AIESEC Romania ReportQ4 2012

1. GCDP Incoming Status2. GCDP Outgoing Status3. GIP Incoming Status4. GIP Outgoing Status5. TMP-TLP Status6. Q4 Overall Report

1. GCDP Incoming Exchange status - 1. GCDP Incoming Exchange status - Planned Planned vsvs Realized year Q4 Realized year Q4

GCDPi Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TMEfficiency 4.48 5 6.61 6.61 7.67 5 5.67 5.44 6.73 7.67 4.33 6.67 5 1.67 3.33

Performance

3.81 0.00 2.73 6.25 0.00 0.00 10.00 3.33 10.00 0.00 0.00 5.00 0.00 0.00 10.00

1. Realizations Q4 vs Planned: Causes: the most important cause for the big GAP between planned and realization is the bad planning. We can see that all the numbers that were planned for Q4 were pushed into Q1 for January.

»The LCs wanted to have big realization during off-peak which is very hard if it is not planned properly and there is not enough work there.

»We can see clearly that during October and November, off-peak months, the country planned 53 realizations and the number achieved was 9.

»During December, when the peak is starting, the country planned 17 and achieved 15.

»The main idea is that one LC should plan the off peak realizations very good and they should know way before that the realizations need to happen. If everything is planned properly than, the matching can start earlier. Also, as a tip, when doing matching off-peak, try to be better than the others. The main goal is to make the EP open the email and after that having there something interesting for him.

2. SONA

»Taking into consideration that Q4 is a quarter in which raising and matching must be a key element, we can observe that we had no raising meetings or only very few raising meetings.

»Taking into consideration that there are three months to raise/match/realize a TN for GCDPi, AIESEC Romania, remained almost in the same place if we look at Q4. We have managed to raise 39 TNs from 166 meetings and there are only 7 LCs that raised TNs from raising.

»We need to start raising TNs in the external environment. We are AIESEC and our impact must be seen also outside the organizations, not only throughout our projects.

3. Cluster map

»For the LCs on red area:There is no achievement of the plan. You need to focus more on the planning and after this to see exactly if that period fits your LCs. Taking into consideration off-peak realizations that were supposed to happen, we can definitely see that we still need to work on this. You should focus more during off-peaks on raising TNs for peak instead of raising TNs for off-peak.

»For the LCs on yellow: Efficiency is still a problem in AIESEC Romania. We need to start focusing on decreasing the number of members that work for one exchange and also to increase the number of TNs that we plan and realize.

2. GCDP Outgoing Exchange status - 2. GCDP Outgoing Exchange status - Performance Performance vsvs last year Q4 last year Q4

2. GCDP Outgoing Exchange status - 2. GCDP Outgoing Exchange status - Planned Planned vsvs Realized year Q4 Realized year Q4

GCDPo Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TMEfficiency 4.28 3.75 5.97 5.58 4.16 3.93 1.55 4.5 3.99 3.55 3.9 3.49 5.34 5.52 4.81

Performance

7.95 0.00 0.00 5.83 10.00 2.50 10.00 3.33 10.00 10.00 0.00 10.00 10.00 10.00 10.00

2. GCDP Outgoing Exchange clustering 2. GCDP Outgoing Exchange clustering

Conclusions GCDP Outgoing

1.SONA KPIs - Country Efficiency: 4.29

•No of applicants on program

•No of selected from applicants

•Avarage no of memebers working for the area

1.HOW TO ATTRACT APPLICANTS:

•Use GCTM Planning model: http://www.myaiesec.net/content/viewwiki.do?contentid=10237327

Start promoting more specific opportunities from myaiesec.net (eg – Go in Ukraine`s Green Project)

Implement wisely ongoing recruitment – recruit specific EPs for specific TNsSend members from your LC in GCDPs, by having R & R for themActually doing more than just sending an e-mail and keep calm posts

2.SELECTION: After a week or maximum 2, you should start the selection processes.

Bad Case Practices: LCs that did the selection after a month, all lost the majority of the applicants.

Actually do a recruitment in order to have what to select

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3.MEMBERS: Only some LCs actually have a project for oGCDP, or at least a team that is responsible for the program, in this situation, how do you expect to have results??!!

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2.Cluster Map Solutions for the Red Zone:

Start having FOCUS:

•Implement Global Citizen project Have EB taskforce with COMM and TD in order to have a better recruitment delivey Send your members in GCDPs (X+L) Promote more specific to attract the right applicants (Global Citizen - social project in Russia) Select your applicants after 2 weeks maximum

IMPLEMENT GLOBAL CITIZEN !!!

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3.Next period

• Select your Global Citizen OCPs until 15th of February!

The Global Citizen Campaign for summer realization is starting in the 1st week of March from national level!Bring your OCPs, OCs and members to SPRINCO, in order to have them prepared for Q2 performance!

3. GIP Incoming Exchange status - 3. GIP Incoming Exchange status - Performance Performance vsvs last year Q4 last year Q4

3. GIP Incoming Exchange status - Planned 3. GIP Incoming Exchange status - Planned vsvs Realized year Q4 Realized year Q4

3. GIP Incoming Exchange clustering 3. GIP Incoming Exchange clustering GIPi Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM

Efficiency 5.14 3.37 3.37 7.22 6.97 3.37 6.67 6.56 4.97 3.37 7.93 4.22 4.98 3.37 5.37

Performance4.29 0.00 0.00 3.33 10.00 0.00 0.00 0.00 0.00 0.00 10.00 10.00 0.00 0.00 10.00

When looking at the performance on GIPi (planned vs realized) we can see that:• Cluj, Pitesti , Sibiu, Timisoara achieved 100% in planning on realizations. • Bucharest accomplished 33% on realizations.• Arad, Craiova, Galati, Oradea, Suceava, Targu-Mures planned at least one realization and didn’t achieve any.• Brasov, Constanta and Iasi didn’t plan realizations.

Causes:• Focus on recruitment• Focus on sales -> short term revenues for paying the taxes• Low number of members working for GIPi

Raising efficiency:• Bucharest, Craiova, Iasi, Pitesti and Timisoara need less than 7 meetings to sign a TN.• Cluj, Sibiu and Suceava need 10 meetings to sign a TN.• Arad, Constanta, Brasov, Galati, Oradea, Targu-Mures did not raised TNs this quarter.

Matching time:

The average of the country is 2 months and a half.

Members efficiency (% of members that raised/matched/realized at least one TN)• Bucharest , Cluj, Craiova, Iasi, Sibiu, Suceava and Timisoara have 100% efficiency.• Iasi and Pitesti have 60% efficiency of the members.• Arad, Brasov, Constanta, Oradea and Targu-Mures have 0% efficiency of the members.

Achievement of planned revenues:Overall we have 52% achievement of the planned revenues on GIPi.Causes: • Small number of members• Small number of raising meetings• Lack of matching team in all the LCs

Recommendations:To increase your performance: • Take into account the number of meetings you need to have in order to raise a TN• Take into account other activities that are in the LC in the same time.• Use your time matching whem planning the matches and realizations.• Replan your GAPs

To increase your efficiency:1.raising efficiency:• Have sales meetings that have the purpose to sell and raise TNs. • Have specific objectives for each sales person.

Use your alumni and the current partners for leads.• Do re raising.• Promote SprinCo to your members to get prepared on functional area.• Choose 2, maximum 3 industries for raising.• Use the subproducts for a better understanding of our product.

2. matching time:• Make sure that the TNs that you are going to sign have a reasonable number of candidates on the platform.• Have a matching responsible for each TN.• Contact the EPs yourself, don’t wait for them to apply.• Keep in touch with the company, weekly updates.• Use your connections from different countries.• Good knowledge and usage of the platform.

3. members efficiency:»Have specific objective for each member ( for sellers number of Tns raised and for people that are doing matching, number of TNs matched in a specific period of time)»Have R&R campaigns in the LCs to showcase their work.»Write to the MCVP CD for recognition on the national newsletter for your LC or members.»Use a structure that has TLs that keep a good track on the members. »Make sure that your members are prepared and know your product.

4. achievement of planned revenues»Make sure that you deliver so the company can give you the money»Establish the pricing policy ( when to pay, how much to pay)»Focus on GIPi and see this program as a source of revenues and not only as a program that contributes to the sustainability of the organization.

Specific:

»Arad: matching responsible for the TNs available, strong push on contacting the EPs and not wait for them to apply. Raising from the meetings for AIESEC Academy. Raising at highschools, private schools and universities. ( Take as example the internship of Armina Ilea). Increase your number of raising meetings.

»Brasov: matching responsible for the TN available, strong push on contacting the EPs and not wait for them to apply. Raising from the meetings for AIESEC Academy. Set the right expectations with the TN takers. For the educational TN raised don’t forget to make the assessment among students. Go in raising at highschools, private schools. Increase your number of raising meetings.

»Bucharest: keep on matching the TNs available. Better tracking on the persons that are doing matching. Try to be constant in raising and matching.

» Cluj: keep up the good work . Increase your efficiency in raising and the matching time by reraising and going in targeted raising and by having members responsibles for the Tns avaible and the TL/VP keeping a good tracking on the matching process.

» Craiova: keep up the good work. Make sure that the trainees that are about to come have good a reception plan. Make sure that the program is bringing revenues.

» Constanta: start raising and start allocating people on GIPi and not sales.

» Iasi: start matching the TNs available on the platform by having a responsible for each of them. Decrease your matchint time by keeping a close relationship with the company and by approaching Eps suitable for the Tns available and constant tracking. Raise TNs through the sales that are done for AIESEC Academy.

» Galati: use the connections you have from previous matches to match the current TNs. Have members responsible for each TN. Increase the raising efficiency by going in target raising meetings and increase your members efficiency by giving them a specific objective.

» Oradea: increase your raising efficiency by having members going in targeted raising meetings. Contact the old partners and use your current partners and alumni as leads. Use AIESEC academy for raising new TNs. Start doing raising and keep a close relationship with the companies to shortern the period of matching.

» Pitesti: match the TN that you have available by getting in touch with oGIP VPs from the country that is required in your TN form. Have people do raising meetings in the same time they do sales for Academy. Try the educational projects or raising at schools and universities.

» Sibiu: Focus on matching the Tn that you have available and also have people going in raising meetings. If they are not prepared make a short weekend of preparation for them. Try raising at schools or universities.

» Suceava: Raise on customer support at the company that you have in Suceava, raise at highschools, public and private, and have someone responsible of the TNs, that is not the VP.

» Targu-Mures: have a matching team for the TNs available. Have a good tracking on their activity ( weekly tracking) and do raising.

» Timisoara: use AIESEC Academy for raising new TNs. Clear the platform from the current TNs that won’t be matched. Have a responsible for each TN and keep tracking on him/her. Give specific objectives to your members on a specific period of time.

4. GIP Outgoing Exchange status - 4. GIP Outgoing Exchange status - Performance Performance vsvs last year Q4 last year Q4

4. GIP Outgoing Exchange status - Planned 4. GIP Outgoing Exchange status - Planned vsvs Realized year Q4 Realized year Q4

4. GIP Outgoing clustering4. GIP Outgoing clusteringGIPo Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM

Efficiency 5.31 6.23 4.78 6.54 7.01 1.04 3.88 4.12 6.21 7.7 4 4.7 4.78 7.36 6.1Performanc

e4.00 0.00 0.00 6.25 4.29 0.00 2.50 0.00 5.56 7.50 0.00 0.00 0.00 10.00 3.00

Conclusions Global Internship Conclusions Global Internship ProgramProgram

1.SONA KPIs - Country Efficiency: 5.32• No of applicants• No of selected applicants• Average matching time• Average no of mbs working on the area

1.HOW TO ATTRACT APPLICANTS:

Use GCTM Planning model: http://www.myaiesec.net/content/viewwiki.do?contentid=10237327

Use www.hipo.ro to recruit specific EP profiles for specific TNs

Start promoting more specific opportunities from myaiesec.net in the sub-program strategy (e.g. – Global IT – designer in Germany)

Implement wisely ongoing recruitment – recruit specific EPs for specific TNs

Bring Alumni that work in HR to gie you education on how to recruit specific candidates for specific opportunities

Actually doing more than just sending an e-mail and keep calm posts

2.SELECTION:

After a week or maximum 2, you should start the selection processes.

Bad Case Practices: LCs that did the selection after a month, all lost the majority of the applicants.

Have a specialized selection team in the LC

Bring Alumni to interview GIP EPs

Have more than one selection periods for the programs (eg – do selection when you are still in the promotion period, so you will increase in selection efficiency

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2.MATCHING TIME:

Use the matching materials send from MC level

Use as EP Buddies only people that are responsible and people oriented in order to keep track of EPs

Re-connect EPs to AIESEC and to the GIP and keep a weekly tracking on them

If EPs don`t receive answers from TN manager, talk personally with them, TN managers respons to VPs

Use EP contract and give discounts to EPs that will match in the 1st months

Assure that your EP is at least in 1 selection processes.

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2.Cluster Map2.Cluster Map Solutions for the Red Zone:

Start having FOCUS:

•Start with Global Education because it`s more easy to match them for realizations in april and march

•Select now a special team that will recruit Education EPs in February - March

•Keep track of all your available EPs and assure that each one of them is sending at least 10 mails a day and send at least 2 ANs per week.

•Bring Alumni to prepare your GIP O members

•Use www.hipo.ro to search for suitable EPs form your LC

RECRUIT AND MATCH EDUCATIONAL EPs to assure your PERFORMANCE & EFFICIENCY!

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Solutions for the Yellow Zone:

Improve your EP management system: assure that you will have more focus on the EPs that are searching or are in the selection process.

In terms of performance, by implementing backwards planning put an objectives on the number of AN send (eg – If I have to match 2 EPs, then I will assure that at least 4 AN are send from 4 of my EPs)

Start searching and match more EPs with South America and Asia to increase your matching efficiency

Recruiting different: start recruiting more people that are hard to find on myaiesec.net (eg – IT with German language or Marketing with Spanish etc.

You can do supply & demand in order to see what are the niches on the platform.

3.Next period:

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AR BV Buc CJ CR CT GL IS OR PI SB SV TGM TM

Conversion Rate

Conversion Rate

Standard: 20%

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5

10

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25

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45

IP vs DP

IP vs DP

Standard: 50%(no of exchanges/no of TMP&TLS

• there were few activities for the EwA pool organized in the country and this

may lead to less engagement from the youth engaged by affecting the

conversion rate to ELD stage in the next period

• the standard for the International programmes versus Domestic programmes

was not achieved in Q4 mainly beacuse it's on off-peak period

• the selection rate Ra-Ma for TMP & TLP was achieved by only 6 LCs; in order to

increase this seletion rate, try to include the planned opportunities in the Career

Plans of members; by doing this, the creation of the pipeline for future

opportunities is created

• the implementation of the Career Planning process is very low in the country; from the SONA reporting, we can tell that the priority of filling the Career Plan is designed more for the TLP experiences than for the TMP experiences; in order to assure the implementation of the Career Planning, try to fill the Career Plan of members in the first week of their AIESEC experiences; also, there is the possibility to create an initiave regardint the implementation of Career Planning and Goal Setting for members in all ELD stages

• the average retention rate in the country is 36% for 0-6 months and 90% in the 0-3 months; the solution for this challenge (involving members immediatly after recruitment in real LC activities and not waiting until January or February) was implemented in most of the LCs; we are going to see the results of this solution at the end of Q1 by comparing the retention rate for 0-6 months at the end of Q4 with the one at the end of Q1.

427

134

7946

2660

399

146

24 3510 25

TMP TLP iGCDP oGCDP iGIP oGIP

Chart TitlePl Re

iGIP:1.Turkey (61)2.Poland (55)3.Hungary (28)4.Russia (19)5.Czech R (15)6.Slovakia (11)7.Romania (10)

iGIP:1.Turkey (61)2.Poland (55)3.Hungary (28)4.Russia (19)5.Czech R (15)6.Slovakia (11)7.Romania (10)

iGCDP:1.Poland (122)2.Russia (121)3.Ukraine (101)4.Czech R (86)5.Hungary (52)6.Turkey (41)7.Romania (24)

iGCDP:1.Poland (122)2.Russia (121)3.Ukraine (101)4.Czech R (86)5.Hungary (52)6.Turkey (41)7.Romania (24)

oGIP:1.Russia (72)2. Poland (69)3. Ukraine (45)4. Romania (24)

oGIP:1.Russia (72)2. Poland (69)3. Ukraine (45)4. Romania (24)

oGCDP:

1.Russia (54)2.Romania (35)3.Poland (34)4.Ukraine (28)

oGCDP:

1.Russia (54)2.Romania (35)3.Poland (34)4.Ukraine (28)

TMP:1.Poland (735)2.Russia (649)3.Ukraine (552)4.Romania (384)

TMP:1.Poland (735)2.Russia (649)3.Ukraine (552)4.Romania (384)

TLP:1.Russia (198)2.Poland (183)3.Ukraine (143)4.Romania (139)

TLP:1.Russia (198)2.Poland (183)3.Ukraine (143)4.Romania (139)

» Overall GCDP TNs realized for Q4: 24˃ -15 | -38.46% vs. last year

˃ -55 | -69.62% vs. planned

» Overall GIP TNs realized for Q4: 10˃ +7 | +233.33% vs. last year

˃ -16 | -61.53% vs. planned

» Overall GCDP EPs realized for Q4: 35˃ +16 | +84.21% vs. last year

˃ -11 | -23.91% vs. Planned

» Overall GIP EPs realized for Q4: 25˃ +4 | +13.79% vs. last year

˃ -25 | -41.66% vs. planned

» Top LCs performing LCs (based on exchage realization): Bu (26), TM(18), CJ (9), IS (9)

» AIESEC Ro Members Efficiency for Q4: 11.62 ˃ -7.7 vs. Q3