Internship Program

1. Internship Program Goals

Internship programs are a valued part of the comprehensive VTS business strategy. We have designed a program with specific criteria and actionable goals for both the individual interns and the program as a whole. These goals allow for selection of qualified candidates for our internship positions, to further develop candidates as future VTS employees or to fill specialized requirements for trusted partners.

We have a three pronged, and three-tiered approach to internship placement and applications. Additionally, VTS maintains multiple partnerships with organizations that assist with placing interns into our programs. There is no cost to VTS for access to these partnerships, and in multiple cases, the hourly wage of the intern is not a cost burdened by VTS either. The matrix below is representative of the approach VTS takes to staffing internships:

2. Application Process

Our internship program has a similar application process as that used for new employees. VTS requires interns to apply to the program, meet internship criteria, interview for the job, and be placed into the appropriate role. Our structured application process is a crucial step in assuring a good match for the needs of both the individual candidate and the internship program. Additionally, focused application processes that mirror or closely resemble the initial hiring process allow for smoother transitions to full time work as candidates complete their individual program and OJT engagements.

3. Compensation

The VTS internship program offers fully paid, full- and part-time positions. VTS has formalized and tiered our pay structure, so there are no questions about wages paid. In addition to an hourly rate, our internships offer other benefits as well. Direct cost payments or reimbursements for industry certifications, access to both direct instruction and mentorship towards those certifications, and the potential for certain positions to be afforded paid holidays are a few benefits that can be included in a VTS internship compensation package. Our competitive compensation packages are designed to meet the skills of each position. Compensation including hourly wages and position specific benefits are addressed and formalized in the internship offer letter packets and are tailored to meet the needs of VTS and the candidate at the time of placement.

4. Job Description

Every intern will receive a job description outlining responsibilities and goals for their position. Interns will be treated like all other employees and be held accountable for the job they are being paid to do. VTS executives and operational SMEs spend time orienting the new intern to ensure they understand the organization, job responsibilities, and who to go to with questions about their role.

5. Orientation Process

Like all new VTS employees, interns greatly benefit from a formal employee orientation process. Interns will know the same information that employees do and will be held to the same service standards and policies and procedures as other workers. Our formal orientation process is designed to prepare interns for the office culture, job requirements, and expectations of the job.

6. Manager

Every intern will have someone who directly manages their work. A full time VTS salaried employee will be responsible for making sure the intern has the tools they need to do their job and to manage, guide and mentor the performance of the intern. It is the manager’s responsibility to ensure that the intern understands how the organization communicates expectations, holds employees accountable for job responsibilities and clarifies their role in helping to achieve business goals. In this manner, VTS’s internship is not only forward leaning, but also dynamic and engaging. Our internship program is designed to facilitate professional growth for both the permanent employee (mentor/manager) and the intern simultaneously.

Throughout the course of each individualized internship, VTS leadership ensures that a minimum of three, but ideally four to five, separate LoB SMEs are directly engaged for a minimum of 2 weeks each with each intern. The purpose of this is two-fold.

First, this allows the intern themselves to be exposed to multiple long-term career opportunities within our industry as well as familiarizes the intern with multiple LoBs across the VTS portfolio in order to facilitate a more robust understanding of VTS as an organization. Secondly, this ensures that mid-level managers, team leads and executive leaders across VTS are familiar with the personalities and skill sets coming through our program. This serves to support the long-term growth of leadership and management capabilities for our team leads and managers, while directly assisting with both the hiring and placement decisions within the company should an intern accept the offer of full time work from either VTS or a partner.

7. Performance Appraisal

Like all other VTS employees, interns will go through a formal performance appraisal process. To be effective, the manager/mentor will assist the intern in understanding expectations for the job and will hold them accountable for meeting those job requirements. A performance appraisal process is done to assess the intern’s progress toward stated goals that are communicated at the beginning of the internship.

8. Exit Interview

Exit interviews are not only mandatory but are an important step to help gain the intern’s perspective on the program. Honest feedback can provide valuable information that, when applicable and valid, should be incorporated into improvements to the program. Exit interviews should be logged and maintained as historical record for VTS, this is especially important for interns who transition to full time employment with VTS.