2. Executive Summary
• Taking steps to create a legacy of
success
• Maintaining high visibility for
successful recruitment
• Making changes to PSP’s website
and utilizing it as a tool
• Finding sources of funding from
various organizations
• Selecting interns for stipends &
other incentives
• Additional resources
2
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices
• Other non-profits
provide paid
compensation for
interns
•Untapped work force
•Chance to grow entire
organization
•Become a more distinguished
organization to work for
• Difficult to navigate website
• Low rates of internship
applications
• Lack of incentives for
interns
• Not capitalizing on local
Universities
•Work experience
for interns in a non-
profit sector
•Gauge the talent
pool for future
employees
Strengths Weaknesses
ThreatsOpportunities

3. Whether interns are paid or unpaid, PSP should
strive to create a legacy of success
3
Recruit students
from the greater
Twin Cities area
Build a
pipeline of
diverse talent
•Interns should
grow in
leadership and
responsibility
•Establish a
community of
peers that push
interns to
succeed
Build and
continuously
strengthen
relationships
•Department
heads should
carefully monitor
interns’ on-going
progress
•Maintain a
results-oriented
approach
Create top-
down
commitment
to excellence
and success
Get acquainted with the Fair Labor and Standards Act (FLSA)1
Any work rendered “gratuitously for a nonprofit organization” is considered volunteer work and does not mandate compensation. The U.S.
Department of Labor states that the need for additional guidelines on internships in the public and nonprofit sector is under review. It may
be beneficial for PSP management to become acquainted with internship guidelines in the for-profit sector.
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices
1See Appendix B for list of resources to understanding the FLSA

4. Successful recruitment and outreach requires
maintaining high visibility and emerging above the fray
4
Utilize online
internship services at
local universities.
• Online platforms such
as GoldPass, The
Edge, Tommie
Careers, etc. allow
access into a large
talent base.
Establish strong
connections with
professors.
• Professors are able to
recommend students
with higher potential,
allowing PSP to
become more
selective.
Maintain some
physical presence on
each college campus.
• Visit student group
meetings to share
internship
opportunities
• Interacting with
students can help PSP
gauge the size and
quality of their
potential talent pool.
The Twin Cities have an abundance of college students seeking internships
which should allow PSP to be more selective in their talent search.
Sustain targeted recruiting:
• Direct outreach – personally
reaching out and having a
physical presence on
campuses produces high
visibility and brand
awareness.
• Partner outreach – tap into
corporate connections and
partners to widen talent
search.
• Develop talent database –
conduct thorough mining of
active internship seekers and
identify high-interest
potential applicants.
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices

5. PSP’s website is a critical tool in maintaining high visibility
5
• Testimonials should be collected through exit-interviews and advertised on the internship webpage1.
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices
1See Appendix C for list of sample exit-interview questions
• The following benefits & requirements listed only appear on the main internship webpage, but should be added to all
pages involving internship positions:
Tips for easier website navigation:
Reduce the number of clicks
users need before reaching
their final desired
destination.
Links should be descriptive,
using the lowest possible
word count.
Include a link redirecting the
user to the homepage on
every web page. Home pages
act as a “central station.”
• Document efforts to establish opportunities to earn college credit by completing an internship with PSP
• Consider making internship program requirements more flexible (something other than
3 months and 8 hours per week)

6. Funding opportunities for paid internships can be difficult
to find, but they are out there1
6
Kresge Foundation Human
Services Grants
The Kresge Foundation seeks to fund
organizations with the following goals:
• Improve lives of disadvantaged
individuals and communities.
• Advance effectiveness and resilience
of multiservice organizations
• Support umbrella organizations and
networks that re-invent effectiveness
of their sector
• Improve the quality of life and
economic security of low-income
individuals and families.
Tradition Family Foundation
The foundation supports nonprofit
organizations involved with the
following:
• Arts & humanities
• Educating youth
• Human services
• Population groups including children
and youth, economically
disadvantaged and low income
individuals.
• Community development
Carlson Family Foundation
The foundation strives to create strong
and healthy communities through
investments in the following:
• Education for future success
• Mentoring children and at-risk youth
• Increase number of adult mentors to
serve youth
• Humanitarian and community affairs
• Well-being of children, youth, and
families
• Strengthening community networks
1See Appendix A for more information on accessing sources
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices

7. Many University of Minnesota departments offer
students unpaid internship scholarships and grants
7
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices
•Barbara Newsome Award
•This $1,500 scholarship is given to undergraduate students
majoring in sociology and engaged in an unpaid internship related
to the field.
•CLA Alumni Award
•This $1,500 scholarship is given to undergraduate students with
unpaid internships, regardless of major or field of internship.
•David Fant Internship Award
•This $1,500 scholarship is given to undergraduate students with
unpaid internships, regardless of major or field of internship.
•Kevin J. Mossier Internship Award
•A gift from the LGBT community, this $1,500 scholarship supports
undergraduate students regardless of sexual orientation with
unpaid internships at organizations to strengthen communities in
Minnesota and throughout the world.
• Unpaid Internship Grant
•Undergraduate students with an unpaid internship in the United
States are eligible to apply for one of several internship grants of
up to $1,000. Students are selected based on the relationship of
the internship experience to their academic and career goals.
College of Liberal Arts (CLA) College of Food, Agriculture & Nutrition (CFANS)
• Internship Grant
•Grants up to $1,500 for CEHD sophomores or above, who are
planning unpaid internships related to their major and would
otherwise face financial hardship without compensation. Priority
is given to internships that fit closely with the major and career
objectives of the student.
College of Education, Humanities & Development
(CEHD)

8. Some companies provide incentives for employees to
volunteer and donate to non-profits1
8
United Health matches
employee donations to
nearly all nonprofit
organizations.
When employees track
30 hours of volunteer
time in a calendar year,
they earn $500 to donate
to the nonprofit(s) of
their choice.
PSP should set up a
volunteering and
donation program for
United Health employees
advertised as a family
volunteering program for
United Health employees
and their families.
•Employee Matching Gift Program: qualifying contributions of
cash and stock made by U.S. Bank employees are matched to
non-profit organizations on a dollar-for-dollar basis from $50 to
$1,000 annually per employee, or $3,000 for employees serving
on nonprofit boards.
•Dollars for Doing: employee volunteer time is matched with a
qualifying non-profit organization at a rate of $5 per hour up to
40 hours per calendar year.
•Total annual funding reached $53 million in 2015.
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices
1See Appendix A for more information on accessing sources
Contributions from these types of volunteers
could fund stipends to college students

9. Selecting interns that receive stipends requires
a careful evaluation process
9
We have determined that a competitive internship program is the most effective way to offer an
opportunity for paid compensation given limited funding. Interns should be evaluated on a
customized rubric and top ranked interns should get stipend payments at the end of their internship
program.
Paying a stipend to interns does not necessarily
qualify them for “employee” protections under
the FLSA1.
The FLSA defines a “stipend” as: “expenses,
reasonable benefits, a nominal fee, or any
combination thereof, for the individual’s service
without losing their status as volunteers.”
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices
1See Appendix B for list of resources to understanding the FLSA
Foster a
competitive
intern work
environment
Dynamic,
dedicated &
engaged interns
Intern-
organization
alignment

10. Create high-incentive opportunities for unpaid
internships
10
Mentoring program
• Current interns would get matched with a PSP corporate sponsor
or a past intern and meet in person on a monthly basis.
• There is great opportunity to gain wisdom and advice in their
career path.
• Interns can develop professional relationships in a larger
network with a support system.
Networking events
• Bring interns to fundraising and other special events.
• Establish networking events specifically for interns.
Exclusive online database/network
• Utilize social media platforms to create network of past and
present PSP interns and employees.
OTHER INCENTIVES
• College credit
• Work experience
• Potential future employment
• Sense of self-fulfillment
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices
Increase in retention rates and returning
interns due to room for personal growth
Identify
areas of
interest
Seek to
understand
Engage
students

11. Appendix A: Sources for Organizational Funding
11
Kresge Foundation
http://kresge.org/
Carlson Family Foundation
http://www.clcfamilyfoundation.com/about_us.asp
Tradition Family Foundation
16972 Brandtjen Farm Dr.
Lakeville, MN 55044
Phone: (952) 920-5100
More information available at: https://www.guidestar.org/profile/41-1958548
United Health Foundation
http://www.unitedhealthfoundation.org/Initiatives.aspx
U.S. Bank
https://www.usbank.com/community/charitable-giving.aspx
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices

12. Appendix B: Sources to Understand the FLSA
12
USDOL Internship Fact Sheet: http://www.dol.gov/whd/regs/compliance/whdfs71.pdf
Tips on MN Intern Law for Non-Profits: http://www.minnesotainternlaw.com/Non-Profit_Organizations.html
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices

13. Appendix C: Sample Exit Interview Questions
13
Executive
Summary
Recruitment
Strategies
Sources of
Funding
Compensation
Strategies
Appendices
• What was your motivation to search for an internship within the non-profit sector?
• What ultimately led you to accept this position?
• Did you feel that you were trained and equipped to perform your duties well?
• How would you describe the culture of our organization?
• What could have we done to enhance your experience here?
• If you could change anything about your role or our organization, what would you change?
• Would you recommend this internship program to a friend?