Many employers feel a bit overwhelmed when it comes to figuring out the logistics of a work-integrated learning (WIL) position. It takes careful planning and you may need to consult individuals outside of your organization; however, the tips below will help you get started. Once you have established a safe and organized initial experience, these details can be replicated for future experiences.
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You are going to want to think about WHERE the WIL experience will take place? Will the student be working at one of your facilities or remotely or a mix of both? (see workplace safety and tips for onboarding WIL students remotely)
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Will the student receive REMUNERATION? If so, how much and when? (see payment, vacation days and overtime for co-op students)
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Are there any LEGALITIES you need to consider? For example, is the WIL student covered by your insurance? Are there intellectual property and/or privacy considerations? How will you handle these concerns? Also note that legalities vary in different locations.
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WHO will SUPERVISE the student? What will this supervision look like? In addition to formal supervision, is there anyone who could mentor the student?
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WHAT RESOURCES or EQUIPMENT will the student require? What will you provide and what might they need to bring with them?
If you are an employer hiring a Waterloo co-op student, review the roles and responsibilities for employers.