Educating, Implementing and
Maintaining Aviation Internship Programs
Cultivating Tomorrow’s Business Aviation
Leaders
The aviation industry is behind the power curve in preparing qualified professionals. Let’s make the Internship business case!
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Every 10-14 years leadership
development issues have loomed
over the Aviation/Aerospace industry
Yet, this time it’s different
Seventy-eight million Americans
are reaching or approaching
retirement age, and this is the
best-educated generation in the
United States, both currently and
historically (U.S. Department of Labor 2011)
Risks, Benefits, Opportunities • Benefits significantly outweigh risks
– Small and large companies
• Risks
– usually perceived
– A robust, flexible internship program can manage all
the risks
• Rewards – numerous
– Vetted future employment candidates
– Fresh perspective
– Workforce development for industry
– Additional manpower
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Agenda
• Internship Components
• Value of Internships
• Where will we find new leaders for Business Aviation?
• Questions
• Close
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Panel
• Daniel Wolfe, Corporate Aviation Management
Committee (CAMC), Ohio Regional Business Aviation
Association (ORBAA).
• Eric Black, ORBAA
• Lisa Swartzwelder, ORBAA
• Tara Harl, President of AILETRON, OSU Tulsa Aviation
Program Coordinator
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The Foundation • Envision structure of program and timeframe
• Align with company culture and use existing company
resources
– Does your company already have an intern program?
• Review the NBAA website and the NBAA Collegiate
Pipeline guide
• Work with department and company employees to
gather projects and expectations
• Set goals and objectives for your intern program
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Intern at Work
Step 1- Plan & Design
• Know and define your operations
• Determine goals
• Align with culture
• FOM, policies and procedures
• Access to technology and assets
• Effective dates and compensation
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Step 2 – Connect & Select
• Define qualities of your ideal candidate
• Partner with Academia & NBAA Regional Groups
• Interview panel across job functions
• Interact with candidates – promote industry
• Provide interview feedback and mentor unselected
candidates
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Step 3 – Implement & Manage
• Onboarding/Orientation
• Present material at Mentorship level
• Shadow job descriptions
• Mentor job performance and professional perception
• Weekly touch base meetings-feedback
• Mentor!!!!!
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So many opportunities…
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Step 4 – Evaluate & Refine
• Final Presentation
• Intern and the department perspectives
• Refine materials and keep current
• Include intern in next selection process
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The Value of Internships
Your organization can’t
afford not to!
• 70% of learning and development come from real-life
and on-the-job experiences w/ tasks and problem solving
• 20% percent of the time development comes from other
people through informal or formal feedback, mentoring,
or coaching
• 10% percent of learning and development comes from
formal training » Center for Creative Leadership
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Intern ROI
Input Cost in $
Influences/Variables (Quality,
Time, Cost)
ROI
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Inputs
• Recruiting Costs
• Hourly cost of implementation
• Intern Salary (Benefits)
• Office equipment
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Influences…Savings
• $2,411 Savings in recruitment and hiring costs
• $13,513 Savings in salary and benefits costs for special
project work conducted by interns
• $1,659 Savings in new-hire training and on-boarding
costs
• 15 hours Average time savings per week an Intern
saves other employees by doing tasks other
employees would conduct
• 3 (avg.) Number of business innovations and
efficiencies implemented as a direct result of
hiring an Intern
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Why hire an Intern?
• It’s the right thing to do!
- Taking responsibility for creating a skilled workforce
• Aligns with company culture and values (giving back)
• Developing a bull pen of vetted candidates
• Assistance with special project work
• Testing potential employees before hiring
• Obtaining affordable workforce support
• Succession strategy » NOCE 2012 Internship Survey
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Resources
• NBAA Management Guide
• NBAA Industry/Collegiate Aviation Pipeline Program
Guide
• Regional Groups
• Collegiate Aviation Faculty Members/Flight Education
Programs
• Department of Labor website
• NOCE: Northeast Ohio Council on Higher Education
• Industry Peers who have Internship Programs
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Where will we find
new leaders for
Business Aviation?
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And why should I care?
• We need to forge and strengthen ties to collegiate
aviation programs – increase corporate presence on
campus where GA story is often not heard.
• Thus exposing students to the career potential offered by
Business Aviation
• We can then identify potential future employees and
industry leaders
• And, spread the positive message about Business
Aviation
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How do I find Collegiate Aviation
Programs near my office?
http://www.aviationcollegelink.org
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Is there an SOP for this?
• Yes – The NBAA Industry/Collegiate Aviation Pipeline
Program Guide.
• http://www.nbaa.org/prodsvcs/store/
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Golden Moments-Industry
Reflections • The interns remind us of when we were at that age and
eyes wide open for airplanes
• They bring such enthusiasm to the hangar-perks us all
up!
• If we’re having a bad day, the site of the students makes
us realize why we all got in this industry in the first place
• Wish I would have had this opportunity in school
• Makes us proud of our mission
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Summary
• Benefits outweigh the risks
• Setting up a strong program takes time and flexibility
• Rewards are huge for your company, employees and our
industry
• We have resources and substantial experience to help
guide you through the process
• Make a challenge!
• Questions?
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Internship Mentors
• Daniel Wolfe:
Email [email protected]; Ph 614-249-8000
• Eric Black:
Email [email protected] ; Ph 614-746-4021
• Lisa Swartzwelder:
Email [email protected]; Ph 614-203-5518
• Tara Harl:
Email [email protected]; Ph 320-224-6590
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