Bridging Internships

A complete resume with a portfolio of industry-specific demonstrable skills gives the job candidate a massive edge compared to certificate-only candidates. The benefit is still significant when compared to degree-only candidates. Can we build an infrastructure where bridging internships finish out the employable skills and provide a resume-worthy experience?

Definitions

Education: The certificates, degrees, and training provided at an expense to the learner (time or money).

Internship: A compensated learning experience with mentorship from industry professionals.

Career: Full employment with long-term growth that leverages uniquely trained skills.

Unemployment: The experience of being unable to leverage your full earning potential through a lack of pay or hours.

Structure

The vital structural difference from many other employment-focused initiatives is the funded learning model, where the learners are compensated for their performance. Additionally, the training is focused on a resume-worthy internship experience where interns interact with skilled US-based mentors.

Timeline

0. Internship requirements document created and shared with candidates.

I want the first candidates to be picked so they can lead the next round of students from within their respective countries while working for clients.

1. DataThink and SKEP work out the progressing internship model.

We need a structure that has monthly outcomes that motivate the learners to succeed and make it to the next stage. Should we have the Harvard Model (we let a small number in and nurture through each stage) or the Chicago University Model (we allow a large number in month one and push hard so that the final stage has those that can succeed.)? We need a way to validate the progress is happening either way.

2. DataThink hires 1-3 candidates from Kenya, Nigeria, and Ghana.

I focus on data science and business analytics. I want learners with experience with programming or statistics/analytics. It would be great if they had both. We want candidates who have finished or almost finished their undergraduate education.

3. RBDC, DataThink, and SKEP build the mentored professional network to guide the student teams.

I have ideas for this portion. I want to leverage BYU-Idaho students to start. I would find Junior and Senior level students as the ‘project managers’ with the interns. They will need to be compensated. Most likely in the $12-16 an hour range if we pay them. We will need to find a way to pay for these in the long run through donations. In the short run, we must figure out how to compensate them.

4. SKEP and RBDC work on a sponsorship donation model to allow companies to sponsor African interns.

Can we build and sponsor an internship in Africa program where we ask corporations to provide one African internship for each on-site internship they provide? We need to talk through what we think the payment should be for a compensated internship.

5. BYUMS, SKEP, and DataThink work on in-country and remote career connections.

We need the internships to move to career-starting employment. Can we find partners that promise to hire from our intern pool if they meet specific skills?