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JD ClarityGIP Quality Strategy
Because the JD is the professional experience we promise to the EP for their leadership development
Because a challenging JD is critical for the outer journey of the EP
The Content
Understanding the issue of JD Clarity
in GIP
Role of Sending and Hosting entity in solving the JD
Clarity issue
Key Activities in solving the issue
Talent Capacity to ensure JD Clarity
What Our Customers Say about the JD Clarity Issue
EPs agree to one JD from the TN form, but actually the JD is different when they begin working, and not something they would have agreed to do
The salary the EP receives is different than they agreed or consistently paid late
EPs’ JDs are not challenging enough or do not include enough working hours, so the EP is not learning and developing
Supervision, training, and
support for the EP in their role
Activities in solving the issue
Implementation of Standards: Accurate JD
Clear salary process that is
always followed
1. Implementation of Standards: Accurate JD
Accurate JD
What?The EP’s JD matches the TN form JD or the realization can be broken and the EP fully compensated
Who?EP buddy ensures the EP’s JD matches the TN form. MC monitors NPS comments to see where JD is an issue
How?EP buddy attends the first day of work with the EP to ensure a clear JD. MC responsible is proactive when EPs complain about JD
1. Implementation of Standards: Accurate JDSuggested content and criteria for checklist
Purpose of Company, Team, and Role
JD explanation and clarification
Timeline of Activities
Goals of the Company and Team
Area of ResponsibilitiesKey Activities
Agenda of activities during the internship
Working Condition and HR Policies
Working HoursVacation Policy
Compensation process
Meeting Supervisor and Team At this meeting on the
first day of realization, go through the TN
form with the company and the EP
to show how each point of the JD will be
lived by the EP
Supervision and
Development
What?The EP has a supervisor who trains them, coaches them, and supports them through their TN
Who?TN Manager ensures this while raising, and EP buddy ensures this upon realization
How?At the first day or work meeting, the EP buddy ensures the EP is clear on their supervisor and what support and training will be provided
2. Supervision, training, and support for the EP in their role
2. Supervision, training, and support for the EP in their role
Purpose of Company, Team, and Role
JD explanation and clarification
Timeline of Activities
Goals of the Company and Team
Area of ResponsibilitiesKey Activities
Agenda of activities during the internship
Working Condition and HR Policies
Working HoursVacation Policy
Compensation process
Meeting Supervisor and Team
At this meeting on the first day of realization,
the EP should meet their supervisor(s) and clarify:
• What weeks of the TN they will receive training in
• How often they will receive coaching and support
3. Clear Salary Process that is Always Followed
Standards Implementation:
First Day of Work
What?The EP understands how, when, and who will pay them their salary, and this is always followed
Who?TN Manager clarifies this while raising, EP buddy ensures it happens during realization
How?Determine in AIESEC or the company will pay salary and when exactly it will be paid
3. Clear Salary Process that is Always Followed
How much will the EP be paid?
Clarifying the salary process
When will the EP be paid (monthly, bi-monthly, etc)?
Who will pay the EP their salary (AIESEC or the company)?
LCs should have a minimum
salary that allows the EPs to afford basic necessities
and decent accomodation
Salary CANNOT be paid late
If AIESEC is paying the salary, the LC must keep enough
financial reserves to pay their EPs’ agreed salaries for at least the next month. These should be treated as restricted funds that cannot be accessed for
anything else.
Role of Sending MC
Set expectations with partner
entities the JD expectations of
EPs (supervision, salary, work/life
balance, etc)
Role of Sending LC
Make sure EP has accurate
expectations about JD, ways that salary could be paid, and how to respond if there’s an issue with the JDetc
If the home LC hears about an issue related to JD,
working with the EP buddy of the host LC
to fix the issue
Role of Hosting MC
Ensure implementation of first day of work
agenda, including going through the JD from the TN form, the
supervision and training plan for the EP, and how salary
will be paid
Have first day of work agenda for EP,
including going through the JD from
the TN form, the plan for supervision and training for the EP,
and the salary process
Role of Hosting LC
Have clear salary process for every EP, keep enough
money to always pay the salary, and never be
late
After realization, ensure the EP is
satisfied with their JD, receiving the
training the company promised,
and being paid correctly
Talent Capacity in JD Implementation
HOW?
STEP 1:
Plan for Capacity for Quality and clear education
content + messages
STEP 2:
Structure, JD and KPI in different LC
Volumes in iGIP
STEP 3:Deliver education
and measure progress
STEP 1: Plan for Capacity for Summer
Use the TM Planning tool to plan
STEP 1: Plan for Capacity for Summer
Here enter number of interns/EPs one member can deliver Eg: 1 member – 3 EPs
STEP 1: Plan for Capacity for Summer
That number from slide 2 will multiply with Re goal you enter for the quarter so you know how many members are needed for
delivery in each programme
STEP 2: Create structures for quality delivery
Structures by Volume of
Realizations the LC does
Customize your structures for the
fruit peak if needed
STEP 2:Structure of an iGIP team to ensure quality with quantity
REFER TO CAPACITY for Quality IMPLEMENTATION – iGIP PPT (For structures by
LC Volume)
Step 2: JD of members in a quality team
JD of Delivery members in the team
During Raising period During Matching period
During Realization
• Ensure clear and high quality JD in a specific product
• Clear expectation setting with company about role of EP, salary and duration of internship
• Visa Support (The key issue is Eps want MORE and ACCURATE information about the process and documents related to visa)
• As soon as matches are confirmed start working on accommodation
• By now accommodation should be confirmed and ready
• Arrange for EP Pick up and integration into the LC and city
• Trainee Buddy assigned for EP
• Induction meeting with EP and company
iGIP L&D for Quality
PrinciplesThe right
message/content
Always message quality with growth or quality driving growth
Quality is embedded into all stages of exchange flow (not just realized)
Quality education is given to all exchange teams however every member in the entity is aware of this and wants to
deliver it
CONTENT PROFILE/TARGET POSSIBLE CHANNELS POSSIBLE TIMELINE
Raising with the right JD, EP Profile and for the right countries
Focus LCs for iGIP – Customize by sub product
LCVPs – knowledgeTLs and team members – training of how to sell
Virtual trainings, GIP Newsletters and videos
Weekly calls with focus LCs VPs and TLs
MAY!!
How to use AND measure NPS – Link it to KPI of delivery teams
For LCVPs and Team Leaders of ALL LCs
Virtual channels, conferences, LC Visits May
Detractor issues – how to eliminate them, who is involved, what synergy is needed, what action steps to take
Focus LCs for iGIP, LCVP iGIP, LCVP TM
Virtual channels, LC Coaching visits, conferences May and June
Quality delivery at realized stage – Accommodation, Logistics etc
Same as above Same as above June and July
CONTENT PROFILE/TARGET POSSIBLE CHANNELS POSSIBLE TIMELINE
EP Integration for iGIP EPs
LCVP iGIP, TL and Team members for iGIP
Virtual and Physical June and July
Effective AIESEC support to EP for anything to do with logistics or JD/with the company
LCVP iGIP, TL iGIP Virtual and Physical June and July
Visa information and support LCVP iGIP, LCVP Finance Virtual May-July
iGIP side should be aware of oGIP process and how to prepare Eps virtually (As a start of EP Integration even
before the realization)
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