Student Internship Info

Today’s workforce is changing dramatically. In the United States demographic shifts have created tremendous opportunities for employers to leverage the rich and diverse population to seed innovation and productivity in their organizations; however, at times employers are slow to embrace change. There is an urgent need to develop organizational capacity and appropriately value a diverse and balanced workplace.

Millennials are entering the workforce with skill sets that are different from the baby boomers who have led the organization for decades. For example, younger workers communicate through their technological expertise, yet they are accustomed to receiving frequent feedback on their job performance from managers. Those same managers are not as tech savvy and expect their employees to have the critical thinking skills to solve problems on their own. These starkly different skill sets threaten to limit innovation and decrease productivity in the workplace by limiting two-way communication.

Technology and a global economy are changing the way organizations approach their definition of a work environment. Today’s employees can work in teams, complete training and socialize with colleagues around the work from their home office. Organizations must develop innovative methods for maintaining their organizational culture and developing workforce capacity while simultaneously taking advantage of the innovative workplace thinking.

Workforce development at the societal level contemplates the policy initiatives that expand the opportunity to work. The workplace is more than an opportunity to acquire economic means to sustain life. It provides a place for socialization, belonging, and self-actualization. For many communities such as the homeless or veterans returning from war, work is a challenge. Our society needs to continue to seek solutions for underserved populations through policies and research to expand our reach to those who are less fortunate.

For the near future, our society must engage in long term education planning to grow a 21st Century Workforce. Society must embrace the notion of education as a lifelong endeavor that requires strategic planning on the part of higher education institutions, employers, as well as local, state and national governments. The WELL Center serves as a nexus through which these stakeholders will collaborate to inform the Workforce of Future. The Center works with students in the College of Business and Economics to create experiential learning opportunities that will have a global impact. We work with stakeholders in the for-profit, government and nonprofit sectors to create workforce development opportunities throughout the Front Range and to impact policies across the United States.

Elevating Ethics: BBB and Regis University Partnership

Learn more about the May 2017 scholarship winners and panelists at the Elevating Ethics event at Regis, and our partnership with the Denver/Boulder BBB Foundation.

Employer Internship Info

Ethics Guidelines for Internship Partners

College of Business and Economics Academic Internship Program

The College of Business and Economics Academic Internship Program serves as a pre-professional bridge between coursework and career, integrating undergraduate and graduate studies with careers in the private, nonprofit or government sectors. At Regis, an academic course taken concurrently with the internship allows students to receive credit toward their graduation requirements. Students majoring in all fields are encouraged to participate in the Academic Internship Program.

Download the Employer Internship Manual

Expectations for the Internship Site and Supervisor

An internship is a supervised, pre-professional learning experience for the student. Its purpose is to integrate classroom learning with practical skill development in a real-world setting. The internship should have a beginning and end, and clearly defined learning objectives related to the student’s professional goals. The student should be acquiring knowledge and skills that will be transferable to other employment settings. Internships may be paid or unpaid. With unpaid internships, the internship must not simply advance the operations of the employer or be work that a regular employee would routinely perform. If you are considering this option, please contact Eugene Wilkerson, PhD, Director of the Workforce Ethics and Lifelong Learning (WELL) Center at

The internship should provide authentic work aligned with the student’s goals, encouraging the student to master skills and develop new competencies. The internship should offer a professional opportunity for students to apply classroom theory to real-world issues. It should allow the student to connect with a specific domain/discipline and develop an understanding of its interdisciplinary connection to the real world. It should include a clearly defined project with tangible deliverables and an appropriate level of challenge. Examples include direct work with clients; conducting research, studies, or surveys; compiling reports; developing and giving presentations; and creating volunteer trainings and handbooks.

An internship site supervisor should have expertise in the internship area. We seek individuals who are interested in coaching and mentoring others. Regular feedback is critical to the success of the students and the site supervisor will play an important role in this regard. As the student gains experience the site supervise will increase their responsibilities in order to provide developmental opportunities. Specific site supervisor responsibilities are outlined in the site conformation form.

Information About Credit-Bearing Internships

In order to earn credit for the internship, students enroll in a three-credit internship course in a related major/minor during their internship semester. This means:

  • Students follow academic guidelines contained in a syllabus and work closely with a Regis professor
  • Students develop clearly defined learning objectives related to their academic and professional growth
  • The internship site supervisor is viewed as a co-educator
  • Students pay tuition for credit-bearing internships and earn a final grade; for unpaid internships, they are covered under the University’s workers’ compensation and general liability policies during the internship semester
  • Interns must complete a minimum of 120 hours at the internship site during a semester, and typically work 10-15 hours per week. We are unable to approve unpaid internships over 20 hours per week. The Academic Calendar at Regis is as follows: fall semester (late August through early December); spring semester (mid-January through late April); and summer semester (mid-May through mid-August).