Supervisor Internship Frequently Asked Questions

There are short and long term benefits to hiring an intern. An internship program is a year round recruiting tool, an effective way to test- drive talent providing a closer look at prospective future employees; to increase productivity and business efficiency through short-term support and gaining the perspective of people who are in school, recent graduates, or who are new to the industry; to increase employee retention, and to increase county employment branding and community support to students.

Internships can be either paid or unpaid. This will depend on the hiring agency needs, budget, and internship agreement. The paid status of an internship will need to be determined before recruiting for it. Contact your Internship Coordinator or HR Consultant if you have questions on specific internships.

Yes. Interns may receive a stipend. Based on the Department of Labor, a stipend should not exceed 20 percent of an employee’s wages doing the same services. Stipends must not exceed $500 a year per intern or a W2 form has to be issued as per IRS regulations.

Yes. Interns may receive gift cards. Gift Cards are taxable income and must not exceed $500 a year per intern.

Internships are available for students in high school, career and trade programs, as well as undergraduate and graduate programs. Internships are also available for post-graduate students.

Currently, Salt Lake County has internship program agreements and contacts with public and private colleges and universities. Human Resources participates in job fairs throughout the year where internship opportunities are promoted to students. When internships are posted, the county works with partner institutions to recruit applicants. Interns may also contact agencies directly to learn about internship opportunities.

Contact your agency’s Internship Coordinator or assigned HR Consultant, who will advise you on the processes and procedures.

The length of internships varies. Often, internships for academic credit will last for the duration of the intern’s school semester and/or the needs of the agency. The length of paid internships is variable and dependent on the hiring agency’s needs and budget.

Paid Interns can work 29 hours or less per week (129 hours or less per month). Interns who are working 6 months or less may work more than 29 hours per week but must have a break in service of 13 weeks before being rehired. This will be determined by the hiring agency.  This requirement is based on compliance with the Affordable Care Act.

Academic requirements that require special circumstances will be reviewed by Salt Lake County Human Resources.

Yes. The internship supervisor must provide guidance, feedback and evaluation in order to facilitate the learning process. Intern supervisors are also encouraged to provide periodic, written performance evaluations.

Yes. You should provide a job description outlining the primary duties and responsibilities as well as the minimum qualifications for the position. See the agency responsibilities on the Internship Process Overview.

All available internships positions will be posted on the internship page found on the Salt Lake County Human Resources Jobs Page.

All interns, paid and unpaid, have to fill out an online application through Human Resources applicant tracking system.

Yes, dependent upon the division’s policy. The combined work hours of the intern including the existing job and the internship must not exceed 40 hours a week. Please contact your HR Consultant for guidance.

When an agency hires an employee who currently has a job with the County, a Multiple Job Agreement document must be completed, signed by all agencies, and returned to Human Resources.

Yes. Paid interns are considered employees and are required to complete an I9 form.

No. Unpaid interns are not considered employees and therefore are not required to complete an I9 form.

Paid interns are required to complete all documentation and training as any Salt Lake County employee, including, but not limited to, the following:

• Salt Lake County Internship Agreement Form
• New hire online orientation
• Sexual Harassment Prevention & Ethics training
• Conflict of Interest Disclosure Statement
• Any additional training and documentation required by the division/department

Unpaid interns are required to complete all documentation and training including, but not limited to, the following:

• Salt Lake County Internship Agreement Form
• Sexual Harassment Prevention & Ethics Training
• Conflict of Interest Disclosure Statement
• Any additional documentation required by the division/department

• Diversity online training
• Defense driving for mileage reimbursement (if applicable)

Agencies can choose to track unpaid hours in PeopleSoft or not. Contact your payroll coordinator for more information

Yes. The agency may determine if interns need internet access and/or a County email address. This will be provided as needed.

Yes. You can contact the Volunteer Services Representative Andrea Valverde at 385-468-7034 avalverde@slco.org if you have questions on reporting hours.

All interns, paid and unpaid, may seek mileage reimbursement from the county at the county mileage rate. Refer to Countywide Policies 1350- Vehicle Policy 16.3

An internship, by definition, must include a specific learning objective and for the benefit of the intern. The intern must gain knowledge, skills, networking opportunities, and/or further understanding of a particular industry from on-the-job experience. In some cases, some interns might also earn academic credit. The intern does not displace a regular employee. Temporary employees replace or fill in for a merit employee.

Volunteers - perform service for the county for civic, charitable, or humanitarian reason, without promise, expectation or receipt of compensation for services rendered. Volunteers are not employees under the FLSA regulations and are not entitled to wages for the time spent in the internship.

Unpaid Interns - participate with the County in an educational or academic capacity designed to provide students with professional experience in the continuance of their education and training. Unpaid interns will be affiliated with a school contract and/or receive academic credit.

Unpaid Interns are not employees under the FLSA regulations and are not entitled to wages for the time spent in the internship. The internship experience is for the benefit of the unpaid intern; the provider of the internship derives no immediate advantage from the activities of the unpaid intern.

Unpaid Interns do not displace or cover for regular employees but work under close supervision of existing staff. The unpaid intern is not guaranteed employment following their internship and is not required to maintain a particular schedule or work a minimum number of hours except as required to obtain academic credit.