feedback, evaluation and self-reflection. Either the supervisor or a designee should regularly give the intern constructive comments regarding performance throughout the term of the internship. The Loeb Center will will ask for supervisors to complete a formal performance evaluation at the end of the summer for each intern the organization has hired. Prior to the end of the internship, it is recommended that supervisors schedule an exit interview where they review the evaluation with the intern. Evaluations will be filed in the Loeb Center and interns will be allowed to request copies.
Reporting New Hire Data
When requested, an employer will supply the Loeb Center with information regarding students who have been hired to internship positions. Information may include, but is not limited to, student name, title, division or unit within the organization, geographic location of position, internship start and end dates, and compensation (if applicable).
Policy Changes and Updates
These policies will be reviewed annually and may be subject to change at Amherst College. When reasonably practicable, prior to revising this document, employer feedback will be sought and considered. Employer partners will be notified of revisions and of when they will be applicable.
The Loeb Center reserves the right to suspend an employer’s privilege to recruit at Amherst College for any reason, including failure to abide by our policies.
By signing this agreement as an Amherst Select Internship Program employer partner, I confirm that I have read and understood this document and agree that my organization will comply with this policy.