Policies


Time Expectations

Interns, as mentioned, are expected to spend 10 hours per week in the placement (this includes preparation and tasks), for a total of 260 hours. The Internship will also involve additional time for such commitments as: the time spent with the Internship Supervisor, the Ministry Reflection Seminars, the Integrated Reflection Paper, travel, and time with the Director of the TSIP.

Time allocations are specified in the Learning Covenant and every effort should be made to honour them. Overtime hours should be avoided. If on occasion overtime hours are necessary, compensatory time off should be negotiated in advance.

Placement responsibilities should not interfere with the student’s class schedule. Likewise, academic workload or assignments should not take precedence over the placement. Any time spent in the placement fulfilling assignments for other courses must not be counted as part of the required placement hours.

Evaluation Procedures

Ongoing evaluation and feedback is an expected component in the Internship Supervisor/Intern relationship. Internship Supervisors are expected to give students regular feedback regarding their performance and progress in meeting the learning goals. Students in turn are expected to seek and welcome such feedback. Whenever possible, feedback should be supported by specific examples and direct observation. It is, to reiterate an important point, the Intern’s and Internship Supervisor’s responsibility to consult with the Director of TSIP if a problem arises, and to do so as early as possible. Overlooking problems may lead to an escalation that could jeopardize the placement.

A mid-year evaluation involving the Intern and Internship Supervisor will occur at the end of the first term. This evaluation will involve: a written self-evaluation by the Intern, an oral evaluation by the Intern and Internship Supervisor, and a submission of the Intern’s self-evaluation to the Director with the signatures of the Intern and the Internship Supervisor (see Assignments).

A supervision session should specifically be set aside to review the Learning Covenant, to clarify roles and expectations, to identify further learning needs, and to revise learning objectives if needed. Any revisions or additions to the Covenant must be submitted to the Director of the TSIP.

The year-end evaluation takes the form of a summative written evaluation. Interns and Internship Supervisors fill out their respective evaluation forms (see Resources and Forms). The assessment is individualized in relation to the learning goals set out at the beginning of the year in the Learning Covenant.  Evaluation is made regarding the progress made towards achieving the student’s learning goals, as well as overall assessment of the student’s strengths and growing edges as evidenced in the placement.

The year-end evaluation is a process that takes place in the final weeks of the placement. The Student and the Internship Supervisor independently complete their appropriate evaluation forms, after which the Intern and the Internship Supervisor meet to discuss the reports. Both the Intern and the Internship Supervisor must sign the evaluation forms, signifying that that the reports have been read and discussed. If irresolvable disagreements arise regarding the evaluation, the Director of TSIP should be contacted.

The final grade of pass, fail, or incomplete is determined by combining all of the evaluations from all of the partners in the Internship process.

Evaluation reports are confidential documents intended primarily for the Intern’ self-understanding, growth, and development as Christian leaders. They are not released to denominational officials or any prospective employers unless specifically requested by the Intern in writing. All reports and evaluations are kept in a secure file and released only to the Director of TSIP.

It is the responsibility of the Intern to ensure that the signed copies of the Student’s Self-Evaluation and the Internship Supervisor’s Evaluation are submitted to the Internship Program office two weeks before the end of the Internship.

Absence and Illness

The Internship Supervisor must be notified immediately if the Intern is unable to attend the placement at the scheduled time. As a general principle, days missed in the placement should be made up at a time negotiated between the Intern and Internship Supervisor. In exceptional circumstances (e.g., death in the family) a suitable plan will be developed between the student, Internship Supervisor, and the Director of TSIP to ensure that the Intern has the opportunity to meet the requirements and expectations of the program.

Financial Arrangements

Some placement sites are able to offer the Intern remuneration or financial assistance; however, such arrangements are entirely at the discretion of the church or organization and are privately arranged. Remuneration is not a determinative factor in placement selection.

Placements, if possible, are encouraged to cover travel expenses related to special ministry assignments such as home visits or external meetings. In general, however, students should be prepared to pay the cost of travel to and from the placement. Students are also responsible for fees related to prerequisites set by the placement site, for example, immunizations or police background checks.

Ethical and Professional Conduct

Tyndale Seminary has a zero tolerance policy concerning harassment and will act within its purview to prevent or remedy discrimination on the basis of gender, race, age, ethnic origin, citizenship, disability, marital status, or physical appearance. All partners in the Internship Program including students, faculty, Internship Supervisors, are expected to adhere to the Seminary’s policy on harassment and anti-discrimination.

Students in placements are expected to function in a professional and ethical manner consistent with Christian principles and the professional and ethical guidelines that are set by the placement site.

Students are expected to maintain appropriate professional boundaries in all relationships within the placement. They should also attempt to maintain neutrality and professional distance in any disputes or grievances among individuals within the placement. The primary role of the Intern is that of learner and not intervener.