CCI Internship - Goals and Evaluation

The purpose of CCIs Civil Rights Internship program is to enhance the disposition, knowledge, and skills of young activists and scholars who will be future leaders in the struggle against racism. At the end of their internship, they bring what they have learned from their experience at CCI back to their schools, work, and communities. The internship experience educates participants about the causes and effects of systemic racism, provides the interns with practical experience improving race relations through community organizing, strengthens their life commitment to racial justice, and motivates them to continue their education in preparation for careers in civil rights. The challenge in evaluations is to define what success looks like, then attempt to measure or otherwise capture that success. In our program, the interns themselves contribute to defining their own success. The meaning of success varies for each intern and is adjusted according to his or her input. Our challenge is to articulate the goals of the program and to develop indicators of success while leaving room for each individual to work within them.

Evaluation Framework
We strive to make the CCI internship experience both broad and deep. Our interns develop in three areas: disposition, knowledge, and skills. We think of these three areas as how we would like our interns to be (disposition), what we would like them to know (knowledge) and what we would like them to be able to do (skills). The following tables outline goals for each of the three areas. Included with each goal is a list of methods for achieving the goal, indicators of success and methods for evaluation. This framework is in development. We will pilot our evaluation methods with our 2005 interns, and solicit their feedback on how to modify our methods and tools for improvement.

GOALS
The CCI staff and current interns have collaborated to develop a list of goals for the internship program. Although these goals have been laid out as an itemized list, in reality they overlap and interact with one another. An emphasis on systemic racism, white privilege, and action are some themes that thread together most of the goals contained in the framework. Our internship program is self-directed. This is a large part of what makes it unique and effective. Therefore, we have designed goals flexible enough for each intern to work on his or her unique interests, and we have included room for goals articulated by the interns themselves. We also emphasize

self-prioritization of goals followed by self-assessment, providing the interns with a mechanism to tailor the experience to their own background and personal objectives. We use feedback from the interns to assess the goals we have laid out in order to modify them to continue to provide an enriching experience for subsequent interns. Each intern arrives at CCI with a unique background, experience, and personal objectives for his or her time here. This framework includes a large number of goals covering a wide range of behaviors, knowledge and skills. Some may cover areas in which the intern has prior experience while others may be completely new. Each intern may have more interest in some goals over others. Therefore, we ask the interns to loosely prioritize the goals at the beginning of the internship program. This provides a basis for selecting the projects on which the intern will work during the three-month program. We recognize that each one of us is in a continual process of learning and growth. We do not expect the interns to leave CCI perfectly achieving all of these goals. Rather, the goals are intended to set the intern on a lifelong journey of growth and learning. The goals set out to date in this framework are short-term goals, to be accomplished during the internship period itself. Medium- and long-term goals have yet to be added to the tables, but include goals such as: interns return to their schools, work and communities and take action to make changes for racial equity and justice; interns organize events; interns influence those in power or otherwise take action. Another long-term goal encompasses evidence of further learning and research. The long-term goals will be evaluated using surveys distributed one, two, and five years after the internships.

Disposition
We have outlined five goals for how we would like our interns to be. In the field of anti-racist learning and action, ones disposition is a crucial piece of cultivating the attitude and awareness necessary to do the work. The disposition goals for the interns are: 1. To be open to learning about their internal racism, to embrace challenge and find value in discomfort; to find learning and growing edges and know how to learn from those places. 2. To recognize that challenge without support is not sustainable; to be able to support other people who are in this process. 3. To be able to view the world through an anti-racist lens. 4. To be aware that although they are not guilty of creating the system, they are complicit in perpetuating it and responsible for dismantling it. This goal applies for both white interns and interns of color but in different ways.

5. Additional goal(s), defined by intern. Interns may create their own goals related to disposition, along with their own methods for working on those goals, indicators of success and evaluation methods.

Knowledge
We have outlined six goals for what we would like our interns to know. We focus not only on generating new knowledge, but also assimilating knowledge and unlearning old ideas. The knowledge goals for interns are: 1. To increase knowledge of historic context of race and racism in the U.S. 2. To deepen understanding of current issues of racism in Boston. This goal relates to the goal for disposition, recognizing that we are all responsible for dismantling the system of racism. An important way to maintain accountability is to take action through community organizing work. 3. To increase understanding of how current issues in Boston link to those at a national level. 4. To increase understanding of racism on institutional and cultural levels. 5. To increase understanding of racism on internal and interpersonal levels 6. Additional goal(s), defined by intern. Interns may create their own goals related to knowledge, along with their own methods for working on those goals, indicators of success and evaluation methods.

Skills
We have outlined ten goals for what we would like our interns to be able to do. These goals in particular have been phrased in a very general way in order to keep them flexible. The skill goals for interns are: 1. To develop the ability to apply an analysis of institutional racism to local and global issues. 2. To improve skills dialoguing with groups and individuals to increase their understanding of issues of race and racism. 3. To develop cross-cultural communication skills and ability to work across difference. These skills include an awareness of how their attitudes affect their work. 4. To increase community organizing skills.

These skills will come through working on a specific campaign with a CCI partner organization. This goal may include skills such as campaign publicity, strategizing for a public hearing, and organizing weekly meetings. 5. To increase group facilitation tools and techniques. 6. To increase skills in conducting self-directed research. 7. To increase the ability to participate in an egalitarian, democratically structured organization. 8. To learn new non-profit management skills. This goal may include skills such as producing mass mailings, publicizing events, and communicating with the Board of Directors. 9. To expand general skills such as: creative thinking, time management, organization, documentation, cooperation and collaboration. 10. Additional goal(s), defined by intern. Interns may create their own goals related to skills, along with their own methods for working on those goals, indicators of success and evaluation methods.

METHODS
Methods refer to the ways in which interns are able to work on each goal. These include both working on projects and exposure to new situations. The atmosphere in the CCI office is one of learning and action and provides an opportunity for constant modeling of these values. We come together regularly to process our reactions to events and discussions, reflecting together to enhance our learning. The methods outlined in this framework reflect the organic nature of our work and our daily interactions in which we collaborate with one another. The methods listed throughout the three tables are: Formal and informal conversations with CCI staff these conversations take place during weekly meetings between the intern and his or her, at meetings with staff discussing projects in progress, as well as informal discussions to process and share what we are learning from our work and study. Conversations and work with CCI allies and constituents CCI works with many partner organizations and individuals. Interns collaborate regularly with these partners and interact with our constituents through our events, workshops, and community organizing. Planning workshops interns are fully included in the planning of CCI anti-racism workshops.

Facilitating workshops and other discussions interns are an integral part of carrying out workshops and holding discussions at other events. Continual reflection through journal or other method interns are encouraged to keep a journal while working on CCI. Some may prefer to reflect through poetry, artwork, or discussions with a friend outside of work. Supervisory/mentor relationship with CCI staff member each intern forms a relationship with one CCI staff member who acts as a supervisor and mentor. The supervisor guides the intern through the learning process, challenging and supporting him/her throughout the three-month period. CCI staff and interns challenging and supporting one another this is a goal set out for the interns, and is modeled by the CCI staff. Giving and receiving feedback with CCI co-workers. Constant application of anti-racist analysis CCI staff models this behavior in our daily interactions and meetings. CCI staff modeling behavior in conversations and daily interactions CCI staff models other behaviors, always emphasizing the importance of action in addition to learning. Participating in daily tasks interns are included in every aspect of running our small non-profit. This encompasses everything from stuffing envelopes to participating in board meetings. Individual readings interns and CCI staff members take advantage of the books available in our extensive anti-racism library as well as keeping up with current articles in the field. Shared readings CCI staff and interns share articles and other resources related to our current work, and come together to discuss our perspectives and learning after we have read them. Review local newspapers for current issues related to racism. Watch videos interns watch videos together, on their own, or with CCI staff. We are always open to discussing the topics covered in the videos in order to enhance our learning. Individual, self-directed research each intern is encouraged to select a topic of particular interest to research. Attend CCI events CCI runs a variety of events such as speakers, brown bag lunches, discussions, fundraisers, and community organizing meetings. Follow-up discussions with CCI staff to process dialogues in workshops and other events CCI staff and interns meet after workshops and

group dialogues in order to share our reactions and deepen our learning. We evaluate workshops by asking questions such as: Did it meet the goals laid out beforehand? Why or why not? What were some challenges encountered? What did you learn? What would you do differently next time? Black Heritage Trail tour the Boston Parks Service runs educational tours of the trail. Interns are encouraged to walk this tour with CCI founder Horace Seldon. Community organizing work and meetings interns partner with CCI staff to work on a specific campaign with a CCI partner organization. For example, this year CCI is working with MARC (Massachusetts Alliance to Reform CORI), a group of ex-offenders and advocates working to reform legislation related to the use and distribution of criminal records. Intern develops intended action plan at the end of the three-month period, interns are asked to develop a plan for further learning and action upon return to their schools, work, and communities.

EVALUATION METHODS
The growth and development of each intern is evaluated by the CCI staff and the interns themselves using a variety of methods. Each goal is accompanied by one or more indicators characteristics or observations that change as the intern progresses on each goal. These indicators are used as a tool to evaluate the interns and the internship program. The evaluation methods used include those conducted by the individual interns, by CCI staff, and by colleagues or constituents outside of CCI. The methods of evaluation are described below.

Self-assessment:
Self-assessment at beginning, middle, and end of internship our interns self-evaluate at the beginning, middle and end of their internship period by rating their proficiency in each of the goals listed in the framework. However, because any tool can limit and form responses, we brainstorm learning goals with interns upon their arrival before asking them to look at the list we have generated. The learning goals are reviewed by the intern and his or her supervisor in order to identify areas for improvement or others upon which the intern wishes to concentrate. Mid-term self-assessment in meeting with supervisor halfway through the internship period, the intern is asked to self-evaluate once more and to discuss the internship experience with his or her supervisor. While this process occurs weekly throughout the three months, the

mid-term assessment provides an opportunity for a more formal process of reflection. Final reflection paper at the end of the internship, interns review their learning goals and the work they have done in a final reflection essay. This essay is shared with the supervisor and processed together with the CCI staff. Surveys surveys will be developed as a tool for interns to assess their development one, two, and five years after their time with CCI.

Assessment by colleagues:
CCI staff meets with supervisor to discuss growth and development of intern CCI staff observes growth and development of intern on a daily basis. CCI staff and interns continually support and challenge one another, and all parties grow from these relationships. The supervisor meets with CCI staff to discuss the growth and development of each intern for the mid-term and final evaluations. Mid-term and final assessment by supervisor the supervisor meets with the intern in the middle and at the end of the internship. While these meetings occur on a weekly basis throughout the three months, the mid-term and final meetings are longer and more in depth. The supervisor emphasizes the growth of the intern, providing support for the intern to continue to challenge him or herself to learn new behaviors, knowledge, and skills. Supervisor reviews intended action plan the interns supervisor reviews the intended action plan developed at the end of the internship in order to provide feedback and suggest new ideas for continued learning and action. Feedback from CCI staff and partners involved in workshops interns disposition, knowledge, and skills are observed specifically in the workshop setting. CCI staff process these workshops together to give and receive feedback on strengths and areas for improvement. CCI affiliates involved in these workshops participate in this process. Feedback from CCI partners in workshops, community organizing and other events. Feedback from workshop participants evaluations completed by workshop participants provide feedback on strengths and areas for improvement.

Disposition: How we would like our interns to be Goals Methods

1. To be open to learning about their internal racism, embracing challenge and finding value in discomfort; to find learning and growing edges and know how to learn from those places. CCI staff modeling this behavior in formal and informal conversations, actions and work Continually reflecting on all levels of racism through conversations with staff and visitors Helping to plan and facilitate workshops that teach others to find their growing edge Individual reflection using a journal or other method Supervisory/mentor relationship with CCI staff member CCI staff and interns challenging and supporting one another through the learning process Helping to plan and facilitate workshops that teach others to find their growing edges Constant application of antiracist analysis to daily interactions and current issues

Indicators
Respond to new ideas and challenges without displaying a defensive attitude Intern describes this learning process

Evaluation Method
CCI staff meets with supervisor to discuss growth and development of intern Mid-term and final selfassessment in meeting with supervisor Final reflection paper

2. To recognize that challenge without support is not sustainable; to be able to support other people who are in this process.

3. To be able to view the world through an anti-racist lens.

Intern demonstrates affirming and challenging attitude when listening to questions or experiences of colleagues Intern challenges colleagues to consider new perspectives

CCI staff meets with supervisor to discuss growth and development of intern Mid-term and final selfassessment in meeting with supervisor Final reflection paper

Intern demonstrates constant interrogation of power dynamics when analyzing situations Evidence of anti-racist lens in daily interactions and final reflection paper

4. To be aware that although they are not guilty of creating the system, they are complicit in perpetuating it and

Individual readings CCI staff modeling this behavior in conversations and daily interactions such as community organizing

Intern demonstrates awareness in conversations with supervisor and other CCI staff and through interactions with CCI

CCI staff meets with supervisor to discuss growth and development of intern Mid-term and final assessment by supervisor Final reflection paper Supervisor reviews intended action plan CCI staff meets with supervisor to discuss growth and development of intern Mid-term and final assessment by supervisor

responsible for dismantling it. 5. Additional goal(s), defined by intern.

Defined by intern

constituents, allies, and others Defined by intern

Final reflection paper Defined by intern

Knowledge: What we would like our interns to know Goals Methods

1. To increase knowledge of historic context of race and racism in the U.S. Watch videos from CCI library and discuss Shared readings read and discuss with CCI staff Individual readings Black Heritage Trail tour with Horace Seldon

Indicators

Evaluation Method
Self-assessment at beginning, middle, and end of internship Final reflection paper Mid-term and final assessment by supervisor

2. To deepen understanding of current issues of racism in Boston.

3. To increase understanding of how current issues in Boston link to those at a national level. 4. To increase understanding of racism on institutional and cultural levels.

Interaction with CCI staff and affiliates involved in community organizing Community organizing work Review local newspapers for current issues related to racism Individual, self-directed research Attend CCI events such as speakers, brown bag lunches Supervisory/mentor relationship with CCI staff member Formal and informal conversations with CCI staff Individual and shared readings Observation, participation and reflection on CCI work education, organizing, consulting and training Supervisory/mentor relationship with CCI staff member Formal and informal conversations with CCI staff

Intern asks questions expressing interest in new areas Intern is able to state new information and ideas learned during the internship period Intern is able to frame current issues in a historical context Intern is able to express how her understanding of issues in Boston has changed

Final reflection paper Final assessment by supervisor

Intern makes connections from local issues to larger societal issues Intern connects historical context to national level Intern becomes more proficient in articulating views on institutional and cultural racism Intern demonstrates ability to frame issues of systemic and institutional racism

CCI staff meets with supervisor to discuss growth and development of intern Final assessment by supervisor CCI staff meets with supervisor to discuss growth and development of intern Final assessment by supervisor

5. To increase understanding of racism on internal and interpersonal levels.

Intern is able to define the terms interpersonal and internal racism Intern is able to articulate impact of internal and

Mid-term and final assessment by supervisor Final reflection paper

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 6. Additional goal (s), defined by intern.

Observation and participation in CCI workshops and educational forums Individual reflection through journal or other method Defined by intern

interpersonal racism on herself, including further areas to explore

Defined by intern

Defined by intern

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Skills: What we would like our interns to be able to do Goals Methods Indicators
1. To develop the ability to apply an analysis of institutional racism to local and global issues. Formal and informal conversations with CCI staff, allies and constituents Shared and individual readings Intern develops intended action plan for work after CCI Conducting workshops and participating in other CCI events and discussions Follow-up discussions with CCI staff to process dialogues in workshops and other events Working with CCI staff, allies and constituents Giving and receiving feedback effectively with CCI co-workers Working with CCI affiliates on workshops, community organizing and other events Intern is able to analyze an issue using this framework Intended action plan shows evidence of antiracist lens and awareness of white privilege Intern is able to engage groups and individuals in ways that get them to ask their own questions, and interrogate their place in the system Intern is able to work effectively as a full member of the CCI staff Intern is able to collaborate with individuals from CCI affiliates to complete tasks for workshops, community organizing or other projects Intern identifies at least 2 skills learned thru specific work with a Boston organization Intended action plan reflects consideration of community organizing Intern is able to identify at least two new tools or techniques for group facilitation Intern has completed a

Evaluation Method
CCI staff meets with supervisor to discuss growth and development of intern Mid-term self-assessment in meeting with supervisor Supervisor reviews intended action plan Feedback from workshop participants Feedback from CCI staff and partners involved in workshops Final reflection paper CCI staff meets with supervisor to discuss growth and development of intern Feedback from CCI partners in workshops, community organizing and other events Self-assessment at beginning, middle, and end of internship Supervisor reviews intended action plan Self-assessment at beginning, middle, and end of internship Final self-assessment

2. To improve skills dialoguing with groups and individuals to increase their understanding of issues of race and racism. 3. To develop crosscultural communication skills and ability to work across difference.

4. To increase community organizing skills.

Attending community organizing meetings Working on community organizing projects with CCI staff and affiliates Facilitating CCI workshops and discussions Individual research project

5. To increase group facilitation tools and techniques. 6. To increase skills in

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conducting selfdirected research.

self-directed research project

Final review by supervisor

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7. To increase the ability to participate in an egalitarian, democratically. structured organization 8. To learn new nonprofit management skills. 9. To expand general skills such as: creative thinking, time management, organization, documentation, cooperation and collaboration. 10. Additional goal (s), defined by intern.

Interaction and collaboration with CCI staff

Intern is able to apply collaborative leadership skills in work with community groups

Participating in daily tasks around the CCI office Completing individual research project Interaction and collaboration with CCI staff Participating in daily tasks around the CCI office Defined by intern

Intern is able to identify at least 2 new skills learned related to managing a non-profit Intern reports general skills acquired or improved during the internship program

Mid-term and final assessment by supervisor CCI staff meets with supervisor to discuss growth and development of intern Self-assessment at beginning, middle, and end of internship Self-assessment at beginning, middle, and end of internship

Defined by intern

Defined by intern

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