the plunge. Although we provided an expectations document in advance, it was messy, complex, and lost among all the other things. What have we done? We have created a platform of expectations specifically for our interns. Want to become an Associate? Here's what associate-level performance looks like in terms of hard and soft skills, initiative, and ETHICS. We've created a with each performance anchor. It gave them something tangible to run to, and they ran! What was the impact? This was huge for the success of our program, the interns involved and the future interns to come.
By the end of week 12, 75% of our interns were meeting associate performance expectations; we hired 3 full-time associates and 1 boomerang intern. For our internal teams, we conducted an internship experience survey at the end of week 12. We are currently analyzing this data to understand areas for improvement as we prepare for our summer employee email list internship cohort. We will use this information to better support the teams that support our internship program. Step 5: Living through Kaizen Kaizen is an integral part of our culture at Seer. The practice of continuous
improvement is something we live by in our clients' work, internal operations and individual development. Your internship program is alive, breathing and constantly evolving. This revamp was a big undertaking, with the potential to have a bigger impact, and we've seen some really great wins. With that, we also hit walls, things broke and there is still a lot to improve. With change comes... more change! (Surprise!!)So here are some improvements we are working on in our second iteration. Knowing and embracing that each internship cycle will bring new opportunities for growth. Then welcome the opportunity to be better and do something about it. Stronger Support: We have an ongoing internal resource group. This will give interns a better support system outside of their client