Health Information Technology Internships
Health information technology internships give university students, recent graduates, and early-career switchers hands-on project experience managing electronic health records and clinical data systems, mentorship from working health IT professionals, and, at many employers, a path toward a full-time offer. Openings are concentrated across {{top_industries_phrase}}, with BGBx, ICCU, and RubinBrown among the employers posting roles now.
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General Statement of Duties
Greater Cincinnati Water Works is seeking to fill a Co-Op position within our IT Services division. We are seeking candidates who possess an interest in data analytics, application development, and/or content management. Candidates will be required to provide excellent customer service to internal and external customers, participate in project teams, and multitask in a fast-paced environment.
Interns/Co-ops/Externs for the City of Cincinnati may be performing duties in any potential field within the City’s structure. These fields may include office level work/assignments, field work, and/or civic services. The nature of the work will be based on areas of interest, degree program, or organizational need. Candidates should have the ability to multitask in a fast-pace environment.
Minimum Qualifications (KSAs)
The Co-Op student should be studying and rotating work semesters in the field of Information Systems – with a knowledge of database design, application development, data analysis, etc.
The GCWW Application Development co-op student will be a valuable key member of the GCWW Application Development Team – which supports every division of GCWW. Under the supervision and guidance of IT Management staff, the co-op should be prepared to work closely with professional staff in a government utility environment.
The Co-Op student will be supervised by senior staff, who, in turn, will be a resource and mentor throughout the semester, and will assist in accomplishing the student's learning objectives.
Required Education and Experience
In order to qualify for the Intern/Co-op/Extern Program, a student must:
- Be a U.S. citizen, lawful permanent resident, or a non-citizen with proof of eligibility to work in the United States
- Individuals under eighteen will require a work permit
- Be enrolled in an accredited institution
- Submit a City job application for employment
The below information is solely intended as a summary of the benefits available and is subject to change. Not all benefits listed are available for every position. Benefits can vary depending on applicable labor agreements and/or salary plan. For specific questions, contact the HR Contact indicated on the Job Posting.
The City of Cincinnati offers its employees competitive salaries and a comprehensive benefit package designed to actively attract and retain quality employees' to add additional value to the City of Cincinnati's workforce. A summary of these benefits for full-time employment is listed below. This is a general listing of benefits for all employees and is not intended to be a comprehensive listing for all bargaining units.
The City offers a variety of training programs, ranging from job-specific skills such as computer and equipment instruction, to helping supervisors improve their management techniques.
Equal Employment Opportunity
The City of Cincinnati is dedicated to providing equal employment without regard to race, gender, age, color, religion, disability status, marital status, sexual orientation or transgendered status, or ethnic, national or Appalachian origin, or on the basis of any other category protected under federal, state and local laws.
Holidays
The City of Cincinnati has 11 paid holidays annually that include:
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas
Health Insurance
The City of Cincinnati 80/20 offers 3 medical plans to all full time City of Cincinnati employees and eligible dependents: the 80/20 PPO medical plan, the HDHP medical plan with an HSA contribution, and a Health Reimbursement Arrangement for those enrolled on another non-city eligible group plan.
Eligible dependents include:
Legal Spouse or Equal Partner
Child (natural child, adopted child, and/or child who the group has determined is covered under a "Qualified Medical Child Support Order")
Step-child
Child for whom the employee or employee's spouse/equal partner is a legal guardian
Basic Life Insurance
A $50,000 Basic Life Insurance policy is paid for by the City for certain eligible employees. Full time employees not eligible for the City-paid basic life insurance policy are generally provided a similar benefit through their union group.
Supplemental Life, Long Term Disability, Accident & Critical Illness Insurance
Most full time City employees are eligible to participate in a supplemental life insurance program, a long term disability plan, and accident and critical illness insurance programs at their own expense. Premiums are determined by age, amount of coverage, and various additional factors.
Flexible Benefits Plans
Healthcare Flex Spending Account
City employees can participate in the Healthcare Flex Spending Account that can be used to pay out-of-pocket medical, prescription, dental, and vision care expenses for employees and family members.
Dependent Care Flex Spending Account
City employees can participate in a Dependent Care Flex Spending Account that can be used to pay work-related dependent care expenses. Participants can set aside money each year through pre-tax payroll deductions to pay for these expenses.
Transportation Expense Reimbursement Account
City employees can participate in a Transportation Expense Reimbursement Account (TERA) that can be used to reimburse expenses related to traveling to and from work. Participants can set-up a pre-tax payroll deduction up to an IRS regulated amount.
Healthy Lifestyles Program
City employees can voluntarily participate in a wellness incentive program that encourages and rewards employees and their spouses/equal partners for making positive choices for better health. The City of Cincinnati will contribute up to $300/year to a Health Reimbursement Account for each the employee and their spouse/equal partner for meeting specified program goals. These dollars can be used to offset qualified out-of-pocket medical expenses.
Integrated Health Reimbursement Arrangement (HRA)
This is a voluntary program that serves as an alternative healthcare option to traditional medical plans. If you have alternate group health coverage available to you through a spouse, equal partner, another job, or a non-city retirement plan, you may be eligible for this plan which reimburses you for the difference in premiums between the plans and your covered out of pocket expenses on the other plan.
Retirement Plan
The City provides a defined benefit pension plan for part-time and full-time employees. New hires and re-hired employees are required to participate in the City of Cincinnati's Retirement System (CRS), regardless of previous participation in an Ohio State pension system or any another state or federal pension system. CRS is funded by employer and employee contributions, and investment returns from plan assets. CRS provides retirement and health care benefits subject to eligibility requirements. The following groups are excluded from participation in CRS: Mayor and Members of City Council; Sworn Police & Fire; Police Recruits; and Rehired Ohio Police & Fire Retirees.
Deferred Compensation
As an Ohio government employer, the City offers employees the ability to participate in a 457(b) tax-deferred retirement savings plan. The City makes an annual match to your 457(b) of up to $750, or as otherwise specified in applicable regulations and union contracts.
General Statement of Duties
Greater Cincinnati Water Works is seeking to fill a Co-Op position within our IT Services division. We are seeking candidates who possess an interest in data analytics, application development, and/or content management. Candidates will be required to provide excellent customer service to internal and external customers, participate in project teams, and multitask in a fast-paced environment.
Interns/Co-ops/Externs for the City of Cincinnati may be performing duties in any potential field within the City’s structure. These fields may include office level work/assignments, field work, and/or civic services. The nature of the work will be based on areas of interest, degree program, or organizational need. Candidates should have the ability to multitask in a fast-pace environment.
Minimum Qualifications (KSAs)
The Co-Op student should be studying and rotating work semesters in the field of Information Systems – with a knowledge of database design, application development, data analysis, etc.
The GCWW Application Development co-op student will be a valuable key member of the GCWW Application Development Team – which supports every division of GCWW. Under the supervision and guidance of IT Management staff, the co-op should be prepared to work closely with professional staff in a government utility environment.
The Co-Op student will be supervised by senior staff, who, in turn, will be a resource and mentor throughout the semester, and will assist in accomplishing the student's learning objectives.
Required Education and Experience
In order to qualify for the Intern/Co-op/Extern Program, a student must:
- Be a U.S. citizen, lawful permanent resident, or a non-citizen with proof of eligibility to work in the United States
- Individuals under eighteen will require a work permit
- Be enrolled in an accredited institution
- Submit a City job application for employment
The below information is solely intended as a summary of the benefits available and is subject to change. Not all benefits listed are available for every position. Benefits can vary depending on applicable labor agreements and/or salary plan. For specific questions, contact the HR Contact indicated on the Job Posting.
The City of Cincinnati offers its employees competitive salaries and a comprehensive benefit package designed to actively attract and retain quality employees' to add additional value to the City of Cincinnati's workforce. A summary of these benefits for full-time employment is listed below. This is a general listing of benefits for all employees and is not intended to be a comprehensive listing for all bargaining units.
The City offers a variety of training programs, ranging from job-specific skills such as computer and equipment instruction, to helping supervisors improve their management techniques.
Equal Employment Opportunity
The City of Cincinnati is dedicated to providing equal employment without regard to race, gender, age, color, religion, disability status, marital status, sexual orientation or transgendered status, or ethnic, national or Appalachian origin, or on the basis of any other category protected under federal, state and local laws.
Holidays
The City of Cincinnati has 11 paid holidays annually that include:
New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas
Health Insurance
The City of Cincinnati 80/20 offers 3 medical plans to all full time City of Cincinnati employees and eligible dependents: the 80/20 PPO medical plan, the HDHP medical plan with an HSA contribution, and a Health Reimbursement Arrangement for those enrolled on another non-city eligible group plan.
Eligible dependents include:
Legal Spouse or Equal Partner
Child (natural child, adopted child, and/or child who the group has determined is covered under a "Qualified Medical Child Support Order")
Step-child
Child for whom the employee or employee's spouse/equal partner is a legal guardian
Basic Life Insurance
A $50,000 Basic Life Insurance policy is paid for by the City for certain eligible employees. Full time employees not eligible for the City-paid basic life insurance policy are generally provided a similar benefit through their union group.
Supplemental Life, Long Term Disability, Accident & Critical Illness Insurance
Most full time City employees are eligible to participate in a supplemental life insurance program, a long term disability plan, and accident and critical illness insurance programs at their own expense. Premiums are determined by age, amount of coverage, and various additional factors.
Flexible Benefits Plans
Healthcare Flex Spending Account
City employees can participate in the Healthcare Flex Spending Account that can be used to pay out-of-pocket medical, prescription, dental, and vision care expenses for employees and family members.
Dependent Care Flex Spending Account
City employees can participate in a Dependent Care Flex Spending Account that can be used to pay work-related dependent care expenses. Participants can set aside money each year through pre-tax payroll deductions to pay for these expenses.
Transportation Expense Reimbursement Account
City employees can participate in a Transportation Expense Reimbursement Account (TERA) that can be used to reimburse expenses related to traveling to and from work. Participants can set-up a pre-tax payroll deduction up to an IRS regulated amount.
Healthy Lifestyles Program
City employees can voluntarily participate in a wellness incentive program that encourages and rewards employees and their spouses/equal partners for making positive choices for better health. The City of Cincinnati will contribute up to $300/year to a Health Reimbursement Account for each the employee and their spouse/equal partner for meeting specified program goals. These dollars can be used to offset qualified out-of-pocket medical expenses.
Integrated Health Reimbursement Arrangement (HRA)
This is a voluntary program that serves as an alternative healthcare option to traditional medical plans. If you have alternate group health coverage available to you through a spouse, equal partner, another job, or a non-city retirement plan, you may be eligible for this plan which reimburses you for the difference in premiums between the plans and your covered out of pocket expenses on the other plan.
Retirement Plan
The City provides a defined benefit pension plan for part-time and full-time employees. New hires and re-hired employees are required to participate in the City of Cincinnati's Retirement System (CRS), regardless of previous participation in an Ohio State pension system or any another state or federal pension system. CRS is funded by employer and employee contributions, and investment returns from plan assets. CRS provides retirement and health care benefits subject to eligibility requirements. The following groups are excluded from participation in CRS: Mayor and Members of City Council; Sworn Police & Fire; Police Recruits; and Rehired Ohio Police & Fire Retirees.
Deferred Compensation
As an Ohio government employer, the City offers employees the ability to participate in a 457(b) tax-deferred retirement savings plan. The City makes an annual match to your 457(b) of up to $750, or as otherwise specified in applicable regulations and union contracts.
Health Information Technology Internship Market
Who's Hiring
Tips for Your Health Information Technology Internship Search
Apply for summer roles in the fall
Large health systems, health IT vendors, and payers recruit summer interns the preceding fall, with some application windows opening as early as August. Smaller organizations and co-op programs post closer to start dates. Starting your search early gives you access to both structured cohort programs and rolling openings.
Build a project portfolio before you apply
Health IT intern hiring teams expect limited work history, so your portfolio carries the weight. Document two or three complete projects that show hands-on work with EHR systems, health data mapping, medical coding tools, or clinical workflow analysis. Include the tools you used and link to any published documentation, analyses, or case studies so recruiters have something concrete to review.
Work your campus network alongside direct applications
Campus career fairs surface structured health IT internship programs tied to your university, and recruiters there often move faster for students they meet in person. Your professors and career center staff frequently know which health systems and vendors recruit from your school before roles post publicly. Applying directly to smaller organizations running their own cohorts alongside campus activity widens the pool you reach.
Practice your technical screen out loud before applying
Health IT intern interviews typically include a technical or analytical screen covering topics like database querying, health data standards such as HL7 or FHIR, or workflow problem-solving. Practice answering out loud and explaining your reasoning as you go, since interviewers weigh how you think through a clinical data problem as much as the final answer.
Target structured rotational and cohort programs first
Large health systems and health IT companies run rotational internship programs designed to train people new to the field, rotating interns through departments like clinical informatics, data analytics, and IT project management. These programs recruit early in the fall and fill fast, so identify the ones that match your interests and apply in the first wave of their cycle.
Set your work-type filter before you start
On-site roles are 70% of the health information technology internships listed here, so the split between on-site and remote options is real. Decide what you can commit to before you start searching, then filter by location and work type on Migrate Mate so you're only sorting through roles you can actually take.
Health Information Technology Internships: Frequently Asked Questions
How do I get a health information technology internship?
Lead with coursework and personal projects rather than work history, hiring teams expect limited experience at the intern level. Build a portfolio that includes documented projects showing your work with EHR platforms, data mapping exercises, or health data workflows, giving recruiters something concrete to assess. Pair direct applications with campus career fairs, where health IT recruiters often move faster for students they meet in person.
Can a health information technology internship turn into a full-time job?
Many employers extend return offers to strong interns, but conversion is never guaranteed. What drives it for health information technology interns is consistent performance on real project work, available headcount on the team at the end of the summer, and how early you signal interest in returning. Treat the internship as an audition, but keep applying elsewhere so you're not counting on one outcome.
When should I apply for health information technology internships?
Earlier than most students expect. Large health systems, health IT vendors, and insurance organizations recruit summer interns the preceding fall, with application windows opening as early as August or September. Smaller companies and co-op programs post closer to start dates, so openings appear year-round. Checking regularly means you won't miss either wave.
Are health information technology internships paid?
Most professional health information technology internships in the U.S. are paid. Compensation varies by company size, industry segment, and location, so it differs meaningfully between a large health IT vendor and a regional community hospital. Where an employer discloses pay, you'll see it in the listing, unpaid internships do exist but are less common in this field.
What should a health information technology internship resume include?
Lead with projects, not work history. Feature two or three complete, documented projects that show your hands-on work with tools like Epic, Cerner, SQL, or HL7 data standards, and link to any published analyses, system documentation samples, or case studies you've completed. Add relevant coursework in health informatics, medical coding, or data management. Keep it to one page.
Are there remote health information technology internships?
Yes. Remote and hybrid roles make up 30% of the health information technology internship listings here, with the rest on-site. Remote cohorts fill fast because they attract applicants from across the country, so apply early and filter by work type to see them before they close.
What is a health IT rotational internship program?
Rotational health IT internship programs, offered by large health systems and health IT companies, place interns across multiple departments, such as clinical informatics, data analytics, and IT project management, over the course of one summer. They're designed for people new to the field and recruit early in the fall semester. Competition is strong, so identify the programs that fit and apply in the first wave.
Can international students get health information technology internships?
Yes. F-1 students can intern through CPT while enrolled or through OPT work authorization after finishing a degree, and the employer does not have to file anything for either, so many companies are open to international interns. Confirm your eligibility and timing with your university's international student office before accepting an offer.
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