Fab Lab Teen Maker Intern

The Fab Lab Teen Maker Intern will continue to grow and develop the skills they've learned in the Fab Lab. The Maker Intern will shadow summer camp instructors and assist with day-to-day camp tasks like cutting projects on the laser cutter and making sure that 3D printers are in working order. Once the intern feels comfortable in the lab and with the technology, they can focus on a final project for their internship; either a new or updated lesson plan that can be used as part of camp, or a physical piece of infrastructure that can be used in the Fab Lab after the intern leaves. Interns that are interested in STEM, making, and particularly STEM education, are encouraged to apply.

QUALIFICATIONS

EDUCATION & EXPERIENCE: Enrolled in high school. Mentor in the Making attendees preferred.

KNOWLEDGE, SKILLS, ABILITIES:

• Strong communication skills
• Willingness to learn new things
• Perseverance
• Flexibility
• Passion for STEM

PHYSICAL REQUIREMENTS:  Intern must be able to move about the Fab Lab to use equipment and assist summer campers. Accommodations available for interns who cannot stand to use equipment and/or interact with campers.

employment training:  Interns will be eligible to attend training from May 29-June 7 alongside summer camp instructors if able. In addition, interns will shadow alongside new Temporary Summer Camp instructors during the first week of camp.  Interns will have monthly-at-a-minimum 1 on 1 meetings with their supervisor to discuss feedback. Interns will have the ability to attend weekly meetings of CSC camp staff if desired. Interns will work alongside CSC staff, who will have the ability to provide guidance in the moment if necessary.

TIME COMMITMENT: 150 hours to be completed during the summer.

PRINCIPAL ACCOUNTABILITIES

1. Learn safety and basic use of the laser cutter, vinyl cutter, 3d printer, and other CNC machines as necessary.
2. Be able to assist campers in their safe use of the laser cutter, vinyl cutter, 3d printer, and other CNC machines as necessary.
3. Have basic knowledge of CAD software like Inkscape, Tinkercad and Blender.
4. Assist with the day-to-day tasks of a summer camp, including cleaning and organizing classrooms and preparing materials.
5. Synthesize their experience in the lab into a lesson plan or physical object that can be used for the next year of camps.
6. Intern will not be responsible for solo direct instruction of summer campers. The intern will have a CSC staff member (either permanent or temporary summer camp instructor) with them at all times and will not be expected to supervise campers.
7. Other duties as assigned.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity

The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.   

*GUIDANCE ON ESSENTIAL FUNCTIONS:   The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities.  An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job.  When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below.  Please note that the following guidelines are non-exhaustive.  If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function?  The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function?  If so, the function is more likely to be essential. D. How much time is spent performing the function and how often?  Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job?  If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential.  G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it?  If so, it is more likely to be essential.