Preface
The following are guidelines which describe the Cooperative Education Program at The University of Akron. The University of Akron operates three distinct co-op programs. The University-wide co-op program represents the Colleges of Arts and Sciences , Community and Technical, and Fine and Applied Arts. The College of Engineering and the College of Business Administration offer their own individual programs. Please contact the coordinators of these programs if your personnel needs fit more closely with these academic programs.
Our Commitment to You
The Cooperative Education staff provides services to employers and students participating in the co-op program. Our staff assists participating employers with the following services:
Advise and guide students in the career development process;
Offer recruiting and evaluative services to students, faculty, staff, and employers
Coordinate the information exchange between the employer, students, and the university
Facilitate the evaluation of the co-op program by providing materials to both students and employers
Kim Rodger Ferguson Assistant Director, Center For Career Management and Coordinator for Cooperative Education and Internship Programs The University of Akron Center For Career Management Schrank Hall North, Room 153 240 Carroll Street Akron, Ohio 44325-4306 (330) 972-7747 or (330) 972-7748 (fax)
Deanna Dunn Engineering Co-op Coordinator Engineering Cooperative Education Programs The University of Akron Auburn Science Center 227 Akron, Ohio 44325-3902 (330) 972-7849
Director of Cooperative Education and Internship Programs The University of Akron The College of Business CBA Career Office Akron, Ohio 44325-4805 (330) 972-7827 Definitions
As an employer, you know that recruiting and hiring qualified employees is critical to the success of your business. One of the most effective ways to meet hiring objectives is through the Cooperative Education (Co-op) and Internship Program. Cooperative education combines formal academic study with career-related work experience in companies and organizations nationwide. In-house training and formal studies prepare the student professionally and academically.
The University of Akron's Cooperative Education Program has proven to be an efficient and effective means to satisfy both short and long-term personnel requirements. It provides an employer the opportunity to evaluate potential employees in on-the-job settings without obligation to hire the students after graduation. Many consider cooperative education to be the most successful form of education in the United States today because of the tremendous benefits for students and employers alike.
Definition of Co-op
Cooperative Education is a formal program at The University of Akron which combines classroom study with career-related work experience. Students can earn a college degree plus on-the-job training within their chosen field(s) of study. Each work period is recorded on the student's transcript. Each student also receives a certificate for completing program requirements.
Co-op is not a work-study program.
Work-study is a federally supported financial aid program which provides jobs for students with financial need. The work-study positions are partially supported by federal dollars and need not be career-related. By comparison, co-op assignments must be career-related. They are 100 percent employer funded and are not based on financial need.
Co-op is not an internship.
Internships are academic programs for credit which provide students with career-related experience, usually on a one-time-only basis. Co-op positions are non-credit assignments available on a long-term basis. They are usually repetitive, always paid, and open to all qualified students.
Components of a Cooperative Education Program
The Training Agreement acts as an agreement between the academic institution, the student, and the employer, concerning the goals and operation of the program.
A schedule of academic study and work experience structured to enhance the student's education and experience.
Conformity with federal, state, and local laws on employment and compensation.
Work experience that: Relates to the student's academic study or career goals. Is supervised, evaluated, and paid by the employer. Is monitored by the college or university. Increases in difficulty and responsibility as the student progresses in school.
The Objectives of Co-op
The objectives of Cooperative Education at The University of Akron are to:
Combine theory with practice by coordinating work experiences with classroom study.
Develop student maturity, responsibility and independence.
Improve student skills in dealing with other people.
Help motivate student to excel in both the workplace and the classroom.
Provide employers with a qualified source of pre-professional personnel available year round.
Strengthen the relationship and heighten cooperation between industry and the university.
INTERNSHIP PROGRAM
An internship is often reserved for students in an honors program or for students who meet certain departmental criteria. Students are placed on an internship assignment for one semester wherein they receive academic credit assigned by their department. In this case, the Cooperative Education and Internship Coordinator assists students in finding viable internship options. Once students have accepted a position with a company, the Coordinator refers them back to the department advisor for review and assignment of academic credit. If no academic credit is assigned by the academic department, then the student must register for co-op. There is a $55.00 fee for the course. The Benefits Of Cooperative Education and Internship Programs
Employer Benefits:
Reduced Personnel Costs
Cooperative Education is a cost-effective means of obtaining college level personnel to perform productive and necessary work at a cost considerably less than that paid to regular entry-level employees. In addition, employers pay no unemployment compensation taxes, and fringe benefits are optional.
Reduced Recruitment Costs
Coordinators in the co-op office provide free referral and evaluation services to participating employers. This reduces the salary, travel and advertising costs involved in recruitment.
Flexible Source of Personnel
Students are available as part-time or full-time employees, depending upon your company’s particular needs. They represent a source of pre-professional personnel. Co-op and Internship students are a highly motivated source of employees who can assist during peak workloads or who can free your existing staff from time-consuming, yet essential tasks. Also, Cooperative Education allows employers to experiment with new employment positions without requiring extensive investment or long-range commitment.
Increased Recruitment Yields
Statistics prove that Cooperative Education is good business. Nationally, anywhere from 55 to 60 percent of the students who co-op with an organization are hired permanently after graduation.
Improved Retention Rates
Since the company and the student have become acquainted before establishing a binding commitment, pre-screening has already occurred. As a result, companies report high retention rate for co-op graduates, compared to a lower percent for non-co- op graduates over a similar period of time.
Affirmative Action and EEO Objectives
The Cooperative Education and Internship Program assists in the identification and hiring of minority groups and females, consistent with Affirmative Action and Equal Employment Opportunity (EEO) objectives.
Student Eligibility Requirements
The Co-op and Internship Program is an option available to nearly all students at The University of Akron. Minimum eligibility requirements include the following:
Satisfactory completion of approximately half of the graduation requirements in the student's particular undergraduate program; graduate students must complete the equivalent of one full-time semester
Acceptance in a degree granting college and maintenance of the minimum grade point average of that college
Satisfactory completion of any other requirements of the student's college or department
Transfer students must have completed 16 credits of academic work at The University of Akron
Part-time students must be willing to meet the requirements of their co-op or internship schedule. Depending upon the college, the employer/employment circumstances, this may include semesters of full-time study
Non-U.S. citizen (International) students are eligible for co-op and internships (see Co- op and International students on the last page)
Co-op/Internships and International Students
There are TWO categories of non-U.S. citizen (International student) visas: curricular practical training and optional practical training.
CURRICULAR PRACTICAL TRAINING
Non-U.S. citizen (International students) are eligible for curricular practical training but they must obtain visa approval from the International Students Office. In order for them to receive authorization for curricular practical training, they must be currently ENROLLED undergraduate or graduate students.
They also need to: Have the employer submit a letter confirming the student hire, and outlining the work period, pay, and supervisor. Register for co-op/internship course File a completed Training Agreement, signed by the employer, and the University Co-op/Internship Coordinator. Provide the Cooperative Education and Internship staff with the name and phone number of a contact person at the work site. A Co-op student should work no more than 51 weeks of curricular practical training. The law allows for 52 weeks of full-time employment, but if the student takes all 52 weeks, then he or she may lose eligibility for optional practical training. Part-time work is counted as full-time for visa purposes if the student works more than 20 hours per week.
OPTIONAL PRACTICAL TRAINING
Optional Practical Training is designated for students who are candidates for graduation. It is granted by the Immigration and Naturalization Services office in Cleveland, Ohio, and requires a 90-day waiting period. Once the card is issued, the first 6-month period begins whether or not the student is actually employed. The optional practical training is renewable one time for a total of 12 months work experience. If the student works 12 months (or 52 weeks) optional, he or she is not eligible for another 12 months of curricular practical training. Therefore, they should be advised to only work 51 weeks of either.
Co-op Work Options
Employers may choose from several co-op scheduling alternatives:
Alternating vs. Parallel
The "Alternating Plan" allows students to rotate between a semester of full-time work and full-time classes. Students in these positions normally work 40 hours per week (35 is the minimum required and some employers may request overtime). Classes may be taken while working if the student's work schedule permits.
The "Parallel Plan" permits students to attend classes and work simultaneously. Students usually work between 15 and 30 hours each week while carrying a reduced class load.
Ongoing vs. One-time Only Options
Through "ongoing" assignments, employers may recruit and pre-screen potential full- time employees. Students accepting a position in an "ongoing" co-op program are expected to return and complete a minimum of two to three semesters with that company. Failing to do so may result in expulsion from Cooperative Education. "One-time-only" positions fill the short-term needs of an employer. Students who accept such positions must find a new co-op employer for each co-op period. Employers who need assistance with special projects may wish to use this option.
Establishing a Cooperative Education or Internship Program
Initial Considerations:
An employer considering a Cooperative Education or Internship Program should be certain that the rationale for co-op or internship be one that complements the overall company philosophy and is endorsed and supported at the highest levels of the organization. A top- level management commitment is needed so that co-op or internship will be an important program in the personnel development of the company. Included in this commitment should be the understanding that co-op/internship is an educational program integrated with practical experience.
Determine if enough work is available to warrant the hiring of a co-op or internship student. There should be ample work available to keep the student active during the entire semester. Further, the work should be challenging and commensurate with the student's academic level. The work program should involve progressively more responsible assignments.
When developing a co-op/internship program, designate a company representative as the person responsible for the student. This individual will have responsibility for the development and direction of the program throughout the company. This individual acts as the liaison between the company and The University of Akron.
Close attention must also be given to the selection of persons chosen to provide direct supervision of the student. Emphasis should be on placing co-op/internship students under supervisors who can see their roles as "educators" as well as supervisors.
The Work Assignment:
Fulfilling recruiting needs involves more than just determining the number of co- op/internship students required. It also involves the development of specific job requirements for each type of position. It is useful to prepare a short job description summarizing the requirements for each position the company plans to fill.
A successful co-op or internship program should provide the student with a sequence of planned activities. The effectiveness of the total program hinges, to a large extent, on how effectively co-op/internship students are trained and used. A clearly defined professional development program should be designed and used for each academic major employed and for each work period students are on an assignment.
Alternating work assignments can be important to the success of the program. Rotation from one assignment to another gives co-op students a sample of the types of work performed in the organization. In turn, it provides supervisors with an indication of the kind of work the students are best equipped to perform following graduation.
Company Responsibilities for Successful Co-op or Internship Assignments:
Plan the Assignment in Advance
Know the student's background and interests Mutually agree on projects or responsibilities Have a backlog of jobs ready Include a major project that will challenge the student Provide a place for the student to work
Provide a Suitable Orientation
Introduce the student to appropriate management people Advise the co-op/intern to whom he/she reports Provide background knowledge which will contribute to the student's understanding of the company and its policies Inform co-ops/interns of outstanding departmental work projects
Supervise the Student
Provide work experience related to the student's field of study which enables the student to apply and test principles and theories learned in the classroom Structure work experience with a gradual degree of increased difficulty and responsibility as the student progresses through the program Offer guidance and counseling for each student by designing meaningful learning objectives; give direction when needed Treat the student as any other member of your department
Require the Co-op/Intern to Meet all Personnel Regulations and Policies Delegate responsibility to the student; show confidence in him/her as a pre-professional Keep the student busy; include the student in as many projects, meetings, and learning experiences as possible Provide the student with the company employee handbook. Explain policies and hold the student(s) to the same rules as the other employees where legally possible.
Evaluate the Co-op Student
Evaluate the student's performance and share your observations as often as possible (orally and in writing).
Complete and submit a copy of a final written evaluation of the student's performance after each work period to the Co-op and Internship Coordinator.
Company Policy On Co-op Employees:
Compensation
Federal law requires that all employees, including Cooperative Education and Internship students, be paid for their work.
If a student is participating in an on-going co-op assignment, it is advisable that the pay schedule provide successive increases to reward the student on each returning work assignment.
******Please note, employers do not pay any unemployment compensation taxes. Once students leave their co-op assignments, they are not eligible for unemployment compensation. There are no tax credits specifically applicable to co- op. Co-op wages are subject to federal, state and local withholding taxes.******
Benefits
Fringe benefits are optional. Many companies provide full-time co-op students with a modified benefits package. Some of these benefits include: insurance (health, life, or liability or a combination of these), company seniority, vacation time, medical coverage, sick pay, educational assistance, and paid holidays. In addition, many companies offset travel and temporary living expenses in instances where students are required to travel long distances.
Housing Arrangements
For many students housing is becoming a major concern in deciding whether or not to co- op at locations away from home. Housing arrangements vary from one employer to another. Some employers provide housing for their co-op students. Others deduct from payroll for lodging. Many supply information about possible housing arrangements which other co-op’s have used before. Make it clear to the University and the co-op student if your company will compensate the student who has to relocate temporarily to work with your company.
☾ Implementing a Co-op or Internship Program
The Assignment Description:
Once a company agrees to become a Cooperative Education and/or Internship employer, an assignment description is completed for each position designated to be filled by a Cooperative Education or Internship student.
The description may include the following items: Learning Objectives Job Purpose Duration Necessary Equipment Training Method and Performance Performance Standards Salary Evaluative Criteria
Employers should also cite specific qualifications, such as:
Academic major(s) Number of credit hours completed prior to the work assignment or internship experience
The Selection Process Upon receiving the assignment description, the University's coordinator will forward resumes of those students who meet the employer's requirements and are interested in the position. The employer may interview selected candidates at their facility or on campus. The University's coordinator will offer assistance in making interview arrangements. The employer must inform the University coordinator of student interviews.
When interviews are completed, the employer notifies the University's coordinator who they chose. The coordinator or the employer may inform the candidates of the choice. The chosen candidate then meets with the coordinator, registers for the Cooperative Education or Internship course and pays a registration fee. (If the selected candidate is an international student the employer must submit a letter verifying the work term and pay to University co-op and internship office). The co-op course is a requirement of the co-op program and maintains the student's full-time status at The University of Akron while on an assignment. Internship students will be referred back to their departments for registration and academic credit review.
The Assignment Supervisor:
During the work assignment, the student most frequently interacts with his or her immediate supervisor. The supervisor is in a position to strongly influence the student's perception of the work world. The supervisor may also help the student by addressing observable strengths and weaknesses. Since a mentoring relationship often develops between a student and supervisor, the supervisor's ability to provide encouragement and immediate, constructive feedback is integral to the success of the Cooperative Education and Internship program.
The assignment supervisor should assist students, particularly those who are about to begin their first work assignment, by providing an orientation to the organization.
Orientation to the Organization:
In acquainting the student with the firm, the assignment supervisor should:
Provide the student with an overview of the organization's purpose, philosophy and structure Describe the student's position: opportunities for advancement, status, salary and benefits Discuss administrative details with the student: hours, record keeping, time sheets, overtime, sick and personal leave, holidays and lunch hours Orient the student to the office or department: conduct a tour, make introductions, discuss office procedures and resources. Discuss company policies at this time (dress code, parking, absenteeism, lateness, etc.) Assist, if necessary, in acquainting the student with an unfamiliar city or area: the student benefits from information and guidance on housing, transportation, recreation, shopping, medical care, churches and educational and cultural opportunities
The Work Assignment:
Following the orientation, the student should be oriented to the specifics of the work assignment. These should include:
An overall description of the student's projects and responsibilities An assessment of each project's status and timetable The tasks to be completed and how they relate to each project The student's responsibility in completing the tasks, including time frame, expected quality and thoroughness Specific instructions on task completion To whom the student is responsible Who will direct the student (daily work supervisor) How, when, and by whom the work will be evaluated Supplemental learning opportunities provided by the project
Supervisor's Ongoing Responsibilities:
Besides assigning tasks, overseeing performance, and evaluating work, the assignment supervisor maintains these other responsibilities during the work period:
Identifies specific and measurable learning objectives to be completed during the work session. Clearly stated objectives should reflect the company's interest and complement the student's professional growth. Establishes the most effective method of evaluating student achievement of objectives Provides continuous and constructive feedback
End of Work Period Procedures:
Review student learning Evaluate student achievement Discuss accomplishments of student goals; identify strengths and weaknesses Complete the employer evaluation form in the student's work report Suggest appropriate academic course work Discuss return starting date (if applicable) Analyze future opportunities. Each semester the University Co-op and Internship office will mail a form asking you to project your co-op/internship needs for the next two semesters. This is only an estimate of potential job opportunities and in no way obligates the employer.
What if a student is not performing satisfactorily?
We ask that you contact the student's Cooperative Education/Internship Coordinator at the onset of any problem. If the problem cannot be remedied to your satisfaction, you can terminate the student at any point during the assignment.
Our Commitment to You The Cooperative Education and Internship Program has proven to be a very valuable and successful recruitment and employment tool for both our students and employers. If, after reading these guidelines, you would like to meet with a member of our staff to review your program options, please do not hesitate to contact us at (330) 972-8655 to arrange for an appointment.
The University of Akron looks forward to working with you to assist you with meeting your personnel needs.