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Child Development Internship Jobs in Silver Spring, MD

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Child Development Internship information

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How much do child development internship jobs pay per hour?

As of Aug 21, 2026, the average hourly pay for child development internship in Silver Spring, MD is $20.27, according to ZipRecruiter salary data. Most workers in this role earn between $16.88 and $23.12 per hour, depending on experience, location, and employer.

What is a child development internship?

A Child Development Internship is a supervised work experience designed for students or recent graduates interested in learning about early childhood education and development. Interns typically assist teachers and caregivers in classrooms, childcare centers, or community programs while gaining hands-on experience with children. The internship provides an opportunity to apply theoretical knowledge, observe child behavior, and develop practical skills in supporting children's growth and learning. It is valuable for those considering a career in teaching, child psychology, or related fields.

What types of hands-on experiences can I expect during a child development internship?

During a Child Development Internship, you can expect to engage in a variety of hands-on activities, such as assisting with classroom management, observing child behavior, supporting lesson planning, and facilitating play-based learning. Interns often work closely with experienced educators, gaining practical experience in child assessment and communication with both children and families. This collaborative environment provides valuable exposure to real-world challenges and best practices, helping you build essential skills for a future career in child development.

What are the key skills and qualifications needed to thrive as a child development intern, and why are they important?

To thrive as a Child Development Intern, you need foundational knowledge of child growth, learning theories, and basic coursework in early childhood education or psychology. Familiarity with observation tools, developmental screening checklists, and basic computer applications is commonly required. Strong communication, patience, and adaptability are crucial soft skills for working effectively with children and supporting educators. These skills and qualities ensure the intern can create positive learning environments, support healthy development, and contribute meaningfully to childcare teams.

What is the difference between Child Development Internship vs Child Care Assistant?

AspectChild Development InternshipChild Care Assistant
Required CredentialsUsually pursuing or completed relevant coursework or degreeHigh school diploma or equivalent; some experience preferred
Work EnvironmentEducational settings, research projects, or non-profit organizationsDaycare centers, preschools, or childcare facilities
Employer & Industry UsageEducational institutions, research organizations, non-profitsPrivate and public childcare providers
Common Search & Comparison IntentUnderstanding internship opportunities in child developmentLooking for entry-level childcare roles

Child Development Internships focus on gaining educational experience, often involving research or observation, while Child Care Assistants provide direct care and supervision to children. Both roles are essential in child-related fields but serve different purposes in career development and daily responsibilities.

What are popular job titles related to Child Development Internship jobs in Silver Spring, MD?

For Child Development Internship jobs in Silver Spring, MD, the most frequently searched job titles are:

What job categories do people searching Child Development Internship jobs in Silver Spring, MD look for?

The top searched job categories for Child Development Internship jobs in Silver Spring, MD are:

Child Development Internship jobs near you
Infographic showing various Child Development Internship job openings in Silver Spring, MD as of August 2026, with employment types broken down into 8% Internship, 42% Full Time, 42% Part Time, and 8% Temporary. Highlights an 92% In-person, and 8% Hybrid job distribution, with an average salary of $42,163 per year, or $20.3 per hour.

CLINICAL CHILD /PEDIATRIC PSYCHOLOGIST

Mt. Washington Pediatric Hospital

Baltimore, MD

$87K - $121K/yr

Full-time

Re-posted 8 days ago

Mt. Washington Pediatric Hospital rating

7.8

Company rating: 7.8 out of 10

Based on 5 frontline employees who took The Breakroom Quiz

195th of 1,061 rated hospitals

Job description

PEDIATRIC PSYCHOLOGIST

JOB SUMMARY

  • The pediatric psychologist has responsibility for providing comprehensive psychological services to one or more inpatient, outpatient, and/or day treatment programs serving children from birth through adolescence.

ESSENTIAL FUNCTIONS OF POSITION

  • Involved in Division administrative functions and Division and hospital program development.
  • Responsibilities include psychological assessments of children and families
  • Participates in the development of interdisciplinary treatment plans,
  • Provides consultative services to children, families, staff members, teams, and outside agencies
  • Provides supportive counseling and psychotherapeutic services to children and families
  • Participates in Division administrative functions and projects,
  • Participates in hospital committees and work groups.

POSITION REQUIREMENTS

  • Educational Requirements
  • Doctoral degree in American Psychological Association approved professional psychology program with specific training in pediatric psychology. Post doctoral fellowship in pediatric psychology preferred.
  • Licensure, Certification and Registration
  • Work Orientation and Experience
  • Knowledge, Skills and Abilities
  • Other Requirements Specific to Assigned Area
  • License eligibility in the state of Maryland
  • One to three years post graduate work in the field of pediatric psychology preferred.
  • Knowledge normal and abnormal child development and family functioning and their relationship to chronic illness and disability.
  • Knowledge and skills in psychological assessment of children, adolescents, and families.
  • Knowledge and skills in a broad range of child focused individual, group, and family psychotherapeutic treatment modalities.
  • Ability to provide leadership and direction in the psychological management of children.
  • Ability to communicate effectively with physicians and other team members, family members, community agencies, referral sources, and payors, both orally and in writing.
  • Ability to work effectively with an economically and culturally diverse population.

REPORTING RELATIONSHIPS

  • Supervision Received
  • Reports to the Division Director. Amount and type of supervision depends on licensing level and experience.
  • Supervision Exercised
  • Supervises pediatric psychology interns, externs, and post doctoral fellows. If qualified, may supervise unlicensed staff psychology associates.

INTERPERSONAL RELATIONSHIPS

  • Directly communicates with patients, family members, other health care team members, other health system staff, and representatives of referring and other outside agencies and payors. Must be able to handle crisis and sensitive situations in a professional manner.

TOOLS/EQUIPMENT USED

  • Uses on-line health information network system, personal computer, telephone, fax, and various psychological test instruments.

PHYSICAL ENVIRONMENT/WORKING CONDITIONS

  • Typical health care environment. Occasional stress due to multiple demands, shifting priorities, shifting patient populations, and tight time frames. Periodically serves as on-call psychologist during evening and weekend hours. May occasionally be involved in the restraint of a patient. Limited risk of exposure to body fluids, infectious waste, or blood borne diseases. Employees are expected to exercise good judgment in the use of personal protective equipment and adherence to established protocol.

This job description identifies the general nature and level of work to be performed. It is not to be considered an exhaustive list of responsibilities, duties or skills required of an incumbent.

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