1. THE
idea behind induction

2. why is induction
important?

3. Purpose of
INDUCTION
To support the newie
process and ensure a junior
has the right competencies
to fulfil their JD
To introduce the
organisation and
give ownership of
AIESEC and leadership
development to
newies
To welcome and
support newies
become accustomed
to the environment
and work.

4. the process of
induction

5. FLOW OF
INDUCTION SELECTED
MENTORING
OPERATIONAL
INDUCTION
JUNIOR
LTS
PERFORMANCE
TRACKING
TEAM START
UP

6. FLOW OF
INDUCTION
LTS
Local Training Seminar is the first interaction new recruits have with AIESEC.
Therefore due to first impressions it should be perfect.
“what do you mean perfect?”
I mean:
Facilitation and Communication Skills training > 1 month before LTS
Agenda preparation and session allocation > 3 weeks before LTS
Session Preparation > 2 weeks before LTS
Final Touches and Dry Run > 1 week before LTS

7. FLOW OF
INDUCTION
LTS
Here is a sample agenda:
The format and agenda
of LTS is up to you as
long as you ensure the
checklist is fulfilled
through your LC touch
points.
BCP: AIESEC .. for fantastic LTS
check wiki for newie checklist and LTS sample agenda

8. FLOW OF
INDUCTION
This section of induction must include the following:
• Vision Creation/ Team Values
• Team Expectation Setting
• Give ownership of team plan and goals
• Individual JD alignment and expectation setting
(Performance Appraisal)
• Register on my@.net
• Be assigned a role on my@.net
• Competency Assessment Tool
TEAM START
UP

9. FLOW OF
INDUCTION OPERATIONAL
INDUCTION
Operational Induction is about moving from the
traditional learning to ‘learning by doing’.
After each class, newies should compete certain tasks
and achieve certain MOS to ensure they are ‘practicing’
their learnings and contributing to LC MOS.
The goal of operational induction is to get 1 EP/TN RA
per member within 7-10 days.
check out the video below about Operational Induction!

10. FLOW OF
INDUCTION OPERATIONAL
INDUCTION
for example:
https://docs.google.com/a/aiesec.net/spreadsheets/d/
10-71QRMdyKFmn8Dzw3Z9KewxhWFtX4V627a7D8xhAq8/
edit#gid=1674982267

11. FLOW OF
INDUCTION
Performance Appraisal and Competency Assessment
Tool.
LC’s participating in operational induction will be required to
submit the Operational Induction Talent Review. This is a
compilation of the performance appraisals and CAT Scores to
ensure that Operational Induction was successful.
check below for a template you can use.
PERFORMANCE
TRACKING

12. FLOW OF
INDUCTION MENTORING
Mentoring is a process that oversees the induction period as it
is a key element to ensure the newies integration in AIESEC.
Newies have the opportunity to have someone tracking their
personal goal setting and long term development.

13. FLOW OF
INDUCTION MENTORING
Before you start mentoring:
• allocation of new recruits as mentees to a MB member
• Prepare MB for the 4 week model
• Make sure new recruits are allocated to Mentors from
departments other than theirs
• Hold a meeting with MB discussing the role of a mentor
and training them to skills needed to be a mentor

14. FLOW OF
INDUCTION MENTORING
LTS Week 2 Week 3 Week 4
insert sample mentoring agenda.

15. FLOW OF
INDUCTION
As you close induction make sure the following actions
steps are taken:
• Self-Assessment: Competency Assessment Tool.
• what changed?
• Closing Mentoring Chat
• Gather Feedback on Induction Process and assess
remaining knowledge gaps
• Performance Appraisal
• Review JD/ Set new target as needed per the
Performance Appraisal
JUNIOR

16. FLOW OF
INDUCTION SELECTED
UP DONE!
MENTORING
OPERATIONAL
INDUCTION
JUNIOR
LTS
PERFORMANCE
TRACKING
TEAM START