QUALITY PROMISES AND HOW TO DELIVER.

Objectives

1For delegates to create their personal minimum quality promise for their EPs and members:a) Through reflection of the organisation’s purpose to develop leadership in every experience.

2Understand the why and how of EP LEAD, Minimum Quality Promise:a) Understand how EP LEAD and minimum quality promise link to inner and outer journey of leadershipb) Output of specific actions and templates to implement EP LEAD

3Delegates know what structures need to be implemented for summer and off-peak:a) Why are structures importantb) Timeline of each structure

Will you recommend to your son/daughter to go on

AIESEC exchange through your local committee?

Will you recommend your brother or sister to go on a

GCDP exchange through your Local Committee?

What would you promise your sister/brother about the

GCDP experience?

Is your Local Committee... Are you delivering this to the

best ability you can?

What I will Give

Leave your Local Committee behind, if you are designing the EP experience. How

would you develop inner and outer journey of leadership in your EPs?

Do more.

One more time, what else can I do for my EPs?

#strivingforexcellence

EP LEAD is a learning framework to guide and ensure our EPs are living the inner and outer journey of

leadership

outer journey

frameworkINNER

journeyStep

1

Step 2

outer journey

frameworkINNER

journey

W1

W2

W3

W4

Expectations vs reality

ep lack of self awareness

leaving comfort zone

accommodation and tn issues

Syll

abu

s

outer journey

CHALLENGES - CONTENTINNER

journeyStep

3

delivery

1. Minimum Quality Promise

2. Promise to EP/TNs

3. EP Process

4. Timeline

minimum quality promise

Step 3

SELECTION AND FEEDBACK

SIGNING CONTRACT

EP MANAGER

MATCHING PROCESS

PREPARATION

COMMUNICATION

AFTER: RNR, PD & SHOWCASE MIN

IMUM

QUA

LITY

PRO

MIS

E

SELECTION AND FEEDBACK

1. Selected or unselected applicants deserves constructive feedback by the assessor

2. Selected applicants will be offered by development program before exchange, based on objective feedback from the assessor.

1

2 feedback

learning and development

Signing contract should create expectation setting in the beginning from home entity about GCDP, signing the indemnity form and XPP explanation.

SIGNING CONTRACT

Expectation Setting

Sign Indemnity Form

XPP Explanation

EP Manager Education:They should know:

1. About their role, 2. How to make CAT and 360, 3. Updated XPP, how to use myaiesec.net, 4. How to create performance appraisal, 5. How to create visa, 6. How to do matching, 7. Track the constructive feedback by the assessor, 8. Help matching for first 2 months after raising and 9. How to do self – matching.

EP MANAGER

1. Home entity should provide a training to create a CV and how to pass the interview with the TN.

2. Matching process will get supervised by EP Manager in the first two months after raising

3. Matching process may be done by EP him/herself if the EP cannot be matched within for the first two months.

MATCHING PROCESS

Exchange Participant should get Outgoing Preparation Seminar which consists of:

1. Culture shock preparation, 2. Sharing from EP Returnee 3. Expectation setting of living conditions4. Learning about how to create a wiki on myaiesec.net, 5. Information on project timeline6. Personal goal setting, 7. Tracking that the interns will have travel insurance 8. Round trip ticket9. Logistical preparation assitance10. NPS Survey Coaching, 11. Understanding risk management12. Knowledge about XPP13. Understanding the AIESEC Essence14. Know about future opportunities in AIESEC, 15. LEAD Framework and CAT education.

preparation process

OPS Sample Agenda to be found on EP ELADWiki 15/01

EP Manager and Organizing Committee should have 2 weeks evaluation meeting with the EP.

COMMUNICATION

Evaluation Template to be found on EP LEADWiki 15/01

As the Reward and Recognition, Exchange Participant will get certification after submitting the 3 kind of NPS survey (Matched survey, Realized survey and Completed survey)

Personal DevelopmentEP will get post – evaluation with EP Manager.EP will get practical training to create 360 evaluation by EP Manager.

Showcasing the ExperienceEP need to submit their internship report as poster, stories, pictures

or videoThings to learn and reported are Information of local and national

custom from hosting entity, Public Transportation guideline, Visa process, Tourism Spot, what you can expect from hosting entity (local people)

Personal Development Template to be found on EP LEAD Wiki 15/01

AFTER: RNR, PD & SHOWCASE

EP ProcessStep

3

Campaign/ Application

Induction

Contract Signed/ Payment

Selection

Education for Issues

LEAD Development

Raised

EP Buddy & Personal

Goal SettingMatched

LEAD Development FarewellOPS

Start XP Tracking

Mid XP Tracking

End XP Tracking

1 3

42

Step 3

timeline

Timeline of events and touch-points

KPIs and link to overall exchange goals

Person responsible

Take Action!

LEARNING & DEVELOPMENT: EP LEAD

Inner Journey supported by AIESEC

TM

OUTER JOURNEY SUPPORTED BY AIESEC

SALES & RA-MA-RE

oGCDP/ MARK

the outgoing exchange intern experience.

Will you recommend to your son/daughter to be in GCDP or Marketing of your LC?

Will you recommend to your son/daughter to be one of

your members?

What would you promise your sister/brother about the TMP experience specifically in

oGCDP or Marketing?

Is your Local Committee... Are you delivering this to the

best ability you can?

capacity LEARNING AND DEVELOPMENTpe

rfor

ma

nce

deve

lopm

ent

TALENT MANAGEMENT

why is structure important?

OFF-PEAK

capacity

SUMMER

capacity

OCP

OC Exchange Fair Marketing/PR

OC Exchange Fair Talent Management

(Selection)

OC Exchange Fair Event Management/

Logistics x 3

OC Exchange Fair Finance

Details for the team:

Duration: 10 January - 30 April

Commitment Required: 7-10 hours per week

Expected Development: Project Management, Team Management, Good opportunity to prepare for EB etc.

Maximum 7 in the team, Suggested structure is shown.

Special L&D Needs:1.Need to understand the product 2.Understanding of GCM for selection3.OGX Process4.OGX timeline5.Project Management6.Time Management7.Self Efficiency

Note: Each exchange fair and raising team can be used for each exchange fair. If you have more than one exchange fair running in more than one university - you may have more than one team.

EP Manager -region/country

EP Manager - Country Partner

EP Manager - Country Partner

EP Manager - Country Partner

EP Manager - Country Partner

EP Manager - Country Partner

EP Manager - Country Partner

Matching Team

OCP/MB/TL

Details for the team:

Duration: March - June

Maximum 7 in the team, Suggested structure is shown.

Special L&D Needs:1.Understand the country

partners 2.Capable of Supply and

Demand Analysis3.Relationship building with

EPs

EP Managers can manage between 5-10 EPs.

capacity

why are we still talking about this?

Capacity = Responsibility

DEVELOPMENT in AIESEC

You Others

What I will Give

What I have received