Phase three
Phase 3: Run a World-Class Internship - The Programme
This is where the magic happens. Your role is to manage, mentor, and support the interns as they deliver real work for your clients.
How to Do It
Start slow, then ramp up:
Begin with client onboarding and small tasks during the first 8 weeks. Over the next 10 months of work-integrated learning, gradually increase their workload as their confidence and skills grow.
Provide constant mentorship:
This is the most important success factor. Your team leads must be both technically skilled and capable of providing coaching and psychosocial support.
Create a professional environment:
Your hub should simulate a real office; quiet, focused, and equipped with reliable internet and hardware.
Pay fortnightly:
This helps interns, who are often new to a regular income, manage their cash flow more effectively.
Performance Management Framework
DigiLink case study
DigiLink in Action
DigiLink found a hybrid model (3 days at client site, 2 days in the hub) was the best combination for learning and integration.
They emphasised that psychosocial support is non-negotiable. It significantly influences whether a candidate completes the programme and secures employment.
They managed the challenge of “expectation bleed”: interns on learnership contracts (without benefits like leave) working alongside client employees (with full benefits). This requires careful expectation management.
Internship Programme
Interns sign a 12 month fixed term internship contract
Interns are provided with hardware, necessary software and any access to systems that the employer requires to carry out the tasks
2 months onboarding: Week 1 – admin onboarding (rhythm, meetings, team, office)
Week 2 to 8 – technical and systems preparation. Soft skills / work readiness training, continues through the internship.
How onboarding is delivered is flexible
Internship happens in pods of 5 Interns
Each team lead should manage up to 15 interns, in no more than 3 pods (customer/employer).
Additional training for domain-required certifications if necessary
Throughout the 12 month programme, interns receive a stipend sufficient to cover the expenses of potentially excluded youth.
The work-integrated learning happens over 10 months; the intern works on real business tasks of the employer, but under the supervision and development of the outsourced internship team.
Interns work a 9-5 schedule in a traditional office based working environment to foster soft skills, team work etc
Intern performance is monitored and tracked by the success management team.
The work-integrated learning is complemented by soft-skills training (happening throughout the whole 12 month process)
Interns can be dismissed from the programme for continuous unprofessional behaviour e.g.
- Missing meetings
- Continued absenteeism
- Client misconduct
- Regular performance issues (adaptability on personal
- circumstances)
3 warnings >
recruitment support, performance management process > termination
Wellness programme / mental health support
e.g Time management, working systems and organisation
In the final three months (9-12), interns are prepared for work, including development in professional excellence, financial planning skills, interviewing skills
Tools and templates
Key Tools You’ll Need
KPI & Performance Management Tracker
Work Readiness/Soft Skills Programme Outline
Professional Progress Tracker Tool
Role Descriptions – Team Lead Client Delivery
Role Descriptions – Team Lead Data
Role Descriptions – Team Lead DotNet
Role Descriptions – Team Lead JAVA
Lessons from the Field
Finding and affording great mentors is your biggest challenge.
Make sure every candidate understands the agreement, the stipend, the expectations, and the goal: a permanent job.
Keep equipment on-site.
For security and to manage expectations, don’t allow interns to take laptops home, even if the client culture supports after-hours work.