The following article describes the impending executive order to end the Federal Career Intern Program: I'm curious what you think this will mean to programs like Navy's COPPER CAP program, The Treasury Acquisition Institute, and DOI's Governmentwide Acquisition Management Intern Program, and what this will mean to the 1102 workforce in general. My opinion is that the current program provides 1102s with a DAU education and limited practical experience. These interns are, at the end of their internship, supposed to be competitive to GS-12. I have nothing against those who have taken advantage of the program as it currently stands. It's the program to which I object.

My opinion is that the current program provides 1102s with a DAU education and limited practical experience. These interns are, at the end of their internship, supposed to be competitive to GS-12. I have nothing against those who have taken advantage of the program as it currently stands. It's the program to which I object.

Why hogwash, leo? I know a few interns who are still in their programs who know more than the COs they work for.

HANSCOM AIR FORCE BASE. 'Working as an intern. When Air Force members came and talked about contracting and the Copper Cap program. Air Force Civilian Intern Programs. Air Force civilian leaders are expected to be geographically mobile. • COPPER CAP Intern Program. Federal Career Planning and Development. From the Copper Cap program this. Response to the copper cap program. I wasn't picky about which air force base I.

Why make gross generalizations? What are your specific objections to such programs?

I don't know for certain but the three intern programs mentioned (Navy's COPPER CAP program, The Treasury Acquisition Institute, and DOI's Governmentwide Acquisition Management Intern Program) all were around before the Federal Career Intern Program was started in 2000. It looks like the major issue with the Federal Career Intern Program is that it fails to meet requirments for open announcments and fails to consider Veterans preference status. Damian Tools Download. So I assume that intern programs that follow those procedures might be okay. Regardless the Government does need formal intern programs to both recruit and train new employees. For the most part, I've seen nothing but good employees come out of the intern programs. I don't know much about the Navy (but isn't Copper Cap an AF program and the Navy has a different name?), but Treasury and DOI had a very robust program with lots of rotational assignments and cross training.

The graduates are in high demand. From people I know that went through these programs versus others that just started as 1102's without the benefit of the program, the former interns seem to fare better. I don't think the executive order will have a great effect, but only time will tell. The problem with all 'intern' programs is that they are only as good as the training provided. All rely on two basic forms of training: (1) classroom ('formal') training, which is provided by DAU and through commercial providers and (2) on-the-job training.

Almost all classroom training follows the DAU model and is generally of poor quality, mainly due to faulty curricula, course content, and delivery method, and to the lack of good textbooks. On-the-job training varies greatly from agency to agency, from contracting office to contracting office, and from one rotational assignment to another. There are no governmentwide standards for it. Moreover, what interns learn on the job depends on what the agency buys and the agency's culture, so experience gained varies widely from one program to another.