|
After the start of the internship, a student tells the Academy Director that he/she has to go away with his/her family on a vacation that will keep him/her out of work for a week. What happens?
[top]
|
|
|
This is unlikely to occur if the student and parent have earlier signed a Memorandum of Understanding spelling out the benefits and obligations of program membership. When interviewing candidates at the school level, the director should ask the student if he or she will be available for the entire internship. Students who indicate they will not be able to commit to uninterrupted service may be removed from the pool. Once the summer is underway, the director should tell the would-be traveling student to seek a viable alternative or face the risk of dismissal by the company.
|
| |
|
What should the Director do if an intern complains of sexual harassment?
[top]
|
|
|
The director should immediately notify the company liaison as well as the student’s parent and school district officials.
|
| |
|
What should the Director do if the company calls to criticize an intern's performance?
[top]
|
|
|
The director must gain a full picture by speaking to the student, the supervisor, and the company liaison. If additional Academy staff members have information to share, that resource should be tapped. Direct conversation between the director and student may identify the source of the problem and allow the director to provide coping strategies to ameliorate it. All parties must be kept fully informed, and there should be a follow-up later on in the internship to see if improvement has taken place.
|
| |
|
If a student intern is terminated for cause, should he or she be dropped from the program?
[top]
|
|
|
NAF interns are rarely fired. If a student be terminated, however, a decision to remove the student from the Academy from the Academy will depend on the specific circumstances surrounding the case. In cases of moral turpitude, drug abuse, or insubordination, for example, the student has failed to meet NAF standards and therefore should be dropped. In those cases where untoward conditions in the intern’s life led him or her to be excessively absent or to perform poorly, the director may opt to retain the student in the Academy as a senior year probationer.
|
| |
|
If the workplace supervisor does not return a confidential evaluation at the end of the summer, what can be done?
[top]
|
|
|
The intern should contact the supervisor. In some cases, the supervisor may have misplaced the form or simply failed to complete it. A reminder by the student should suffice. Replacement forms may be provided as required. If the supervisor is no longer employed at the firm, the director may be able to secure feedback on the intern’s performance from other workplace personnel.
|
| |
