The Office of Career Planning and Professional Development at the Graduate Center allows employers to post jobs and internships that reach graduate students in, and alumni of, over thirty doctoral programs and eight master’s programs. Our students bring an exceptional range of skills to bear in their professional careers:
- Expert-level content knowledge
- Extensive teaching experience
- Outstanding data analysis and data visualization skills
- Expertise in tools such as SPSS, SAS, Stata, R, GIS and SQL
- Fluency in social media and other internet platforms
- Excellent writing and presentation skills
- Critical thinking and analytical skills including problem definition and research design
- Ability to work independently
We use GC Connect (powered by NACElink/Symplicity) to manage job and internship postings. If you are a new employer to the Graduate Center the first step is to create an employer account in GC Connect. To get started simply:
- Click on the link to GC Connect.
- Next, select “EMPLOYER” when asked “What type of user are you?”
- Finally, simply select “Register”, on the right side, for first time users.
Once, you have created an employer account you will be able to post a position. If you need assistance, please call us at 212-817-7425 or email us at email@example.com. NACELink also offers employers the option of posting to many schools at once via the “Multi School Posting” option. There is a fee for the multi-school posting service.
The Graduate Center Office of Career Planning and Professional Development reserves the right to refuse to post or remove job postings that are inappropriate for our student and alumni population. Please see below for additional information about policies related to posting jobs at the Graduate Center.
Many of the Graduate Center’s highly qualified are international students who are not U.S. citizens or permanent residents. We encourage employers to consider them as candidates for open positions. Most of our international students are able to obtain temporary work permission both during and after their degree program. Our international student office can work with students to secure these permissions. If you find that the international student is an asset to your team, you’ll find that many of our students and alumni then qualify for the H-1 B employment visa, which is sponsored by the employer.
Internships should involve work which is relevant to students’ professional goals and academic training. In addition, we do not post unpaid internships that require students to work more than 15 hours per week during the academic year or 20 hours per week in the summer.
The U.S. Department of Labor has outlined six criteria for unpaid internships at for-profit organizations.
- The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment;
- The internship experience is for the benefit of the intern;
- The intern does not displace regular employees but works under close supervision of existing staff;
- The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded;
- The intern is not necessarily entitled to a job at the conclusion of the internship; and
- The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
Additionally, for employers seeking interns to work in the State of New York, strict attention must also be paid to the requirements set forth by the New York State Minimum Wage Act and Wage Orders. The New York State Department of Labor requires the following criteria in additional to the federal requirements above.
- Any clinical training is performed under the supervision and direction of people who are knowledgeable and experienced in the activity;
- The trainees or students do not receive employee benefits;
- The training is general, and qualifies trainees or students to work in any similar business. It is not designed specifically for a job with the employer that offers the program;
- The screening process for the internship program is not the same as for employment, and does not appear to be for that purpose. The screening uses criteria relevant only for admission to an independent educational program;
- Advertisements, postings, or solicitations for the program clearly discuss education or training, rather than employment, although employers may indicate that qualified graduates may be considered for employment.
Students who work without pay at not-for-profit organizations can be considered volunteers. We would, however, encourage employers wishing to post these types of opportunities to adhere to the guidelines above, and to keep in mind that students are likely to accept these opportunities because they hope to:
- Gain exposure to career trajectories in your field
- Learn how your organization works, its structure, goals and the roles within it
- Identify ways in which they can expand their capacities to engage with a broader range of career options
- Build relationships that expand their personal and professional network
Several of the Graduate Center’s master’s degree programs allow students to receive academic credit for an internship. Please note that academic credit is rewarded for the internship course in which the students enroll, and students receive credit for the academic work conducted under faculty supervision. Students in an internship course will have a faculty adviser, who will meet regularly with them to monitor their progress. Students will prepare a final report documenting the work carried out that is then evaluated by the faculty member supervising the internship course. For more information, please contact the office at 212-817-7425 or firstname.lastname@example.org.
The Office of Career Planning and Professional Development does not typically accept positions from third party staffing agencies. If your company/position falls into this category, you may nonetheless post a job for review. If accepted, we will make note that the position has been posted by a third party in our system.
Individuals are able to post positions that are not within a company/organization and are for personal purposes (i.e. tutoring, translation, editing, web development etc.). These will be reviewed by Career Planning and Professional Development staff to determine whether the opportunity is appropriate for our student population. If posted, these will be listed under our “Personal Services” account.
We will not post positions requiring students or alumni to pay special fees, share personal contacts, purchase training materials, or participate in multi-level marketing as a preliminary condition of employment.
Employers will pay wages to students as agreed upon and as stipulated by the New York State Department of Labor.
The Office of Career Planning and Professional Development reserves the right to make these decisions at its discretion. For more information regarding ethical employment practices, see the Principles for Employment Professionals guidelines from NACE (National Association of Colleges and Employers).
Employers will offer students a safe and appropriate work environment for students.
I. Policy on Equal Opportunity and Non-Discrimination
The City University of New York (“University” or “CUNY”), located in a historically
diverse municipality, is committed to a policy of equal employment and equal access in its
educational programs and activities. Diversity, inclusion, and an environment free from
discrimination are central to the mission of the University.
It is the policy of the University—applicable to all colleges and units— to recruit,
employ, retain, promote, and provide benefits to employees (including paid and unpaid
interns) and to admit and provide services for students without regard to race, color, creed,
national origin, ethnicity, ancestry, religion, age, sex (including pregnancy, childbirth and
related conditions), sexual orientation, gender, gender identity, marital status, partnership
status, disability, genetic information, alienage, citizenship, military or veteran status, status
as a victim of domestic violence/stalking/sex offenses, unemployment status, or any other
legally prohibited basis in accordance with federal, state and city laws.(1)
It is also the University’s policy to provide reasonable accommodations when appropriate
to individuals with disabilities, individuals observing religious practices, employees who
have pregnancy or childbirth-related medical conditions, or employees who are victims of
domestic violence/stalking/sex offenses.
This Policy also prohibits retaliation for reporting or opposing discrimination, or
cooperating with an investigation of a discrimination complaint.
Prohibited Conduct Defined
Discrimination is treating an individual differently or less favorably because of his or her
protected characteristics—such as race, color, religion, sex, gender, national origin, or any
of the other bases prohibited by this Policy.
Harassment is a form of discrimination that consists of unwelcome conduct based on a
protected characteristic that has the purpose or effect of unreasonably interfering with an
individual’s work or academic performance or creating an intimidating, hostile or abusive
work or academic environment. Such conduct can be spoken, written, visual, and/or
physical. This policy covers prohibited harassment based on all protected characteristics
other than sex. Sex-based harassment and sexual violence are covered by CUNY’s Policy on Sexual Misconduct.
Retaliation is adverse treatment of an individual because he or she made a discrimination
complaint, opposed discrimination, or cooperated with an investigation of a discrimination
II. Discrimination and Retaliation Complaints
The City University of New York is committed to addressing discrimination and retaliation
complaints promptly, consistently and fairly. There shall be a Chief Diversity Officer at
every college or unit of the University, who shall be responsible for, among other things,
addressing discrimination and retaliation complaints under this Policy. There shall be
procedures for making and investigating such complaints, which shall be applicable at each
unit of the University.
III. Academic Freedom
This policy shall not be interpreted so as to constitute interference with academic freedom.
IV. Responsibility for Compliance
The President of each college of the University, the CUNY Executive Vice Chancellor and
Chief Operating Officer, and the Deans of the Law School, Graduate School of Journalism,
School of Public Health and School of Professional Studies and Macaulay Honors College,
have ultimate responsibility for overseeing compliance with these policies at their respective
units of the University. In addition, each vice president, dean, director, or other person
with managerial responsibility, including department chairpersons and executive officers,
must promptly consult with the Chief Diversity Officer at his or her college or unit if he
or she becomes aware of conduct or allegations of conduct that may violate this policy. All
members of the University community are required to cooperate in any investigation of a
discrimination or retaliation complaint.
Further information on this policy can be found here.
(1) As a public university system, CUNY adheres to federal, state and city laws and regulations
regarding non-discrimination and affirmative action. Should any federal, state or city law or regulation
be adopted that prohibits discrimination based on grounds or characteristics not included in this
Policy, discrimination on those additional bases will also be prohibited by this Policy.