Case Study

DARB Internship Programme Jordan


The Lothan Youth Achievement Centre (LOYAC) is a non-profit organisation working towards the professional and personal development of young people. LOYAC Jordan was established in 2008 and has affiliates in Kuwait, Lebanon, and Yemen. It designs and implements several programs to facilitate the professional development and personal growth of young people.

Target Groups

Jordanian students and graduates of public and private universities of all governorates in Jordan between the age of 16 to 24.


LOYAC designs and implements programmes that give young people the skills to succeed in the professional world. It places students and graduates into internships to develop these skills. LOYAC Jordan’s primary programme, the DARB Internship Programme, provides job training and work experience to Jordanian university students and new graduates through private and public enterprises in Jordan.

Young People

  • Gain an insider’s perspective on the economic sector they are placed into;
  • Become acquainted with professional work settings;
  • Acquire practical work experience and develop related skills and attitudes;
  • Gain self-confidence.

DARB prepares university students for the working world. It does this through matching participating students with internship positions in public, private or civil-sector enterprises or organisation s. Interns use the workplace learning to develop work-related skills and attitudes, to expand their networks (preparation), and to reassess career plans (orientation).

Intervention Approach

Selecting and Preparing Students

  • Alumni of the DARB programme conduct outreach activities to recruit current university students to participate.
  • 3.000 to 4.000 students apply. About 1.200 students are selected for the programme and undergo a mandatory two-day training prior to the internship placement. Roughly 80 percent of allparticipants complete the training successfully.
  • About 700 to 800 of the students are successfully placed into internships after the training.
  • LOYAC interns are paid 30 JOD per week (either by the private enterprise or by LOYAC).

Collaboration with Employers LOYAC staff visit employers who indicate interest in the DARB Internship Programme. LOYAC appoints one contact person for every collaborative employer. With the potential assistance of LOYAC, employers prepare:

  • Job descriptions for every internship position need to be drafted by employers;
  • Specification of the internship’s intended achievable objectives and drafting of a training plan for the intern;

LOYAC then screens candidates against these requirements and recommends them to the employer. After the selection process, LOYAC, the intern, and the employer jointly set the starting time, duration and daily working hours of the intern; LOYAC encourages employers to:

  • brief all staff who are going to deal with the intern;
  • give interns a sound orientation on their first day;
  • give feedback to interns and to LOYAC after the internship.

Evaluation, Follow-up and Networking

  • LOYAC conducts field visits to meet students and employers during the internship.
  • LOYAC uses interns’ training records, performance evaluations of interns by employers, employers’ feedback to LOYAC, and a summary evaluation of each year’s cohort of interns to evaluate the DARB internship programme for continuous improvement.
  • Close relations are maintained with both, employers and alumni.

DARB Levels

  • “DARB 1” is the first level of programming. It focuses on developing work-related skills and attitudes. It is followed by a six-to-eight-week internship. Additionally, DARB students are asked to provide at least 16 hours of volunteer community service work.
  • “DARB 2” builds on DARB 1 with a focus on project development and work virtues and includes additional English language classes. The six-to-eight-week internship considers the student’s university major.
  • “DARB 3” continues with skill development, and includes an internship that is intended to lead into employment.


  • LOYAC Jordon employs altogether 14 staff members.
  • In addition, LOYAC engages interns for outreach to students and employers.
  • A pool of about 60 to 70 trainers (consultants) annually provide the compulsory two-days preparation workshops.
  • The programme relies on a committed and significant strong and big alumni network that has emerged over the years.


  • Significant donations are made by the King Abdullah II Funds for Development. Further contributions are made by USAID, The British Council, and other institutions and private sponsors.


  • LOYAC seeks and enjoys strong partnerships with many private, public, and non-governmental organisations.


  • An Internship Training Guide has been developed to support organisations with the annual implementation of the programme.


  • The DARB internship programme is conducted every year from February to November.

Since 2011, DARB has managed to train more than 7.500 students from across Jordan and placed more than 4.500 students in internships.

Tips for Practitioners
  • Definition: DARB defines an internship as a placement of a student on an employer’s work site, where the intern is carrying out a predefined task or duty similar to those of an employee, but with a clear emphasis on learning. An intern must not be considered as cheap labour. The ‘hands-on’ character of the internship differentiates it from ‘work shadowing’. · Providing internships requires the commitment of both the employer and the intern.
    • The employer ensures that supervisors who instruct interns on a day to day basis are engaged and compliant with the programme’s purpose. In addition to a formal supervisor, a “mentor” can be appointed. The mentor can be a former intern or a young employee. The mentor is easily accessible to the intern for information and advice.
    • Interns should show interest in learning all aspects of the role they are assigned to. They must adhere to safety regulations and follow all rules laid down by the employer. Full attendance and effective time management are expected.
  • Employers are required to give interns the following information
    • An organisation chart;
    • A training plan;
    • A detailed job description
  • Employers are recommended to check with their insurance providers to see if they are covered for damages or injury related to an intern. LOYAC supports employers with risk assessments. · Employers are recommended to conduct an orientation session with new intern(s) at the beginning of the internship. This includes:
    • A guided tour of the office(s)/work site(s),
    • A brief explanation of the industry and the enterprise,
    • A joint review of the job description and training plan,
    • A simplified organisational chart,
    • Health and safety instructions,
    • Lines and modes of communication.

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