Edify Execute Effectuate

INTERNATIONAL
INSTITUTE OF SDGS &
PUBLIC POLICY RESEARCH

PROSPECTUS-2021

Website: https://www.iisppr.com/

Email: chairman@iisppr.com
 INDEX

ABOUT US

WHY INTERNSHIP WITH US? 1

IISPPR’S GOLD MEDAL- 2

IBEST INTERN MEDAL- 2

OUTREACH TROPHY- 3

OUR IMPACTS- 4

NOTICES

RULES AND POLICIES 6

CODE OF CONDUCT
JOINING POLICY FOR INTERNS 9

TERMINATION POLICY 10

COMPLAINT COMMITTEE 14
 PROSPECTUS
ABOUT US

Our organization, endeavors to perform in a benevolent manner and works

with a humanitarian approach. We serve everyone without any egocentric
motives. We aim to provide aid to all and to work for their good. We not
only consider the well-being of humans but also work for nature and
animals that play a major role in enhancing our culture, development, and
preservation of the earth. To put it briefly, we wish to safeguard and
promote economic, social, political, and cultural justice for everyone.
Educating and empowering the people is our main objective. Our goal is to
educate children from any social, economic background despite their race,
religion. We inspire education for all the children so that they will make a
transformative change in their life and society. Education of children and
empowerment of women is our main sight. As our name suggests, we are
aware of the day-to-day happenings in the world, about international
relations of our country with other nations. By writing articles, publishing
journals, and translating and using other media. We bring the attention of
the people to all the social, economic, and political issues that are taking
place. Through our publishing, we give a basic idea and motivate the
government and people to create a policy that can make good changes in
society. Through international affairs, we cover all the news-oriented
nations and how they will impact our govt. as well as other countries. We
aim to reach n every corner of the world. We assist people who are affected
by natural calamity or any other disaster. We take in donations to support
our NGO’s motives for people’s welfare and these funds are purely used for
mankind.
WHY INTERNSHIP WITH US?
We focus on the overall development of our interns. We are not only
concerned with the particular field, but we also organize other
competition programs for our interns such as debate competitions,
speech competitions, training programs, etc.
We are affiliated with NITI AAYOG, hence if you join us, you will be
given a government-certified certificate.
We are having a very supportive and professional team, that will guide
and direct you with their leadership skills during your internship
journey.
After completing the internship, you will be provided a certificate and a
gold medal for (outstanding performance).
Our organization works for publishing articles and journals covering all
the international news that boost your knowledge about other Page No. 1
countries and also about social, political, and economic issues that take
place.
We have our workforce from every part of India, so you will be working
with our diverse team, which will allow you to interact with them and
develop your social quality.

IISPPR’S GOLD MEDAL-

After completion of your internship tenure, you will be provided a
certificate and a letter of recommendation, and a gold medal (for
outstanding performance only). These medals will reflect on your resume.
The gold medal is of premium quality you will be given this with your name
written on it.
There is a systematic way of distribution of marks for selecting the best
intern for the gold medal.
Marks distribution-
For CONTENT WRITERS-
1. Attendance in the meetings- 5 marks
2. Content research- 50 marks
3. No. of articles- 25 marks
4. Progress report and coordination with HR- 10 marks
5. Extra curriculum for the magazine, stories, sharing posts, comment on
our youtube channel, etc- 10 marks
Note-
There will be one gold medal only, there is no provision of silver and
bronze medals.
For point no.4 HR will have to justify the marks given by him/her to
interns. If any HR is giving equal or +-2 of average marks to all interns
then his/her chance will reduce in HR qualities.
Every article will be evaluated by a minimum of two persons and the
average of both will be counted as final marks.
For point no. 5 HR will track all the activities of interns.

BEST INTERN MEDAL-

After completing the internship period of a minimum of 3 months, only the

best intern will be awarded a premium quality gold medal.
There is an eligibility criterion for the gold medal-
There must be a timely submission of all the work assigned. Therefore,
an intern should be effective and efficient in his/her work.
All the HRs will record the performance of the interns systematically in
the database for evaluating the best intern for the gold medal.
Page No. 2
 The very crucial thing is that the intern should be disciplined, rude
behavior and ignorance towards work will not be allowed.
There will be a final decision by the certificate committee and that
cannot be challenged.
Letter of recommendation will be given to the top performers only.
That is- top 20% of the total interns.

OUTREACH TROPHY-

We also want our interns to be active and enthusiastic in extracurricular

activities such as – commenting on our all social media handles (LinkedIn,
Instagram, youtube channel, Facebook), invites for the internship,
innovative ideas, etc. there will be 5 trophies and medals under “ outreach
category”.

Criteria for this will be-

Maximum shares of our posts on social media handles.
The best comment will be awarded 10 marks.
Follow our all social media handles.
Invites for internship ( 20 marks on each convert)
For Bringing innovative ideas (50 marks)

Note- there will be no maximum marks limit, marks will be counted at

the end of the internship period.

Intern’s roles and responsibilities-

The very important role of an intern is that he/she has to assist and
contribute to the team. All the works assigned to them should be
submitted within the deadline, i.e to coordinate with HR.
It is mandatory to attend all the meetings, as marks will be given for
that also.
Update of social media platforms is necessary.
The focus should be on research work that will brush up your skills and
professional knowledge. Research and analyze before penning down
your work.
conduct oneself responsibly and professionally.
carry out some extra-curricular activities and try to take additional
responsibilities to develop your skills in your professional journey.

Page No. 3
OUR IMPACTS-

We aim the holistic develop of our interns and to improve their skills in
various fields such as – biotechnology, content writing, graphic designing,
human resource skills, journalism, psychology, etc. some so many children
are not aware of the career guidance, university-related procedures, etc. so
our organization works on that, we are preparing various course modules
for providing training to these children, after completing the internships
with us our interns will be called to our organization to give training to
those children. As our motive is to educate children and empowerment of
women.
We are working on fulfilling sustainable development goals. There are 17
SDG goals that our country has to accomplish by 2030.

SDG GOAL 4 – “Quality education”- we are working for providing

quality education to all children regardless their caste, race, and
religion. It is very important to ensure good quality education for all, as
it will boost our economic growth by enhancing skills and opening up
opportunities for better livelihoods. During this pandemic, many
students were dropped out of school, we put an effort to connect
children with their school again. We timely visit slum or rural areas to
find out the children who are dropped out of the school, we will get
those children admitted in the schools.

SDG GOAL 5 “ GENDER EQUALITY”- we are also working for the

empowerment of women, we are ensuring equal opportunities for all
women and trying to eliminate all the violence and harmful practices
that are occurring against women. We try to make women financially
independent, free from all these evil practices.

Psychology- is concerned with the study of mind and behaviour. It

includes the biological influences, social pressures, and environmental
factors that can affect that how people think, act and feel. This is
actively involved in studying and understanding mental processes,
brain functions, and behaviour.

HISTORY- psychology is a very new science, with most advances

happening over the past 150 years or so.
However, its origin can be traced back to ancient Greece 400-500 years
BC. Page No. 4
 It focuses on the study of the mind, how it works, and how it affects
behaviour. Our mind is highly complex and its condition cannot be traced.
Thought processes, emotions, memories, dreams, and perceptions cannot
be identified physically.
So there is a need for psychologists who practice this profession and carry
out assessments to find out what their concerns are and what is causing any
difficulties & recommend providing treatment through counselling and
psychotherapy. They play other roles too, such as – carry out the studies to
advise health authorities and other bodies on social and other strategies,
assess children who find it difficult to learn in schools, give workshops and
seminars on how to prevent bullying, work with the recruitment team of
the companies, etc. it is a mixed discipline and includes various sub-fields
such as- human development, sports, health, clinical, social behaviour and
cognitive processes

We are creating course modules on different branches of psychology.

These modules will be free of cost so that people in disadvantaged
positions can access good learning content.
Process of internship-
In the 1st month of the internship, we will aware of the psychology
concept through articles and videos.
After that, there will be the preparation of modules and research work
in different fields of psychology.
Research on contemporary topics and research methodology, research,
and case studies would be focused.
Preparation of content modules- such as – counselling modules, clinical
modules, industrial and organizational modules, and child modules,
introduction psychology module, etc.
After all these- fieldwork will initiate- like surveys, interviews, and
other fieldwork will be organized at this stage of the internship.

Criteria for selecting the best intern in psychology-

Activeness award
Best performer award
Multi-tasker award
On-time submission award
Innovative ideas award
Best written module
Quality of work

Page No. 5
NOTICES
Notices are methods used to keep the workforce as a whole up to date with
what is going on. There are impersonal methods of communication i.e. the
same communication is sent to all the workers. Notices may relate to
vacant posts, teamwork arrangements andvarious important meetings.
Sometimes important notices are included with some extra perks of the
internship. Moreover, They keep workers informed and attempt to make
them feel a part of a large platform.

1. GENERAL NOTICES:
• General notices will be sent to the interns via “WhatsApp” platform only
as with the advent of pandemic times it is the fastest and quickest platform
to remain in touch with your employer and other co-workers for the
purpose of quick redressal of work.
• General notices would usually intimate interns about the “General
Meetings”. Notice regarding the same shall be served to the interns 24-
hours prior to the meeting.
• If someone is unable to join the first few “General Meetings”, he/she will
be terminated without any further notice.

2. IMPORTANT NOTICES:
• Important notice shall be intimate about the important meetings that an
employer wants to hold with his interns.
• If a person fails to attend such meetings, he is supposed to communicate
the reason for his/her absence to his/her employer and the reason should
be communicated within the 48-hours of the meeting.

3. URGENT NOTICES:
• Urgent notices shall contain the information regarding the
meetings,which will be communicated to the interns, usually 12-hours prior
to the meeting.
• If anyone fails to attend the urgent meetings consistently and without any
valid reason then the discretion lies with the Chairman/President/Vice-
President as to decide what type of liability one has to suffer which can
even include the termination of the internship.

Page No. 6
RULES AND POLICIES
Intern will get a certificate after the completion of duration of Internship (3
months). Only the best interns who meet the eligibility requirements will be
awarded the medal. The following criteria will be used to award medals:

- Scores will be assigned depending on the interns' efficiency. Timely

submission of work is required.

- All interns will be recorded in HR's database. Attending the meetings is

crucial.

- Discipline is essential. No act of disobedience will be allowed.

- Extracurricular activities like sharing content on social media will also be

taken into consideration. There are a total of 5 medals/trophies in
“OUTREACH CATEGORY” as well.

- The certificate committee's decision is final and cannot be challenged.

- Letter of Recommendation (LOR) will be given only to the top performers.

i.e., top 20% of the total interns.

1. Duration of the internship and review period

a. Duration of Internship: Notwithstanding any contradicting clauses in this

policy, the internship shall be for a duration of 3 months. This duration shall
commence on the date specified in the letter of appointment provided to
each intern.

b. Extension of the duration of the internship: The duration of the

internship may be extended beyond the term prescribed with the
agreement of the intern and the organisation. In the event that either or
both parties are unwilling to extend the duration of the intern’s
commitment to the organisation, the internship terminates according to
the original timeline prescribed in accordance with the previous clause.

c. Review Period: The intern’s work will be assessed every month based on
factors including but not limited to quality of work, initiative, attendance in
meetings, and collaboration every month. Based on the intern’s monthly
performance, the organisation may choose to continue or terminate the
internship. Page No. 6
2. Scope of work required by the intern

a. The internship requires interns to conduct the following tasks

i. Understanding the vision and objectives of the organisation.
ii. Conducting research on the relevant policies, regulations and laws.
iii. Compiling, analysing, and reporting findings
iv. Formulating teaching plans, course outlines and lecture notes.
v. Developing Content as required vi. Preparing and reviewing legal
documents
vii. Any other tasks specified by the organisation.

b. Through the course of the internship, the organisation will assign tasks to
the interns via email/telephone/meetings/whatsapp. Tasks assigned will be
assigned along with a stipulated deadline.

c. The intern is required to complete all tasks allotted to him/her/them by

the organisation, within stipulated timelines.

d. The organisation will ensure that timelines, tasks and deadlines are
reasonable and achievable.

e. In the event that the intern is unable to meet assigned deadlines or

complete the allotted task, he/she/they must communicate this to the
organisation within a reasonable period of time.

f. Tasks that the intern is unable to complete without informing the

organisation will be deemed ‘incomplete’.

3. Assessment of quality of work

a. The organisation will assess the quality of work done by the intern in
accordance with standards expected from an individual of their caliber.

b. In the event that the organisation deems that work to have not met
reasonable standards of quality assessment, the organisation may ask the
intern to redo or edit the work.

c. Work which does not meet standards of quality expected from the
organisation may be considered ‘incomplete’ at the discretion of the
organisation.
Page No. 7
4. Initiative and collaboration

a. Interns are expected to take initiative in understanding their tasks and

contributing to the organisation. b. Interns are required to attend all
meetings organised by the organisation in accordance with the above
section on notices.

5. Ownership of work done throughout internship

a. Intellectual Property developed by the intern in the course of the

internship is the property of the organisation.

b. In the event that the intern publishes their work elsewhere, the
organisation may require the intern to retract their publication or
communicate to the persons to whom the work has been published that the
intern is not authorised to publish such work.

c. The intern may request permission to publish their work from the
organisation. In the event that this publication is authorised by the
organisation, the rights of the work remains with the organisation.

Page No. 8
CODE OF CONDUCT
All employees/ Interns must protect our company’s legality. They
should comply with all environmental, safety and fair dealing laws. We
expect employees/ Interns to be ethical and responsible.
All employees/ Interns should respect their colleagues. We won’t allow
any kind of discriminatory behaviour, harassment or victimization.
Employees/ Interns should conform with our equal opportunity policy
in all aspects of their work, from recruitment and performance
evaluation to interpersonal relations.
All employees/ Interns should fulfil their job duties with integrity and
respect toward readers and the community. Supervisors and managers
mustn’t abuse their authority. We expect them to delegate duties to
their team members taking into account their competences and
workload. Likewise, we expect team members to follow team leaders’
instructions and complete their duties with skill and in a timely manner.
Employees/ Interns should follow their schedules. We can make
exceptions for occasions that prevent employees from following
standard working hours or days. But generally, we expect employees to
be punctual.
We expect employees/ Interns to avoid any personal, financial or other
interests that might hinder their capability or willingness to perform
their job duties.
Employees should be friendly and collaborative. They should try not to
disrupt the workplace or present obstacles to their colleagues’ work.
All employees must be open for communication with their colleagues,
supervisors or team members.
Prohibition of misbehaviour with working women, he should not
indulge in any type of misbehaviour with women colleagues.
Habitual late attendance, absence without leave, non-performance of
contract and disorderly behaviour during working hours.
Employees/ Interns are supposed to do their own work, the work must
be authentic. Plagiarisms will not be tolerated.
Employees/ Interns are supposed to work as part of a team or group.
A positive attitude toward co-workers, the workplace and the tasks of
the job is expected.

JOINING POLICY FOR INTERNS

Pre - On boarding
New interns are required to submit the signed Letter of Intent as a token of
acceptance of the offer, within 7 days from the date of offer roll-out.
Page No. 9
It is the responsibility of HR to contact the hired candidate 2 weeks before
the joining date and provide advance information pertaining to joining such
as list of documents to be submitted, address of the joining location,
contact person at the joining location etc.

HR will ensure that all arrangements are made, in coordination with the
Administration and IT departments, to facilitate smooth joining experience.

HR is also required to update the management about the joining date and
other details of the new hire.

Joining and On-boarding

Newly appointed / recruited employees are required to report at the

assigned location / campus on the date mentioned in the Letter of Intent.

On the first day, joining formalities will be undertaken by HR, as detailed

below: New joinees should submit a copy of the following documents to HR
and carry the originals for verification;

Original documents should also be produced for verification, if required 3

Strictly Confidential Signed Letter of Intent, Resume Education certificates
- 10th, 12th, graduation, post-graduation, others, Proof for current and
permanent address , Emergency Contact details, Aadhaar Card, PAN Card

Post submission of documents, the new joinees will be provided 2 hard

copies of their Appointment Letters. They shall keep a copy for themselves
and sign the other copy and hand it over to HR for filing.
New joinees will be required to fill-in various internship/membership
forms (such as personal detail forms, etc.).

Page No. 10
TERMINATION POLICY

PURPOSE OF POLICY

The objectives of this termination policy are to ----

1. Correct and improve the standard of conduct of an intern or employee

where appropriate or necessary,

2. Provide any particular intern or employee with an opportunity to correct

unacceptable conduct (other than in where summary dismissal is
appropriate)

3. Ensure that all employee / intern are treated fairly ,equally and
consistently ;

4. Ensure that each situation is reviewed and addressed on an individual

basis and in relation to the particular circumstances .

APPLICATION OF THIS POLICY

This policy is applicable to all employees and interns of INTERNATIONAL

INSTITUTE OF SDG AND PUBLIC POLICY RESEARCH.THE operation of
this policy is not limited to the work hours. Employees or interns must
comply with this policy at all work related functions .

Under the Indian labour laws, an employee can be lawfully terminated

from an organization for one of the following reasons:

1. Disobedience or will full insubordination

2. Fraud, Dishonesty, or Theft
3. Loss or Damage to the employer’s goods wilfully.
4. Taking bribes or illegal gratifications.
5. Absence without applying for leave for more than 10 days.
6. Late Attendance.
7. Disorderly behavior during work.
8. Negligence of work.

When organizations terminate their workforce for convenience, the policy

regulates that the last person to join the organization must be the first one
to leave. Also, when the organization rehires for the same or similar job
Page No. 10
roles, the terminated workforce should be prioritized.When an
organization fires an employee for convenience who is pregnant or seeking
maternity leave, they run the risk of non-compliance with the Maternity
Benefit Act of 2017 in the Indian constitution

TERMINATION OF EMPLOYMENT / INTERNS CONTRACTS:

Grounds for Termination :

There are various modes of termination of employment / INTERNS that are

recognized in India, including: I. expiry of a fixed term contract.( for interns
maximum 3 months)

1.Established breach of employment contract and/or internal policies

2.Employee/ intern having committed any criminal offence/ authorities

having initiated criminal proceedings

3.Employee’s / intern inability to fulfill material obligations of his job.

4.Misconduct

5.Inefficiency/ poor performance, after undertaking sufficient processes

such as a performance improvement plan

6.Loss of confidence by management

7.Abandonment of employment / continuous absenteeism

8. Absence from any meeting for a long time. (maximum 2 official meeting)

9.Abuse with women .

10.unnecessary messages or create any disturbance in the official group of

IISPPR.

Page No. 11
TERMINATION LETTER

To,

Subject - Termination due to ________________

Hello ____,

As discussed, this letter is an official notice to inform you about the

termination of your employment / internship due to ______________.

We have formally warned you regarding this several times however, we

haven’t seen any improvement in your behaviour. We, therefore, are being
forced to take a strict decision.

Your notice period of _______________ commences from the ____.

Please follow the exit process in an orderly format by submitting your

handover to your manager.

Thank you for your association with the company and we wish you the best
of luck for the future.

Regards,

Page No.13
 COMPLAINT COMMITTEE

The Complaint Committee shall perform the following functions:

a. Act as the support system for the complainant

b. Take necessary steps to prevent further victimisation of the complainant,

including:

i. Making diligent efforts to prevent the ostracisation of the complainant

within the community, ii. Assisting the complainant with filing a formal
complaint, if such assistance is sought by the complainant. iii. Creating
awareness and sensitivity within the organisation

c. Provide assistance in organizing conferences, workshops or other events

for the sensitization of the organisation in matters relating to gender and
sexual harassment;

d. Spread awareness about the institutional mechanisms relating to sexual

harassment through the process of orientation, dialogue and other
processes which may be deemed fit; b. All proceedings shall be
documented. In particular, all testimonies and all questions put to
witnesses shall be recorded verbatim as far as possible c. The inquiry
proceedings shall be confidential. All parties shall be bound by such
confidentiality, including confidentiality of the name of the Complainant,
nature of the complaint, and contents of any documents received by the
ICC in connection with the proceedings. The ICC and Facilitators will take
adequate measures to ensure that norms of confidentiality are strictly
maintained. d. The proceedings shall be conducted as expeditiously as
possible. e. The ICC shall adhere to principles of natural justice in
conducting the inquiry. f. The ICC shall ensure that at all times during the
proceedings the dignity and autonomy of all parties concerned are
safeguarded g. Parties shall be provided with an opportunity to clarify or
question any allegations/contention raised against/ concerning them.
However, ICC shall not permit questions that are intended only to
intimidate, harass, browbeat or humiliate any witness (including the
Complainant or Respondent.) h. In accordance with the provisions of The
Sexual Harassment of Women at Workplace Act 2013 and in compliance
with decisions of the Supreme Court, the ICC will consider the past sexual
history of complainants as irrelevant for the purposes of the inquiry. i.
Page No. 14
If the Complainant or any witness so desires, the ICC shall take adequate
steps to ensure that the Complainant or such witness is not made to sit
facing the Respondent. Further, if the Complainant so desires (or if any
other witness so requests, and the ICC considers the request justified) the
ICC shall require the Respondent to submit any questions to be put to the
Complainant or such witness in writing to the ICC and the ICC will ask the
question to the Complainant or such witnesses. The ICC may decide, for
reasons to be recorded in writing, to not ask a question if it violates any
norms stated above, or for the same reason may re-frame the question in a
manner that keeps its meaning intact. j. The Complainant shall have the
right to request the ICC for an interim measure at any stage of the
proceedings. 8. After receiving the written response of the Respondent, the
ICC shall summon witnesses for the date specified for the commencement
of proceedings or for any other date. 9. The Complainant, Respondent and
any other witness shall narrate on oath their statements regarding the
allegations. This statement shall then be the basis for cross examination by
the other party. 10. When any statement is provided or any document
produced at the inquiry, reasonable time shall be given to all parties to
peruse such statement or document. 11. All statements shall be read over
to, rectified and signed by the person making the statement. The ICC shall
initiate disciplinary proceedings in the case of any lying or intentional
misleading on oath. 12. After conclusion of the oral hearing, the ICC will
issue a reasoned order within one week from the day after the conclusion
of the oral hearing, stating whether or not the allegations have been proved
and reasons for the same. If the allegations have been proved, the order
shall also contain the ICC’s recommendations as to the remedial action to
be taken by the University. 13. A Copy of the Order shall be sent to the
Complainant, Respondent and Executive Authority. The parties shall be
informed that they may file an appeal to the Executive Authority within a
period of thirty days from the date of the findings/ recommendations of the
ICC. The procedure and the grounds for the same should be mentioned
within the Order. Nothing in these rules shall prevent the ICC from
exercising its inherent powers to determine its own rules, including the
modification of these rules, power to summon additional witnesses, and
undertake any other measure for the fair conduct of any other proceedings.
Procedures covered in this document may be initiated in the following
situations: Conflict with Another Intern

Level 1: Make an attempt to work through conflict with the other intern Page No. 15
Level 2: Bring matter to the attention of a supervisor who will intervene as
appropriate.

Level 3: Intern(s) and/or supervisor(s) bring matter to the Director of

Training who will intervene as appropriate.

Level 4: Matter is brought to the Director. Conflict With an Administrative

Staff Member

Level 1: Make an attempt to work through conflict with an administrative

staff member.

Level 2: Bring matter to the attention of a supervisor.

Level 3: Matter is brought to the Office Manager.

Level 4: Matter is brought to the Director of Training.

Level 5: Matter is brought to the Director. Conflict With Assistant Director

or Staff Psychiatrist

Level 1: Make an attempt to work through conflict with Assistant Director

or Staff Psychiatrist.

Level 2: Bring matter to the attention of a supervisor.

Level 3: Intern and supervisor bring matters to the Director of Training.

Level 4: Matter is brought to the Director. Conflict With Supervisor

Level 1: Make an attempt to work through conflict with supervisor.

Level 2: Matter is brought to the Director of Training.

Level 3: Matter is brought to the Director. Conflict With the Director of

Training

Level 1: Make an attempt to work through conflict with the Director of

Training.

Level 2: Bring matter to the attention of a supervisor.

Page No. 16
Level 3: Intern and supervisor attempt to work through conflict with the
Director of Training.

Level 4: Matter is brought to the Director. Conflict With Director

Level 1: Make an attempt to work through conflict with the Director.

Level 2: Bring matter to the attention of a supervisor, who will intervene as

appropriate.

Level 3: Intern and supervisor bring matter to the attention of Director of

Training, who will intervene as appropriate

For any complaints you can directly contact

WAJAHAT MAZAHAR KHAN

Ph : 9058564603

Page No. 17
 CARDS

It is not sufficient to just complete an internship; it is also necessary to do it

with full devotion and learning. It is essential to keep track of the interns'
performance in order to motivate them to work more. For this, HR issues
seven cards depending on the intern's performance. These cards are issued
on a weekly basis.

These Cards will be awarded based on an intern's excellent work, timely

submission, active engagement, extracurricular activities, and discipline.
HR will keep track of all of the interns' criteria. Issuing Cards on a weekly
basis will make the entire process more transparent and boost Intern
participation.

The cards depicts performance as follows :

Red Card - Bad Performance

Orange Card - Very Poor Performance
Yellow Card - Poor Performance
Blue Card - Good Performance
Flag - Excellent Performance

- 3 Red Cards lead to termination of an internship.

- 7 Flags leads to a Gold Medal to an Intern.
- Outreach Flag (For Like, Best Comments, Share, promotion)

Work assigned to you during Internship is for your own betterment and
experience. Don’t do it for the sake of doing it. Do it for a good
experience.

Page No. 18