Internship on-boarding at MPC enhances experience
Each semester, a new group of college interns and co-ops adds Marathon Petroleum Corp. to their résumés. In addition to honing their business, marketing, accounting or engineering skills, each student gains knowledge of the petroleum industry and what it might be like to work for MPC. The company utilizes an extensive on-boarding process to make sure that each student’s semester truly is a valuable experience. After all, any one of those students could become a full-time Marathon employee after graduation.
“With more than 200 interns every summer companywide, the process to effectively and consistently bring them on board,” is significant. “While each organization also individually prepares interns for their time at MPC, the on-boarding process gives interns an opportunity to first learn about the company, their organization and other key parts of the industry before they are immersed into the specifics of their individual roles,” said Kelli Hunt, HR recruiter.
The on-boarding process has many similarities across the company but also a few differences, and it actually begins in advance of an intern’s first day. In preparation, organizations establish employee-related information and resources for the interns to receive on their first day of work.
For example, the Louisiana Refining Division identifies office space for the interns and secures their necessary supplies. They also prepare welcome packages along with personal notes to share with them upon their arrival.
Training is a significant part of on-boarding across all organizations. All interns are required to do Computer Based Trainings (CBTs) that provide general information on MPC’s policies and procedures, such as drug and alcohol policies and office safety. Beyond these CBTs, organizations like Marketing, Graphic Services and Law have specific training to prepare their interns for their day-to-day responsibilities. These include Smith System Driving, Mystery Shop, Cube, Fusion and SAP programs. Across Refining and Transportation and Logistics, safety and specialized work-related training make up an extensive part of an intern’s on-boarding.
Another common theme of the on-boarding process is the assigning of a mentor to an intern. The mentoring process may be formally or informally established by each organization, but both provide the same benefits. The mentor is there to help answer questions, provide guidance and serve as a sounding board. In most cases, mentors remain with the interns throughout their internships. An approach taken by Terminal, Transport and Rail - Health, Environmental, Safety and Security is to develop a plan based on the projects the intern will be responsible for and then identify the appropriate mentor. Another approach that smaller organizations such as Public and State Government Affairs utilize is that everyone within the group provides mentoring for the intern, as opposed to a single individual.
The on-boarding process across the company has evolved over time and continues to be refined and enhanced. The specifics vary across organizations, with certain groups having established one- to two-week structured programs such as those offered by both Marketing and Marketing and Terminal Engineering. Regardless, as many interns will go on to accept job offers with MPC after graduation, all the approaches have the common objective: to provide an effective and consistent introduction to what it is like to work at Marathon Petroleum.
To view available internships and co-ops, please visit the website.