Progress 09/01/12 to 08/31/17
Outputs
Target Audience:The target audience for the internship program was college students and recent graduates with an educational background in child or youth development, education, family science, human services, recreation management, or a related field. Participants must have had a strong interest in careers in child, youth, and family programs, particularly with the military. In conjunction with our partners in the Office of the Deputy Assistant Secretary of Defense, Military Community and Family Policy, Office of Family Policy, Children & Youth we established both degree requirements and academic status that intern applicants must meet for eligibility. During FY 2016/2017, 25 of the 35 interns had completed their academic degree prior to their internship experience with the remaining 10 returning to their collegiate career post- their internship. The gender and racial demographics of interns were as follows: 34 female; 1 male; 2 Hispanic or Latino; 1 Asian, Hispanic or Latino; 2 Black or African American; 1 Black or African American, Hispanic or Latino; 7 Black or African American, Not Hispanic or Latino; 3 More Than One Race, Not Hispanic or Latino; 1 More Than One Race, Hispanic or Latino; 3 White, Hispanic or Latino; 14 White, Not Hispanic or Latino; 1 White. During FY 2016/2017, 15 of the 35 interns were from land-grant universities. Of those 15 students, three were from 1890 land-grant universities. Changes/Problems:We continue to work with the Department of Defense on additional work products to support the internship program and military child and youth programs and services.During FY 2016/2017 we have been working with our contacts at the Department of Defense to create a series of videos providing an overview of civilian employment opportunities available to support Department of Defense childcare and teen facilities. These videos will feature selected intern alumni to recap and highlight their experiences and subsequent employment in military childcare or teen programming. We are also developing a final yearbook directory of all interns who found employment with the DoD after their internship experience. We are also developing marketing pieces describing career opportunities available to civilians in the Department of Defense childcare and teen facilities.Each of these work products will be delivered to our contacts with Military Family and Community Policy as well as NIFA/USDA and will be maintained for a period of time on our Purdue University Military Extension Internship Website. What opportunities for training and professional development has the project provided?Points of contact with Navy and Air Force placed interns in military child development centers, school age programs, and youth and teen centers. They also assigned each intern a mentor/supervisor for the duration of the internship. Eleven interns and 10 mentors convened in Arlington, VA for Fall Intern Orientation in September 2016. Eight interns and eight mentors convened in Arlington, VA for Spring Intern Orientation in February 2017. Sixteen interns and 14 mentors convened in Arlington, VA for the Summer Intern Orientation in May 2017. During the orientation, interns and mentorswere briefed on program reporting requirements, job duties, working with generational and personality differences, military etiquette and culture, federal careers and how to navigate the USA jobs website, along with information about child and youth development in the military context. Interns and mentors spent time during Intern Orientation meeting and planning the interns' schedules and projects. During the internship, interns received hands on opportunities to experience work with both child and youth audiences. They additionally blogged with fellow interns during the internship, participated in conference calls with each branch's official point of contact, created and delivered a virtual capstone presentation that provided an overview of their time on the installation. How have the results been disseminated to communities of interest?Information about the program was disseminated through the land grant university system, a list of other universities that offer specific college majors/coursework that meet the criteria for potential interns, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. Evaluations of the orientation experiencewere conducted via online surveys. All interns and mentors were e-mailed online evaluations halfway through and at the end of their internships. Completed evaluations were forwarded to the appropriate branch, and a summary of the responses across all branches was assembled and forwarded to all involved in the program. An annual alumni surveywas conductedannually to track the interns' progress with their educational goals and employment opportunities. Quarterly reports featuring selected interns and their experiences as well as information regarding employment placements of intern alumni were shared with our DoD and NIFA contacts as well as partner land grant universities. A final yearbook directory of all interns who found employment with the DoD is being compiled. These reports are disseminated to our military partners and NIFA program personnel and are available on the Military Extension Internship website. What do you plan to do during the next reporting period to accomplish the goals?
Nothing Reported
Impacts
What was accomplished under these goals?
Project staff communicated regularly with Points of Contact with both Air Force and Navy to determine number of interns each branch plans to place in internships. Recruitment efforts for internship experiences were conducted via e-mail, phone, social media, webinar, in person presentations, website listserv, and university job boards. Information about the program and the requirements for participation was disseminated through the land grant university system, a list of other universities that offer specific college majors/coursework that meet the criteria for potential interns, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. More than 1,300 contacts in the fields of childcare, youth development, education, human services, recreation management, and similar fields received program information, including the program brochure, requirements, and application deadlines. The program website had 3,812 visits in the past year with 59.7% (or 2,276 users)identified asnew visitors to the website.
Publications
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Progress 09/01/15 to 08/31/16
Outputs
Target Audience:The target audience for the internship program is college students and recent graduates with an educational background in child or youth development, education, family science, human services, recreation management, or a related field. Participants must have a strong interest in careers in child, youth, and family programs, particularly with the military. In conjunction with our partners in the Office of the Deputy Assistant Secretary of Defense, Military Community and Family Policy, Office of Family Policy, Children & Youth we have established both degree requirements and academic status that intern applicants must meet for eligibility. During FY 2015/2016, 25 of the 42 interns had completed their academic degree prior to their internship experience with the remaining 17 returning to their collegiate career post- their internship. The gender and racial demographics of interns were as follows: 39 female; 3 male; 3 Hispanic or Latino, 1 Black or African American, Hispanic or Latino; 9 Black or African American, Not Hispanic or Latino; 2 More Than One Race, Not Hispanic or Latino; 2 More Than One Race, Hispanic or Latino; 4 White, Hispanic or Latino; 20 White, Not Hispanic or Latino; 1 White Changes/Problems:We continue to work with the Department of Defense on additional work products to support the internship program and military child and youth programs and services. The non-participation of Army over the past two fiscal years has meant that we were not able to meet our budgeted goals to involve and place interns as we had anticipated. What opportunities for training and professional development has the project provided?Points of contact with Navy and Air Force placed interns in military child development centers, school age programs, and youth and teen centers.They alsoassign each intern a mentor/supervisor for the duration of the internship. Twelve interns and twelve mentors convened via WebEx for a virtual Spring Intern Orientation due to weather conditions that made travel for the face to face orientation an impossibility. Nineteen interns and 17 mentors convened in Arlington, VA for Summer Intern Orientation in May, 2016 and eleven interns and 11 mentors have been identified to convene in Arlington, VA for Fall Intern Orientation in August, 2016. During the orientation, interns and mentors are briefed on program reporting requirements, job duties, working with generational and personality differences, military etiquette and culture, federal careers and how to navigate the USA jobs website,along with information aboutchild and youth development in the military context. Interns and mentors spend time during Intern Orientation meeting and planning the interns' schedules and projects. How have the results been disseminated to communities of interest?Information about the program was disseminated through the land grant university system, a list of other universities that offer specific college majors/coursework that meet the criteria for potential interns, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. Evaluations of the orientation were conducted via online surveys. All interns and supervisors were e-mailed online evaluations halfway through and at the end of their internships. Completed evaluations were forwarded to the appropriate branch, and a summary of the responses across all branches was assembled and forwarded to all involved in the program. An annual alumni survey is conducted every year to track the interns' progress with their educational goals and employment opportunities. We also created a quarterly report featuring selected interns and their experiences as well as information regarding employment placements of intern alumni. These reports are disseminated to our military partners and NIFA program personnel and are available on the Military Extension Internship website. What do you plan to do during the next reporting period to accomplish the goals?We will continue researching colleges and universities for contacts in the fields of childcare, youth development, education, recreation management, human services, or similar programs continues as we seek new opportunities to market the program to new audiences of college students. Marketing materials for the program will also be updated, including the program brochure to reflect the updated successes of the program and its interns. The website will showcase recent intern experiences.The annual alumni survey will be conducted to track the interns' progress with their educational goals and employment opportunities. We will also continue to create quarterly reports featuring selected interns and their experiences as well as information regarding employment placements of intern alumni. These reports are disseminated to our military partners and NIFA program personnel and are available on our website. During FY 2016/2017 we will be working with our contacts at the Department of Defense tocreate a series of videosproviding an overview of civilian employment opportunities available to support Department of Defense childcare and teen facilities. We also plan to create a video withselected intern alumnito recap and featuretheir experiences and subsequent employment in military childcare or teen programming.
Impacts
What was accomplished under these goals?
Project staff communicated regularly with Points of Contact with both Air Force and Navy to determine number of interns each branch plans to place in internships. Recruitment efforts for internship experiences were conducted via e-mail, phone, social media, webinar, in person presentations, website listserv, and university job boards. Information about the program andthe requirements for participationwas disseminated through the land grant university system, a list of other universities that offer specific college majors/coursework that meet the criteria for potential interns, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. More than 1,300 contacts in the fields of childcare, youth development, education, human services, recreation management, and similar fields receive program information, including the program brochure, requirements, and application deadlines. These efforts have resulted in 28,444 visitors to our website since September 1, 2015with 70.4% of those visitsbeing new visitors to our website.
Publications
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Progress 09/01/14 to 08/31/15
Outputs
Target Audience:The target audience for the internship program is college students and recent graduates with an educational background in child or youth development, education, family science, human services, recreation management, or a related field. The internships target individuals who have a strong interest in careers in child, youth, and family programs, particularly with the military. In conjunction with our partners in the Office of the Deputy Assistant Secretary of Defense, Military Community and Family Policy, Office of Family Policy, Children & Youth we have established both degree requirements and academic status that intern applicants must meet for eligibility. Changes/Problems:We continued to experience difficulty during this reporting period with changes in Army's Human Resources policy in regards to classification and on-boarding Army interns. We had no Army intern placements for spring and summer 2015 (generally our largest intern class) and the August/September 2015 orientation for fall interns. While we were able to work with OSD and reallocate a few intern placements to Air Force and Navy, they were not positioned to accommodate the placement numbers to keep us on track for our intern placement goals. We anticipate this will no doubt have a negative impact on the number of interns hired as Army had an excellent track record of turning their interns into employees post- the internship experiences. We have continued working with OSD and our Army contact in hopes of having them back in the program for 2016. What opportunities for training and professional development has the project provided?Points of contact with Navy and Air Force placed interns in military child development centers, school age programs, and youth and teen centers and assigned each intern a mentor/supervisor for the duration of the internship. Fifteen interns and nine mentors convened in Alexandria, VA for Spring Intern Orientation in January. Twenty-two interns and 20 mentors convened in San Antonio, TX for Summer Intern Orientation in May 2015. Nineteen interns and 19 mentors have been identified to convene in Arlington, VA for Fall Intern Orientation in August/September, 2015. Interns and mentors are briefed on program reporting requirements, job duties, working with generational and personality differences, military etiquette and culture, federal careers and child and youth development in the military context. Interns and mentors spend time during Intern Orientations meeting and planning the interns' schedules and projects. Due to the new human resource policies, the Army did not have interns during 2014. How have the results been disseminated to communities of interest?Information about the program was disseminated through the land grant university system, a list of other universities that offer specific college majors/coursework that meet the criteria for potential interns, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. Evaluations of the orientation were conducted via online surveys. All interns and supervisors were e-mailed online evaluations halfway through and at the end of their internships. Completed evaluations were forwarded to the appropriate branch, and a summary of the responses across all branches was assembled and forwarded to all involved in the program. An annual alumni survey is conducted every year to track the interns' progress with their educational goals and employment opportunities. We also created a quarterly report featuring selected interns and their experiences as well as information regarding employment placements of intern alumni. These reports are disseminated to our military partners and NIFA program personnel. What do you plan to do during the next reporting period to accomplish the goals?Researching college and universities for contacts in the fields of childcare, youth development, education, recreation management, human services, or similar programs will continue. Marketing materials for the program will also be updated, including the program brochure to reflect the updated successes of the program and its interns. The redesigned website will showcase recent intern experiences. A yearbook of interns hired into military child and youth positions with the Department of Defense has been created and will be updated annually to put faces with the names and numbers of the interns who secured employment after their internship. We remain available to work with Army Human Resources to re-establish internships on Army installations.
Impacts
What was accomplished under these goals?
Recruitment efforts for internship experiences were conducted via e-mail, phone, social media, webinar, in person presentations, website listserv, and university job boards. Information about the program was disseminated through the land grant university system, a list of other universities that offer specific college majors/coursework that meet the criteria for potential interns, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. More than 1,300 contacts in the fields of childcare, youth development, education, human services, recreation managements, and similar fields receive program information, including the program brochure, requirements, and application deadlines. These efforts have resulted in 32,182 visitors to our website since June 30, 2014 and 66.1% of those visits were new visitors to our website. There have been 128 applicants and 56 interns for Spring semester (15 interns), Summer semester (22 interns), and Fall semester (19 interns) cohorts. Since the initiation of this initiative in 2010, 89 interns (25.0% of those eligible for full-time employment) have gained full-time employment with the military after the internship. An additional 13 interns have gained part-time or flex positions with the military after the internship. Fifteen interns who were employed with the military prior to their internship returned to employment after completing the internship. We have also updated our website to provide an overall refresh, more appealing look and easier navigation.
Publications
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Progress 09/01/13 to 08/31/14
Outputs
Target Audience: The target audience for the internship program is college students and recent graduates with an educational background in child or youth development, education, family science, human services, recreation management, or a related field. The internships target individuals who have a strong interest in careers in child, youth, and family programs, particularly with the military. In conjunction with our partners in the Office of the Deputy Assistant Secretary of Defense, Military Community and Family Policy, Office of Family Policy, Children & Youth we have established both degree requirements and academic status that intern applicants must meet for eligibility. Changes/Problems: We experienced difficulty during this reporting period with changes in Army's Human Resources policy in regards to classification and on-boarding Army interns. A tremendous amount of time and energy went into troublesheeting with our Army Points of Contact with an end result that we had no Army intern placements for summer 2014 (generally our largest intern class) and no Army intern placements for the August 2014 orientation for fall interns. While we were able to work with OSD and reallocate a few intern placements to Air Force and Navy, they were not positioned to accommodate the placement numbers to keep us on track for our intern placement goals. We anticipate this wil no doubt have a negative impact on the number of interns hired as Army had an excellent track record of turning their interns into employees post- the internship experiences. We have continued working with OSD and our Army contact in hopes of having them back in the program for spring semester 2015. What opportunities for training and professional development has the project provided? Points of contact with Army, Navy and Air Force placed interns in military child development centers, school age programs, and youth and teen centers and assigned each intern a mentor/supervisor for the duration of the internship. Twenty-two interns convened in San Antonio, TX for Spring Intern Orientation in January. Thirty-two interns and 17 mentors convened in San Antonio, TX for Summer Intern Orientation in May 2014. Sixteen interns and five mentors have been identified to convene in San Antonio, TX for Fall Intern Orientation in August, 2014. Interns and mentors are briefed on program reporting requirements, job duties, military etiquette and culture, federal careers and child and youth development in the military context. When the interns' mentors attend the Intern Orientations they spend time meeting and planning with their interns. Due to military travel restrictions that were still in place, fall 2013 and spring 2014 mentors were not able to participate in the face to face intern orientation. Due to new human resource policies, the Army did not have interns during the Summer internship session. How have the results been disseminated to communities of interest? Information about the program was disseminated through the land grant university system, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. Evaluations of the orientation were conducted via online surveys. All interns and supervisors were e-mailed online evaluations halfway through and at the end of their internships. Completed evaluations were forwarded to the appropriate branch, and a summary of the responses across all branches was assembled and forwarded to all involved in the program. An annual alumni survey is conducted every year to track the interns' progress with their educational goals and employment opportunities. We also create a monthly report featuring selected interns and their experiences as well as information regarding employment placements of intern alumni. These reports are disseminated to our military partners, intern alumni and NIFA program personnel and are additionally posted to our website for public viewing. What do you plan to do during the next reporting period to accomplish the goals? Researching college and universities for contacts in the fields of childcare, youth development, education, recreation management, human services, or similar programs will continue. Marketing materials for the program will also be updated, including the program website and program brochure to reflect the updated successes of the program and its interns. The website will additionally be redesigned to allow online submission of intern applications. A yearbook of interns hired into military child and youth positions with the Department of Defense is being compiled to put faces with the names and numbers of the interns who found employed after their internship.
Impacts
What was accomplished under these goals?
Recruitment efforts for internship experiences were conducted via e-mail, phone, social media, webinar, in person presentations, website listserv, and university job boards. Information about the program was disseminated through the land grant university system, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. More than 1,300 contacts in the fields of childcare, youth development, education, human services, recreation managements, and similar fields receive program information, including the program brochure, requirements, and application deadlines. These efforts have resulted in 40,180 visitors to our website since June 30, 2013 and 64.5% of those visits were new visitors to our website. There have been 212 applicants and 70 interns for Spring (22 interns), Summer (32 interns), and Fall (16 interns) cohorts. Since the initiation of this initiative, seventy-nine interns (22.0%) eligible for full-time employment have gained full-time employment with the military after the internship. Another 11 interns have gained part-time or flex positions with the military after the internship. Fifteen interns who were employed with the military prior to their internship returned to employment after completing the internship.
Publications
- Type:
Websites
Status:
Published
Year Published:
2012
Citation:
http://www.ydae.purdue.edu/military/index.html
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Progress 09/01/12 to 08/31/13
Outputs
Target Audience: The target audience for the internship program is college students and recent graduates with an educational background in child or youth development, education, family science, human services, recreation management, or a related field. The internships target individuals who have a strong interest in careers in child, youth, and family programs, particularly with the military. Changes/Problems:
Nothing Reported
What opportunities for training and professional development has the project provided? Points of contact with Army, Navy and Air Force placed interns in military child development centers, school age programs, and youth and teen centers and assigned each intern a mentor/supervisor for the duration of the internship. Twenty interns convened in Arlington, VA for Spring Intern Orientation in January. Thirty-seven interns convened in San Antonio, TX for Summer Intern Orientation in May. Twenty-three interns will convene in San Antonio, TX for Fall Intern Orientation in August. Interns were briefed on program reporting requirements, job duties, military etiquette and culture, federal careers and child and youth development in the military context. The interns’ supervisors also attended the Spring orientation and spent time meeting and planning with their interns. Due to military travel restrictions that went into effect spring, 2013 mentors have not been available to participate in face to face intern orientation. How have the results been disseminated to communities of interest? Information about the program was disseminated through the land grant university system, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. Evaluations of the orientation were conducted via online surveys. All interns and supervisors were e-mailed online evaluations halfway through and at the end of their internships. Completed evaluations were forwarded to the appropriate branch, and a summary of the responses across all branches was assembled and forwarded to all involved in the program. An annual alumni survey is conducted every year to track the interns’ progress with their educational goals and employment opportunities. We also create a monthly report featuring selected interns and their experiences as well as information regarding employment placements of intern alumni. These reports are disseminated to our military partners, intern alumni and NIFA program personnel and are additionally posted to our website for public viewing. What do you plan to do during the next reporting period to accomplish the goals? Researching college and universities for contacts in the fields of childcare, youth development, education, recreation management, human services, or similar programs will continue. There will be program representatives at the annual National Association for the Education of Young Children this fall where it is anticipated the program will reach thousands of new contacts in the field of childcare, early childhood education, education, and child development. Marketing materials for the program will also be updated, including the program website and program brochure to reflect the updated successes of the program and its interns.
Impacts
What was accomplished under these goals?
Recruitment efforts for internship experiences were conducted via e-mail, phone, social media, webinar, in person presentations, website listserv, and university job boards. Information about the program was disseminated through the land grant university system, 4-H military liaisons, and the Department of Defense who relayed the information to potential interns. More than 800 new contacts were identified through researching institutions with degrees in childcare, youth development, education, human services, recreation managements, and similar fields. These contacts receive program information including the program brochure, requirements, and application deadlines. There have been 5,446 visitors to our website since January 1, 2013 and 57.8% of those visits were new visitors to our website. These efforts have resulted in applications from seven first time institutions in the spring; 33 first time institutions in the summer; and three first time institutions in the fall. There have been 228 applicants and 80 interns for Spring (20 interns), Summer (37 interns), and Fall (23 interns) cohorts. 50 interns (25.9%) eligible for full-time employment have gained full-time employment with the military after the internship. Another 12 interns have gained part-time or flex positions with the military after the internship. Sixteen interns who were employed with the military prior to their internship returned to employment after completing the internship.
Publications
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