1. JD Clarity
GIP Quality Strategy

2.  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

3. 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

4. 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

5. 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

6. 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

7. 1. Implementation of Standards:
Accurate JD
Suggested 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 Responsibilities
Key Activities
Agenda of activities
during the internship
Working Condition and
HR Policies
Working Hours
Vacation 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

8. 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

9. 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 Responsibilities
Key Activities
Agenda of activities
during the internship
Working Condition and
HR Policies
Working Hours
Vacation 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

10. 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

11. 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.

12. Role of Sending MC
Set expectations with
partner entities the
JD expectations of
EPs (supervision,
salary, work/life
balance, etc)

13. 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

14. 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

15. 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

16. Talent Capacity in JD Implementation

17. 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

18. STEP 1: Plan for Capacity for Summer
Use the TM Planning tool to plan

19. STEP 1: Plan for Capacity for Summer
Here enter number of
interns/EPs one member can
deliver Eg: 1 member – 3 EPs

20. 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

21. STEP 2: Create structures for quality delivery
Structures by
Volume of
Realizations the LC
does
Customize your
structures for the
fruit peak if needed

22. 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)

23. 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

24. iGIP L&D for
Quality

25. Principles
The 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

26. 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 – knowledge
TLs 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 –
Same as above Same as above June and July

27. 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)