European Citizen Action Service (ECAS)
- NGO sector / Charity
- Brussels (Belgium)
What We Do
The European Citizen Action Service is an international Brussels-based non-profit organization with a pan-European membership & 24 years of experience. What We Do:
- We give free legal advice to citizens and businesses on EU issues through Your Europe Advice.
- We help citizens to resolve problems with free movement in the EU through the EU Rights Clinic.
- We provide free assistance to European Citizen Initiative organizers via the ECI Support Center.
- We help EU citizens engage with EU policy-making using digital democracy tools.
- Our Knowledge Center helps EU citizens find relevant information about internal EU Migration and the European Citizens’ Initiative.
- We provide in-depth guidance to available EU funding for civil society initiatives.
- Our Triple A initiative informs, advises and helps citizens in South Eastern Europe to enforce their citizen rights.
- We support participatory democracy beyond the EU.
- ECAS provides on-demand tailor-made advice, training and support to civil society organizations.
- We cooperate with civil society organizations to increase citizens impact on EU policies.
Our Vision & Mission
Our mission is to empower citizens to exercise their rights and promote open & inclusive decision-making through high quality advice, research & advocacy, as well as capacity building to civil society organisations. We aspire to be the EU Resource Centre on citizens’ rights, campaigning for an inclusive, transparent & democratic EU, where the benefits of EU citizenship can be fully tapped.
- Non-partisanship: Free from affiliation with any political party.
- Professionalism: Striving for excellence in all aspects of our work.
- Empowerment: Enabling citizens to understand and utilize their rights.
- Inclusiveness: Ensuring that all EU citizens can fully enjoy their rights.
- Innovation: Applying unique and modern solutions.
Our commitments to quality internships
- Remunerate a) graduates at least 100% of the Intern Subsistence Index; and b) students at least 60% of the Intern Subsistence Index.
2. Offer & contract
- Offer a duly signed contract/written agreement respecting national labour legislation.
- Write in the internship offer a clear description of tasks corresponding to what the intern will actually do (tasks can be revised in accordance with the intern).
- Limit the normal internship duration to a maximum of 6 months, except for cases in which the university has designed a specific internship programme not exceeding a year.
3. Learning content
- State the skills that the intern will be able to acquire before the start of the internship (in the offer, contract or job interview).
- Limit the assignment of menial tasks to a maximum of 1/4 of working time.
- Make sure the intern has, or is provided with (informal training), the necessary know-how to carry out his tasks.
- Provide formal training to increase interns’ professional skills through workshops/modules (e.g. software, tools, soft skills, sector knowledge).
- Assign challenging tasks with a high degree of responsibilty (e.g. in charge of outputs with substantial visibility or impact).
- Assign a supervisor to each intern, with a ratio not exceeding 3 interns to 1 supervisor.
- Organise an introductory meeting with the intern to discuss mutual expectations, as well as learning and professional objectives of the internship.
- Organise regular sessions at least once a week where the supervisor track the intern’s progression, give feedback or provide support.
- Structure the interns’ tasks within a work plan & a timeline (which can be revised with the intern) more important actually (may be advanced or more points)?
- Appropriately prepare the supervisor to his task as supervisor, so that his feedback and guidance can maximise the intern’s learning curve.
5. Organisational culture & Work environment
- Give interns a proper induction to their new work place: e.g. introducing interns to their colleagues, explain the organisation’s objectives and values, a tour of the facility.
- Acknowledge and value intern's inputs and achievements (e.g. public acknowledgement, name on publication, bonuses etc.).
- Provide each intern with an appropriate working station (desk, computer, software, etc.).
- Make the intern feel full part of the team (include him in team building activities and celebrations).
6. Career Development & Employment
- Maintain a maximum intern-employee ratio of 1:1 (for companies with up to 7 employees), and a maximum intern-employee ratio of 1:3 (for companies with more than 7 employees).
- Provide the intern with a reference letter detailing the work undertaken/completed, the skills and experience acquired.
- Organise one or more meetings between the intern and the management of the organisation to discuss his future career prospects and potential support.
- Develop the intern’s own network by fostering his active participation in meetings, interactions and projects with clients & partners, as well as networking events (e.g. conference and seminars).