Offering Internships

The Fleishman Career Center is happy to help employer partners organize and/or promote internships to our students. Whether you are interested in offering paid or unpaid internships (and credit-bearing or not), our Employer Engagement Team can help you recruit at Binghamton University.

Binghamton students are working hard to develop the knowledge base they need to intern at your organization in a variety of capacities, from copywriting to accounting and human services to engineering. Our undergraduate and graduate programs help students develop well-rounded skill sets that can be employed in day-to-day duties in all organizational departments. 

Benefits of internships

Recruiting interns

The Fleishman Career Center offers numerous ways for employers to engage and recruit students, including;

• Posting the internship to hireBING by Handshake
• Tabling at Job and Internship Fairs
• Building a brand on Binghamton University's campus
• Hosting an information session or workshop
• Partnering with the Employer Engagement Team to recruit on campus
• Partnering with the Credit-Bearing Internship Program 

Connect with the Employer Engagement Team at hirebing@binghamton.edu to start developing a strategy for recruiting Binghamton University student interns for your organization.

Credit-Bearing Internship Program

The Fleishman Career Center's Credit-Bearing Internship Program gives students the opportunity to earn academic credit for an internship experience. Students take a seminar course (CDCI 385 or 395) in conjunction with their internship experience that teaches them important skills to help them be more successful, including professional communication, networking, career planning, diversity information, and more. 

Benefits to employers

Partnering with the Credit-Bearing Internship Program offers employers numerous benefits, including:

• Ease of recruiting: Many Binghamton students are interested in interning for credit. Fleishman Career Center staff will feature your positions on a list of recommended internships for students interested in this program, and also work with them to submit applications if it matches their skills and interests.
• Exposure and marketing: The Credit-Bearing Internship Program selects several students every year to feature in marketing. These students will describe how impactful their internship experience was, creating positive PR and exposure for your internship program. 
• High caliber of interns: Students take a seminar course in conjunction with their internship that teaches them professionalism and other skills to enhance their experience. As a result, they are actively improving the professional skills required to be a successful member of the workforce and great addition to your organization. 

Additional information

• Developing internships for credit

  All internships must meet the requirements put forth by the Department of Labor to be considered for academic credit.

  The internship site is expected to identify and develop meaningful projects in advance for interns to work on throughout the semester. Interns should spend 75% of their time working on meaningful projects and can spend 25% of their time on administrative tasks to support the organization as needed.

  Interns should have a dedicated space to work to increase their efficiency and maintain their sense of value. If working remotely, the employer must ensure the student has all the technology and software needed to complete the internship effectively. 

  In-person internships must take place in a safe, public place of business (no personal residences). If a student is participating in a remote internship, they can complete their responsibilities from their residence or on-campus.

  Interns must not replace employees and must be supervised by a professional staff member at the organization (supervisors cannot be a student or peer). 

  Students may not intern for family members, directly or indirectly. Supervisors cannot have a conflict of interest where they hold a position of power or influence that directly affects the student outside the internship (i.e., supervisor/landlord; supervisor/current professor).

  Interns must be supervised by a professional who can educate the students on new techniques and professional skills needed to complete projects. 

  If the internship site requires that students receive academic credit in order to participate in an internship, the employer MUST make that clear to the students in advance.

  Internships typically last one semester in length, but they can be mutually extended by the employer and the student. If a student wishes to earn credit at the same internship site twice, they must demonstrate that they have new responsibilities or advanced projects.

• Review process

  All internship sites, both on site and remote, will undergo a review process established by the CDCI Academic Council to ensure that the internship meets academic standards. Essentially, the team ensures that the internship site is legitimate and meets standards set by the U.S. Department of Labor, that the intern will be supervised by an industry professional and assigned meaningful projects, and that the student will be safe and supported. Any internship site that does not meet these requirements will not be approved for the Credit-Bearing Internship Program. 

  The Fleishman Center for Career and Professional Development reserves the right to refuse service for any reason. Employer policies can be reviewed on our website. 

• Supervisor expectations

  Supervisors of students enrolled in the Credit-Bearing Internship Program are expected to:

  • Complete a supervisor agreement form.
  • Work with the student intern to identify learning objectives for the internship.
  • Maintain communication with the Fleishman Career Center.
  • Provide mentorship and support to your student intern. This includes supporting them in completing tasks assigned, assisting them with networking within the organization, and providing regular feedback.
  • Complete two supervisor evaluations, one mid-semester and a final evaluation at the end of the semester.
• Student evaluations and grades

  Feedback is essential to a productive internship experience. Beyond evaluations, we encourage supervisors to meet with interns regularly to provide feedback concerning work performance and insight about areas for growth. Internship supervisors will be required to submit evaluations to the Credit-Bearing Internship Program.

  • Site supervisors will receive student evaluations via email. Mid-semester evaluations should be completed by the internship supervisor and discussed with the student in a timely manner. Mid-semester evaluations are an opportunity for supervisors to provide constructive feedback to student interns.
  • The student and site supervisor must work together to accurately track internship hours and the supervisor will be asked to confirm the number of completed hours on the final evaluation.
  • Final evaluations are completed, via email, by the site supervisors and count for 50% of the students' final grades. These must be discussed with the interns prior to the end of the internship.
  • Letter grades are given for all classes, based 50% on the internship supervisor's evaluation of the intern’s performance and 50% on the student’s performance in their CDCI class. Instructors have the final say on grading.
• Intern hour requirements

  Interns must complete a specific number of hours to receive the corresponding number of academic credits:

  Fall and Spring Internships:

  • 60 site hours for 2 credits
  • 120 site hours for 4 credits
  • 240 site hours for 8 credits

  Summer Internships:

  • 70 hours for 2 credits
  • 140 hours for 4 credits
  • 280 hours for 8 credits

View the Employer Guide to offering internships for academic credit

If you have any questions about the Credit-Bearing Internship Program or how your organization can get involved, please contact us at cdci@binghamton.edu.