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AIESEC Romania 12-13 Job Descriptions

The documents provide job descriptions for several leadership roles within AIESEC, an international student organization. The president job description outlines responsibilities for implementing strategy, managing teams, and representing the organization externally. The talent development job description focuses on developing members' skills through various talent processes. The finance job description involves managing budgets, ensuring legality, and educating others about financial matters.

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JOB DESCRIPTIONS Experiential Leadership Development Program: Team Leader Program Structure PRESIDENT JOB DESCRIPTION Role Facilitate the implementation of Global Direction Coaching the MC Team Members in developing and delivering the National Services for the LCs Manage the MC Team in order to achieve performance by the end of the term Work with the LCP Strategic Team involve them and encourage them to have a proactive role in implementing the National Direction Manage organizational growth in LCs together with LCPs and VP Organizational Development Represent AESEC Romania in the external environment, so that the credibility and position of AIESEC strengthens in the Romanian Environment
Represent AIESEC in Romania in the International Network, so that our image delivers on the expectations of AIESEC International and other AIESEC Countries Together with VP Finance manage and control the Financial Sustainability and legality of our operations Direct Responsible for: Long term Strategy and Direction Ensure the long term strategic approach and sustainability of all decisions made in AIESEC in Romania Facilitate the execution of global direction and growth network strategies by the LCs Participate and be responsible for the involvement of LCPs in the strategic decisions Ensure effective meetings and management of national strategic development task force Responsible for the Structure Subsystem at national level MC Team Management Ensure a clear and effective Planning Process for the MC Team Track the Individual Performance of the MC Team Members, weekly Develop and ensure the effectiveness of MC Team days Create and foster a healthy MC team Culture in order to ensure high performance and satisfaction Involved in the Selection of the new MC Team Responsible for the preparation and delivery of effective transition process and agenda Internal Network Management Develop and ensure the delivery of LCP Meetings during the year, at least 3 times a year Ensure the communication with the LCP Strategic Team towards the implementation of National and Global direction External Representation Represent AIESEC at key strategic External Events Responsible for the good communication and management with the Board of Advisors and BOA chairperson. Represent AIESEC in National Media when necessary
Work closely with the Alumni Development on Alumni Strategy International Network Representation Ensure a good communication with the MCP Network Represent AIESEC Romania in International Legislative Meetings Fulfill the membership criteria for AIESEC Romania Final responsible for AIESEC Romania’s overall performance in the International Network and AIESEC International AIESEC in Romania Accountability and Governance Co-chair the BOA Meetings with BOA Chairperson Final Responsible for AIESEC in Romania Financial Performance and Transparency Ensure that AIESEC in Romania’s operations are legally compliant to the external standards MoSes: Percentage of the realization of the national objectives Percentage of the realization of MC Members Individual Plans Number and quality of people applying for National Positions Legality of AIESEC in Romania operations Quality of services delivered to Local Committees Effective allocation of MC Members Responsibilities Level of satisfaction of MC Team Members Effective implementation of Global Direction in the LCs All memebrship criteria fullfiled
Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: National Plenary Time: July 2012 – July 2013
TALENT DEVELOPMENT JOB DESCRIPTION Role Ensure the quality of the AIESEC Experience by working together with the LC TD VP Ensures the education of AIESEC members around the Global Competency Model and Talent Development Processes Builds strategic partnerships to enhance the AIESEC Experience – either related to the Talent Development Processes or to Talent Development programs. Education and coaching for Talent Development VPs Drives the national Talent Development Subsystem strategy to ensure the achievement of AIESEC 2015 objectives while keeping a constantly high quality of the experience we are offering to our members Direct Responsible for: Also include the stage where the process applies (Engagement, TMP, TLP, GIP, GCDP, LLC) Talent Planning, before any stage Design a framework and implement it with the VP’s Plan the need of people before the recruitment at the national level Work together with the TD VP’s in order to plan more accurate Talent Marketing, before any stage Design a framework and implement it with the VP’s Make sure we reach the people we want Work together with the MC VP Communication to make sure the right message is promoted Talent Selection, in Engagement, TMP, TLP Create a framework together with the National Support Team Work together with the VP’s to implement the framework Talent Induction, in TMP & TLP Design an induction framework
Talent Allocation, in Engagement, TMP & TLP Create allocation materials Create a Job Descriptions template and work on it with the VP’s Talent Goal Setting and Orientation, in TMP/TLP Create a Career Plan guide Design an opportunity promotion system for the members Talent Education and Training, in Engagement, TMP & TLP Ensure that the training needs of the LC are met Organize TTT’s together with the National Trainers Team Talent Coaching, in TMP & TLP Design a framework for the preparation of coaches in the LC Design a coaching guide Have coaching meetings with the VP’s Fast Track, in TMP & TLP Create the framework for assessing the fast trackers Design a pipeline for the fast trackers Talent Tracking, in Engagement, TMP, TLP, GIP, GCDP & LLC Track the members of the organization from all the stages both on numbers and on their development phase (Engagement, TMP, TLP, GIP, GCDP & LLC) Talent Pipeline Management, in TMP, TLP Make sure we have the right people in the right roles (efficient allocation) at the right time (effective flow) Talent Reward & Recognition, in Engagement, TMP, TLP, GIP, GCDP & LLC Make sure there is an R&R framework for the LC’s Talent Performance Assessment, in TMP, TLP, GIP, GCDP & LLC
Create a system to assess the work performance of the members Develop the work performance of the members Design a members education cycle Talent Review, in TMP, TLP, GIP, GCDP & LLC Design a framework to review each members’ current level Succession Planning, in TLP Make sure you have the right people for the open positions Make sure you have a leadership pipeline Have a development plan for the potential candidates Transition, in TLP Make sure there is a transition plan MoSes: Retention of our members at all levels: 3 months, 6 months, 1 year Average number of members applying for leadership experience No of leadership positions realized No of members in the organization Efficiency of members for one exchange Have the exact number of people to be selected in the organization Have a message to be promoted to the students Have a planning framework Have a talent marketing framework Have a message to be promoted for the students Have a selection package Have an induction framework Have JD’s for each position Have allocation guidelines Have a Career Plan guide
No. of trainers in the LC Have a coaching guide Have a coaching implementation system Have a fast track pipeline Have a tracking system for the members Have a management pipeline Have a R&R system Have an assessment framework Have a members education cycle Have a framework to review each members’ current level Have a succession plan Have a transition plan Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X
3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
FINANCE JOB DESCRIPTION Role Ensures the Management of the MC financial resources; Creates strategies for maintaining or improving the financial situation of the MC; Ensures the legality of the organization and solves all the legislation related problems; Chairs the Finance Task Force within the MC; Manages the Finance Support Team; Analyses the financial situation of the LCs, raises awareness about potential risks or problems, advises the LCs on improving their financial situation; Creates strategies for the education of the country in matters like sustainability, financial management, financial risk management, financial long term planning, financial analysis, legality, grants writing. Direct Responsible for: Also include the stage where the process applies (Engagement, TMP, TLP, GIP, GCDP, LLC) Financial Management, in all stages Creates and tracks the budget, the long term financial plan and the cash flow of the MC; Establishes the pricing policy along with the other colleagues involved for the national services and products offered by the MC. Follows up all the payments and signed contracts; Creates analysis on the financial situation and find solutions for improvement together with the other members of the Financial Taskforce; Periodically reports on financial situation to the MC team, LCPs, BOA Alumni and Corporate and other involved parties; Manages the National Fund: calculates the payments to be made by the LCs, tracks the payments and the usage of the resources in the most effective way to allow the organization to grow its results; Accounting, in all stages Responsible for book keeping; Responsible for the external audit to be done along with a consultancy or authorized person; Plan and supervise the internal audit for LCs. Legality, in all stages
Assures the existence of an external body that gives consultancy and support for legality issues; Responsible for all the financial obligations of AIESEC Romania towards AIESEC International. Makes sure all the financial reports are sent in due time; Responsible for the financial reports of all the national projects and conferences; Insures all the information needed for National and International Conferences in terms of administration and management; Responsible that all the legal obligations of AIESEC Romania are met; Keeps track of the finance membership criteria for LCs; Financial education, in TMP and TLP Designs and delivers together with the National Support Team on Finance the education cycle for members with financial background; Makes sure that the transition for the middle management positions and VP Finance position is planned and implemented by the VP Finance; Creates the strategy and manages the National Support Team on Finance. MoSes: Financial Management Budget, long term plan and cashflow created and tracked weekly; Monthly reports on financial situation; LC Taxes calculation in each quarter; AI taxes payment twice a year; Reserves plan and a value of the rezerve equal with at least 3 months of operational budget; No more than 6 months of a year on 0 (zero) or minus. Legality All the legal requirements between AIESEC Romania and AIESEC International are fulfilled; Status of AIESEC Romania is updated; Accountancy The balance sheet is given to the financial administration in due time; All the accountancy requirements between AIESEC Romania and AIESEC International are fulfilled; Competencies and skills asked for this job
Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
CORPORATE DEVELOPMENT JOB DESCRIPTION Role Develop Core Work Products that generate financial resources on long term together with MCVP Sales; Facilitate as best possible the extension of national partnerships at local level Support LCs to improve performance on Corporate Development; Coach LC VPs CD; Maintain communication with AI GIP & ER Team; Ensure the achievement of GIP objectives; Ensure quality in the delivery of the InComing GIP processes together with MC VP NC D; Drive and create exchange growth and quality strategies. Direct Responsible for: Fund Raising Final responsible for the coordination of all the sales campaigns of AIESEC in Romania; Discover new opportunities for attracting funds from the corporate area. Sales Management and cooperation within the MC Work closely with MC VP Sales to ensure development of TN Raising strategies in the MC; LC Support Maintain and develop the National ER&ICX C Principles, to lead to successful MC-LC cooperation on sales; Develop a Preparation Plan on Sales for LC VPs and local sales teams for the entire term; Assist LCs in developing their products portfolio, and creating their offers; Assist LCs in Raising Enablers ( TN Takers and Content Partners) & Supporters (Financial Partnerships); Gather, promote and implement best practices from international and national level; Develop a Preparation plan for the VP CD candidates for the next term; Support LC VPs in implementing all sales&Raising processes as best possible; Upon request, visit LCs to deliver preparations and coaching to sales teams. National Exchange Strategy Development and Management
Develop, educate and implement GIP strategy that will lead to the achievement of the goals; Build strategy together with the MC VP ICX NCD in order to improve the ICX performance in the LCs Managing national exchange support teams/buddies Manage AIESEC Romania Exchange wiki and communication channels on myaiesec.net together with MC VP ICX NC, MC VP OGX and MC VP Comm. Exchange tracking: Pool knowledge and knowledge on LCs performance on CD; Tracking the auditing of the GIP forms Provide LC coached with relevant information regarding the CD performance Tracking the international partnerships on GIP pool Exchange Quality Strategy development and management Ensure the education of the ICB implementation; Development of quality improvement strategies on the GIP side; Ensure the legality of the GIPs in the country and at national level; If necessary, make proposal to modify the Exchange legislation and quality standards and monitor its implementation; Management of measurement system; Final responsible of the exchange participants’ preparation prior to the internships for the national TN takers. Education related to Exchange Updates GIP training materials according to the latest changes in the organization together with MC VP NCD. Promote the materials developed at regional and international level Brings GIP related content in national/local conferences together with MC VP ICX NCD Provide education regarding the exchange module on myaiesec.net together with MC VP NCD Teams management Ensure education and coaching to the VP CD Manage and coach the members from the support buddies Servicing Management Ensure a Customer Care and Delight Strategy at MC level and facilitate the same process for Local Committees; Represent AIESEC Romania in the main networking international Events
MoSes: Number of GIPs Raised Number of GIPs Matched Number of GIPs Realized Improved Performance of Local Committees on ER + ICX C (Corporate Development) Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
NON-CORPORATE DEVELOPMENT JOB DESCRIPTION Role Drives the national GCDP incoming strategy Ensures constantly high quality of the experience we are offering to GCDP trainees. Provides tools and resources to support the GCDP and delivery Education and coaching for the Non Corporate Development VPs. Ensures quality in the delivery of the GCDP delivery process. Coaching for LC VP Non Corporate Development. Drives and create exchange GCDP incoming and quality strategies Final responsible on delivery of international partnerships on GCDP incoming Supervise the national projects on GCDP incoming at national level. Direct Responsible for: Market Analysis Analyze monthly the Available Forms Tracker to identify new trends LC Support Maintain and develop the National gcdp Principles, to lead to successful MC-LC cooperation on incoming GCDP. Gather, promote and implement best practices from international and national level; Develop a Preparation plan for the VP CD candidates for the next term; Support LC VPs in implementing all Raising& Matching processes as best possible; Upon request, visit LCs to deliver preparations and coaching. Communication Design the national communication plan for GCDP in and outside of AIESEC Assure the alignment between different communication plans on GCDP products in all the LCs Assure the alignment of the national projects in all the LCs Quality & Development in GCDP Ensures the national framework for education and implementation of XPP
Designs the national framework for Development Programs for GCDP Matching in GCDP Design and implement the international partnerships strategy Track the matching process Sign and maintain international collaborations National Exchange Strategy Development and Management Develop, educate and implement GCDP strategy that will lead to the achievement of the goals; Build strategy together with the National Support Team in order to improve the GCDP performance in the LCs Managing national exchange support teams/buddies Exchange tracking: Pool knowledge and knowledge on LCs performance on Non-Corporate Development; Tracking the auditing of the GCDP forms Provide LC coached with relevant information regarding the Non-Corporate Developement performance Tracking the international partnerships on GCDP pool Strategy development and management Ensure the education of the ICB implementation; Development of quality improvement strategies on the GCDP side; If necessary, make proposal to modify the Exchange legislation and quality standards and monitor its implementation; Management of measurement system; Education related to Exchange Updates GCDP training materials according to the latest changes in the organization together with MC VP CD. Promote the materials developed at regional and international level Brings GCDP related content in national/local conferences together with MC VP ICX CD Provide education regarding the exchange module on myaiesec.net together with MC VP CD Teams management
Ensure education and coaching to the VP Non-Corporate D Manage and coach the members from the support buddies Servicing Management Represent AIESEC Romania in the main networking international Events/Conferences MoSes: No of raised GCDP No of matches on GCDP No of realization on GCDP Improved performance at LC level Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X
3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
INTERNATIONAL INTERNSHIPS JOB DESCRIPTION Role Ensures the delivery of GCDP outgoing Ensures the delivery of GIP outgoing Drives the national GIP and GCDP outgoing strategy Ensures constantly high quality of the experience we are offering to GCDP and GIP members Provides tools and resources to support the GCDP and GIP delivery Provides education and coaching for the International Internships VPs. Ensures quality in the delivery of the GCDP and GIP outgoing delivery process Drives and creates GCDP and GIP outgoing quantity and quality strategies Final responsible on delivery of international partnerships on GCDP and GIP outgoing Direct Responsible for: Also include the stage where the process applies (Engagement, TMP, TLP, GIP, GCDP, LLC) Market Analysis Generate country reports based market analysis conducted by the LCs on 19-30 years old youth segment Analyze monthly the Available Forms Tracker/ DAAL/ Supply& Demand tools to identify new trends Profiling Design the national framework for the hard profile of GCDP and GIP candidate based on the market analysis reports Design the national framework for the soft profile of the GCDP and GIP candidate Communication Assure the alignment between different communication plans on GCDP products in all the LCs Assure the alignment between different communication plans on GIP products in all the LCs Selection in Engagement Creates selection materials for engagement applicants on GCDP activities/ events/ projects
Creates selection materials for engagement applicants on GIP activities/ events/ projects Selection in AIESEC to enter GCDP/ GIP Creates the national framework for selection materials and the applicants for AIESEC on GCDP activities/ events/ projects Creates the national framework for selection materials and the applicants for AIESEC on GIP activities/ events/ projects Induction in GCDP/ GIP Designs and implements the national framework for the induction on GCDP Designs and implements the national framework for the induction on GIP Quality & Development in GCDP/ GIP Ensures the national framework for education and implementation of XPP Designs the national framework for Development Programs for GCDP and GIP Matching in GCDP/ GIP Designs and implements the international partnerships strategy Tracks the matching process and tools ( AFT, DAAL) Signs and maintains international collaborations Conversion to TMP/ TLP Designs and implements the national framework for the conversion from GCDP to TMP Designs and implements the national framework for the conversion from GIP to TLP MoSes: No. of applicants for GCDP in engagement No. of applicants for GIP in engagement No. of applicants for GCDP No. of applicants for GIP No of project that reach 100% of projects goals No of events that reach 100% of event goals No of campaigns that reach 100% of campaign goals No of GCDP realized No of GIP realized
No of GCDP matched No of GIP matched No of GCDP raised No of GIP raised No of GCDP to TMP conversions No of GCDP to TLP conversions No of GIP to TLP conversions No of GIP to TMP conversions No of members in GCDP that had induction No of members in GIP that had induction No of members in GCDP that attended Development Programs No of members in GIP that attended Development Programs No of members in GCDP who had Goal Setting No of members in GIP who had Goal Setting No of members in GCDP who have measurements surveys on aiesec.net No of members in GIP who have measurements surveys on aiesec.net Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X
Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
ALUMNI DEVELOPMENT JOB DESCRIPTION Role The Alumni Development is responsible for the the development of the Life Long Connection Program that includes 2 stages, the H4TF stage and the Alumni stage. Develops frames for the implementation of H4TF programs. Supervises the implementation of these at local level and it directly responsible of their implementation at national level; Develops the national Alumni PR strategy; Develops frames for various educational programs delivered only through alumni support ( e.g. Leadership Development Program, Project Management Program, Coaching Programs, Mentorship Program, etc). Supervized their implementation at local level, final responsible of their implemented at national level); Responsible for signing Educational Partnerships among Alumni; Develops revenue generator products addressing the alumni market. Supervises their implementation at local level, directly responsible of their implementation at national level; Manages the National Alumni Board of Advisors; Provides education and coaching for the Alumni Development VPs in the country; Asssures the alignment of strategies between the national and the local level. Direct responsible for: Career orientation in Heading for the Future Stage Generates tools for final competences asssement and exit interviews; ( e.g. assessment center with quality feedback, personal assessment tests/ psychometric tests, etc) Creates frames for Carreer Orientation Programs ( e.g. LOT, Mentorship Programs); Creates frames of platforms for future involvement with AIESEC ( e.g. Alumni Associations, Entrepreneurial Hubs, etc); Creates action frames for interaction with the external environment ( e.g. networking events with alumni, AIESEC parteners, Career Fairs); PR in Alumni stage: Creates the national Alumni PR strategy;
Manages the national alumni communication channels; (google group, LinkedIn group, Facebook groups); Keeps up to date the alumni database through the LC support; Manages and keeps up to date the official AIESEC Romania website: www.alumniaiesec.ro; Assure constant communication with the alumni network ( e.g. monthly alumni newsletter); Develops new events for the alumni network; supevizes their implementation at local level, directly responsible of their implementation at national level; Educational programs development in Alumni stage: Develops frames for various educational programs delivered only through alumni support ( e.g. Leadership Development Program, Project Management Program, Coaching Programs, Mentorship Program, etc). Supervized their implementation at local level, final responsible of their implemented at national level); Responsible for signing educational partners inside the alumni network; Product development in Alumni stage Does market research among the alumni network for creating revenue generator producst addressing both Alumni and AIESEC needs; ( e.g. AIESEC Scholarship, Alumni Card); Supports the selling process by consulting and capitalizing on the Alumni network; Supervises their implementation at local level, directly responsible of their implementation at local level; Consultancy in Alumni stage: Supervised and work with the National Alumni Board of Advisors; Supports the development of Board of Advisors at local level; Country education in H4TF stage and Alumni stage: Ensures education and coaching for the VP Alumni Relations Developers in the country; Aligns local strategies to national level. Offers feedback for the the local strategic and operational plan for the Alumni Development area; Tracks the implementation of the local operational plan for the Alumni Development area; Ensures that the transition for next MC VP Alumni Development is delivered. Moses: No. of ex-member participating in Career Orientation programs;
No. of who had final competences evaluation and exit interview ( they should go hand in hand); No. of future platform of interraction with AIESEC offered for H4TF people; No. of complete alumni contacts in the national database; No. of alumni reached through national alumni social communication channels; No. of alumni participating in national alumni events; No. of members participating in Educational Programs delivered only through alumni support; No. of alumni that are Educational partners; No. of money generated through products adresssing the alumni market; No. of exchanges ( ICX C & ICX N) taken by Alumni; No. of alumni in Consultative Boards; No. of trainings delivered to theVPs Alumni Development; No. of coaching sessions had with the VPs Alumni Development Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X
3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
SALES JOB DESCRIPTION Role Ensure the Financial Sustainability of the MC; Sustain and increase existing National Partnerships and generate new ones; Develop Core Work Products that generate financial resources on long term together with MCVP Corporate Development. Direct Responsible for: Fund Raising Final responsible for NGP members; Oversee resigning on NGP, and ensure the appropriate timelines are met; Facilitate as best possible the extension of national partnerships to local level; Facilitates the extension of national partnerships and punctual cooperation in terms of products bought, and revenues offered to AIESEC Romania; Facilitates the extension of local cooperation to national level where needed; Attract new partners in the NGP; Final responsible for covering the MC Budget. Sales Management and cooperation within the MC Discover new opportunities for attracting funds from the corporate area; Work closely with MC VP Finance to monitor progress towards securing fundraising targets for MC Budget; Work closely with PR manager towards securing the evolution and delivery of visibility benefits for partners. Product Development Maintain & further develop the current MC products portfolio; Develop new products that generate sustainable revenue; Lead the Product Development effort of the MC(Chair the Product Development Task Force); Design new products, according to organizational and market opportunities; Together with the PR manager, audit current products and activities, and ensure their alignment with the brand; Together with MC VP Finance research on the main competitors in the market and re-set the product pricing.
National Exchange Strategy Development and Management Manage national corporate meetings related to GIPs; Explore new sectors were AIESEC can be involved; Responsible for National Exchange Corporate partners Raises, Matches and Realizations; Manage and track the national TN takers and TNs. Servicing Management Direct delivery and delivery tracking on own accounts; Coordinate a proper delivery for all MC Products and MC accounts; Developing a Partners Visibility Strategy and a Delivery Plan for the MC; Ensure a Customer Care and Delight Strategy at MC level; Involve National Partners in our activities and create the frame for them to receive AIESEC Experience Represent AIESEC Romania in the main networking national Events. MoSes: Number of national TN takers Retention rate of Financial Partners, Content Partners Generated incomes from sales activity and correspondence with MC Budget Growth in number of Financial Partners, Content Partners Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X
Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
COMMUNICATION JOB DESCRIPTION Role Create a strong exposure and image for AIESEC in our stakeholders group Implement and manage the global brand in AIESEC Romania To manage the overall communication strategy of AIESEC nationally including brand management To manage the AIESEC Brand in terms of correct implementation, management, legality, education and understanding in the network To ensure profiling and external representation of AIESEC in accordance to the Global Brand To ensure media presence of AIESEC in national media and supporting the network on the same To build a network of media contacts to help profile AIESEC externally in the right markets To manage overall AIESEC web presence and content Create the communication plan and the campaigns for the entire year on each stakeholder Direct Responsible for: Communication Analyses Stakeholder Analyses Self-Analyses Competitors Analyses Environment Analyses Communication Plan Stakeholders Communication Plan Media Plan Internal Communication Plan Promotional Communication Campaigns Continuous Promotion
Events Promotional Materials Online Presence (social media, site, blog, etc) Media Communication Press Processes Media Relationship Building – Account Management Establish National Media Partnerships Brand Management Audit Education Implementation MoSes: Number of campaigns 3% margin of error for Communication analyses 1 Communication Plan Number of campaigns aligned at the national level Number of new media partnerships Number of brand aligned media appearances Number of people in Engagement Number of activities that AIESEC had which each stakeholder (activities = AIESEC participates as youth opinion leaders organization and AIESEC invites them) Raised on Team Member Program Raised on Team Leader Program Raised on Global Internship Program Raised on Global Community Development Program 100% of online channels are aligned at the national level 100% websites aligned at the national level
Number of visitors on the web page Number of unique visitors on the web page Number of conferences/forums we are invited to as representatives of youth leadership Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
ORGANIZATIONAL DEVELOPMENT JOB DESCRIPTION Role Analyze the country status on MOSs and processes Develop country strategies related to LC management, regional management and country management systems Ensures LC Development strategies and general education Develops and ensures planning cycles in the MC and in the country Develops evaluation and analysis methods Direct Responsible for: Also include the stage where the process applies (Engagement, TMP, TLP, GIP, GCDP, LLC) Country Analysis SONA system Generate country reports Clustering system Development strategies based on the country analysis Planning cycles Design the national framework for MOS planning Design the MC framework for planning MOSs Ensure education on planning cycles LC Development Design and implement LC Development strategy Manage entities involved in the development of LCs Assure support for opening new LCs Competencies and skills asked for this job
Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013

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AIESEC Romania 12-13 Job Descriptions

  • 2.
    JOB DESCRIPTIONS Experiential LeadershipDevelopment Program: Team Leader Program Structure PRESIDENT JOB DESCRIPTION Role Facilitate the implementation of Global Direction Coaching the MC Team Members in developing and delivering the National Services for the LCs Manage the MC Team in order to achieve performance by the end of the term Work with the LCP Strategic Team involve them and encourage them to have a proactive role in implementing the National Direction Manage organizational growth in LCs together with LCPs and VP Organizational Development Represent AESEC Romania in the external environment, so that the credibility and position of AIESEC strengthens in the Romanian Environment
  • 3.
    Represent AIESEC inRomania in the International Network, so that our image delivers on the expectations of AIESEC International and other AIESEC Countries Together with VP Finance manage and control the Financial Sustainability and legality of our operations Direct Responsible for: Long term Strategy and Direction Ensure the long term strategic approach and sustainability of all decisions made in AIESEC in Romania Facilitate the execution of global direction and growth network strategies by the LCs Participate and be responsible for the involvement of LCPs in the strategic decisions Ensure effective meetings and management of national strategic development task force Responsible for the Structure Subsystem at national level MC Team Management Ensure a clear and effective Planning Process for the MC Team Track the Individual Performance of the MC Team Members, weekly Develop and ensure the effectiveness of MC Team days Create and foster a healthy MC team Culture in order to ensure high performance and satisfaction Involved in the Selection of the new MC Team Responsible for the preparation and delivery of effective transition process and agenda Internal Network Management Develop and ensure the delivery of LCP Meetings during the year, at least 3 times a year Ensure the communication with the LCP Strategic Team towards the implementation of National and Global direction External Representation Represent AIESEC at key strategic External Events Responsible for the good communication and management with the Board of Advisors and BOA chairperson. Represent AIESEC in National Media when necessary
  • 4.
    Work closely withthe Alumni Development on Alumni Strategy International Network Representation Ensure a good communication with the MCP Network Represent AIESEC Romania in International Legislative Meetings Fulfill the membership criteria for AIESEC Romania Final responsible for AIESEC Romania’s overall performance in the International Network and AIESEC International AIESEC in Romania Accountability and Governance Co-chair the BOA Meetings with BOA Chairperson Final Responsible for AIESEC in Romania Financial Performance and Transparency Ensure that AIESEC in Romania’s operations are legally compliant to the external standards MoSes: Percentage of the realization of the national objectives Percentage of the realization of MC Members Individual Plans Number and quality of people applying for National Positions Legality of AIESEC in Romania operations Quality of services delivered to Local Committees Effective allocation of MC Members Responsibilities Level of satisfaction of MC Team Members Effective implementation of Global Direction in the LCs All memebrship criteria fullfiled
  • 5.
    Competencies and skillsasked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: National Plenary Time: July 2012 – July 2013
  • 6.
    TALENT DEVELOPMENT JOBDESCRIPTION Role Ensure the quality of the AIESEC Experience by working together with the LC TD VP Ensures the education of AIESEC members around the Global Competency Model and Talent Development Processes Builds strategic partnerships to enhance the AIESEC Experience – either related to the Talent Development Processes or to Talent Development programs. Education and coaching for Talent Development VPs Drives the national Talent Development Subsystem strategy to ensure the achievement of AIESEC 2015 objectives while keeping a constantly high quality of the experience we are offering to our members Direct Responsible for: Also include the stage where the process applies (Engagement, TMP, TLP, GIP, GCDP, LLC) Talent Planning, before any stage Design a framework and implement it with the VP’s Plan the need of people before the recruitment at the national level Work together with the TD VP’s in order to plan more accurate Talent Marketing, before any stage Design a framework and implement it with the VP’s Make sure we reach the people we want Work together with the MC VP Communication to make sure the right message is promoted Talent Selection, in Engagement, TMP, TLP Create a framework together with the National Support Team Work together with the VP’s to implement the framework Talent Induction, in TMP & TLP Design an induction framework
  • 7.
    Talent Allocation, inEngagement, TMP & TLP Create allocation materials Create a Job Descriptions template and work on it with the VP’s Talent Goal Setting and Orientation, in TMP/TLP Create a Career Plan guide Design an opportunity promotion system for the members Talent Education and Training, in Engagement, TMP & TLP Ensure that the training needs of the LC are met Organize TTT’s together with the National Trainers Team Talent Coaching, in TMP & TLP Design a framework for the preparation of coaches in the LC Design a coaching guide Have coaching meetings with the VP’s Fast Track, in TMP & TLP Create the framework for assessing the fast trackers Design a pipeline for the fast trackers Talent Tracking, in Engagement, TMP, TLP, GIP, GCDP & LLC Track the members of the organization from all the stages both on numbers and on their development phase (Engagement, TMP, TLP, GIP, GCDP & LLC) Talent Pipeline Management, in TMP, TLP Make sure we have the right people in the right roles (efficient allocation) at the right time (effective flow) Talent Reward & Recognition, in Engagement, TMP, TLP, GIP, GCDP & LLC Make sure there is an R&R framework for the LC’s Talent Performance Assessment, in TMP, TLP, GIP, GCDP & LLC
  • 8.
    Create a systemto assess the work performance of the members Develop the work performance of the members Design a members education cycle Talent Review, in TMP, TLP, GIP, GCDP & LLC Design a framework to review each members’ current level Succession Planning, in TLP Make sure you have the right people for the open positions Make sure you have a leadership pipeline Have a development plan for the potential candidates Transition, in TLP Make sure there is a transition plan MoSes: Retention of our members at all levels: 3 months, 6 months, 1 year Average number of members applying for leadership experience No of leadership positions realized No of members in the organization Efficiency of members for one exchange Have the exact number of people to be selected in the organization Have a message to be promoted to the students Have a planning framework Have a talent marketing framework Have a message to be promoted for the students Have a selection package Have an induction framework Have JD’s for each position Have allocation guidelines Have a Career Plan guide
  • 9.
    No. of trainersin the LC Have a coaching guide Have a coaching implementation system Have a fast track pipeline Have a tracking system for the members Have a management pipeline Have a R&R system Have an assessment framework Have a members education cycle Have a framework to review each members’ current level Have a succession plan Have a transition plan Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X
  • 10.
    3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
  • 11.
    FINANCE JOB DESCRIPTION Role Ensures the Management of the MC financial resources; Creates strategies for maintaining or improving the financial situation of the MC; Ensures the legality of the organization and solves all the legislation related problems; Chairs the Finance Task Force within the MC; Manages the Finance Support Team; Analyses the financial situation of the LCs, raises awareness about potential risks or problems, advises the LCs on improving their financial situation; Creates strategies for the education of the country in matters like sustainability, financial management, financial risk management, financial long term planning, financial analysis, legality, grants writing. Direct Responsible for: Also include the stage where the process applies (Engagement, TMP, TLP, GIP, GCDP, LLC) Financial Management, in all stages Creates and tracks the budget, the long term financial plan and the cash flow of the MC; Establishes the pricing policy along with the other colleagues involved for the national services and products offered by the MC. Follows up all the payments and signed contracts; Creates analysis on the financial situation and find solutions for improvement together with the other members of the Financial Taskforce; Periodically reports on financial situation to the MC team, LCPs, BOA Alumni and Corporate and other involved parties; Manages the National Fund: calculates the payments to be made by the LCs, tracks the payments and the usage of the resources in the most effective way to allow the organization to grow its results; Accounting, in all stages Responsible for book keeping; Responsible for the external audit to be done along with a consultancy or authorized person; Plan and supervise the internal audit for LCs. Legality, in all stages
  • 12.
    Assures the existenceof an external body that gives consultancy and support for legality issues; Responsible for all the financial obligations of AIESEC Romania towards AIESEC International. Makes sure all the financial reports are sent in due time; Responsible for the financial reports of all the national projects and conferences; Insures all the information needed for National and International Conferences in terms of administration and management; Responsible that all the legal obligations of AIESEC Romania are met; Keeps track of the finance membership criteria for LCs; Financial education, in TMP and TLP Designs and delivers together with the National Support Team on Finance the education cycle for members with financial background; Makes sure that the transition for the middle management positions and VP Finance position is planned and implemented by the VP Finance; Creates the strategy and manages the National Support Team on Finance. MoSes: Financial Management Budget, long term plan and cashflow created and tracked weekly; Monthly reports on financial situation; LC Taxes calculation in each quarter; AI taxes payment twice a year; Reserves plan and a value of the rezerve equal with at least 3 months of operational budget; No more than 6 months of a year on 0 (zero) or minus. Legality All the legal requirements between AIESEC Romania and AIESEC International are fulfilled; Status of AIESEC Romania is updated; Accountancy The balance sheet is given to the financial administration in due time; All the accountancy requirements between AIESEC Romania and AIESEC International are fulfilled; Competencies and skills asked for this job
  • 13.
    Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
  • 14.
    CORPORATE DEVELOPMENT JOBDESCRIPTION Role Develop Core Work Products that generate financial resources on long term together with MCVP Sales; Facilitate as best possible the extension of national partnerships at local level Support LCs to improve performance on Corporate Development; Coach LC VPs CD; Maintain communication with AI GIP & ER Team; Ensure the achievement of GIP objectives; Ensure quality in the delivery of the InComing GIP processes together with MC VP NC D; Drive and create exchange growth and quality strategies. Direct Responsible for: Fund Raising Final responsible for the coordination of all the sales campaigns of AIESEC in Romania; Discover new opportunities for attracting funds from the corporate area. Sales Management and cooperation within the MC Work closely with MC VP Sales to ensure development of TN Raising strategies in the MC; LC Support Maintain and develop the National ER&ICX C Principles, to lead to successful MC-LC cooperation on sales; Develop a Preparation Plan on Sales for LC VPs and local sales teams for the entire term; Assist LCs in developing their products portfolio, and creating their offers; Assist LCs in Raising Enablers ( TN Takers and Content Partners) & Supporters (Financial Partnerships); Gather, promote and implement best practices from international and national level; Develop a Preparation plan for the VP CD candidates for the next term; Support LC VPs in implementing all sales&Raising processes as best possible; Upon request, visit LCs to deliver preparations and coaching to sales teams. National Exchange Strategy Development and Management
  • 15.
    Develop, educate andimplement GIP strategy that will lead to the achievement of the goals; Build strategy together with the MC VP ICX NCD in order to improve the ICX performance in the LCs Managing national exchange support teams/buddies Manage AIESEC Romania Exchange wiki and communication channels on myaiesec.net together with MC VP ICX NC, MC VP OGX and MC VP Comm. Exchange tracking: Pool knowledge and knowledge on LCs performance on CD; Tracking the auditing of the GIP forms Provide LC coached with relevant information regarding the CD performance Tracking the international partnerships on GIP pool Exchange Quality Strategy development and management Ensure the education of the ICB implementation; Development of quality improvement strategies on the GIP side; Ensure the legality of the GIPs in the country and at national level; If necessary, make proposal to modify the Exchange legislation and quality standards and monitor its implementation; Management of measurement system; Final responsible of the exchange participants’ preparation prior to the internships for the national TN takers. Education related to Exchange Updates GIP training materials according to the latest changes in the organization together with MC VP NCD. Promote the materials developed at regional and international level Brings GIP related content in national/local conferences together with MC VP ICX NCD Provide education regarding the exchange module on myaiesec.net together with MC VP NCD Teams management Ensure education and coaching to the VP CD Manage and coach the members from the support buddies Servicing Management Ensure a Customer Care and Delight Strategy at MC level and facilitate the same process for Local Committees; Represent AIESEC Romania in the main networking international Events
  • 16.
    MoSes: Number of GIPs Raised Number of GIPs Matched Number of GIPs Realized Improved Performance of Local Committees on ER + ICX C (Corporate Development) Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
  • 17.
    NON-CORPORATE DEVELOPMENT JOBDESCRIPTION Role Drives the national GCDP incoming strategy Ensures constantly high quality of the experience we are offering to GCDP trainees. Provides tools and resources to support the GCDP and delivery Education and coaching for the Non Corporate Development VPs. Ensures quality in the delivery of the GCDP delivery process. Coaching for LC VP Non Corporate Development. Drives and create exchange GCDP incoming and quality strategies Final responsible on delivery of international partnerships on GCDP incoming Supervise the national projects on GCDP incoming at national level. Direct Responsible for: Market Analysis Analyze monthly the Available Forms Tracker to identify new trends LC Support Maintain and develop the National gcdp Principles, to lead to successful MC-LC cooperation on incoming GCDP. Gather, promote and implement best practices from international and national level; Develop a Preparation plan for the VP CD candidates for the next term; Support LC VPs in implementing all Raising& Matching processes as best possible; Upon request, visit LCs to deliver preparations and coaching. Communication Design the national communication plan for GCDP in and outside of AIESEC Assure the alignment between different communication plans on GCDP products in all the LCs Assure the alignment of the national projects in all the LCs Quality & Development in GCDP Ensures the national framework for education and implementation of XPP
  • 18.
    Designs the nationalframework for Development Programs for GCDP Matching in GCDP Design and implement the international partnerships strategy Track the matching process Sign and maintain international collaborations National Exchange Strategy Development and Management Develop, educate and implement GCDP strategy that will lead to the achievement of the goals; Build strategy together with the National Support Team in order to improve the GCDP performance in the LCs Managing national exchange support teams/buddies Exchange tracking: Pool knowledge and knowledge on LCs performance on Non-Corporate Development; Tracking the auditing of the GCDP forms Provide LC coached with relevant information regarding the Non-Corporate Developement performance Tracking the international partnerships on GCDP pool Strategy development and management Ensure the education of the ICB implementation; Development of quality improvement strategies on the GCDP side; If necessary, make proposal to modify the Exchange legislation and quality standards and monitor its implementation; Management of measurement system; Education related to Exchange Updates GCDP training materials according to the latest changes in the organization together with MC VP CD. Promote the materials developed at regional and international level Brings GCDP related content in national/local conferences together with MC VP ICX CD Provide education regarding the exchange module on myaiesec.net together with MC VP CD Teams management
  • 19.
    Ensure education andcoaching to the VP Non-Corporate D Manage and coach the members from the support buddies Servicing Management Represent AIESEC Romania in the main networking international Events/Conferences MoSes: No of raised GCDP No of matches on GCDP No of realization on GCDP Improved performance at LC level Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X
  • 20.
    3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
  • 21.
    INTERNATIONAL INTERNSHIPS JOBDESCRIPTION Role Ensures the delivery of GCDP outgoing Ensures the delivery of GIP outgoing Drives the national GIP and GCDP outgoing strategy Ensures constantly high quality of the experience we are offering to GCDP and GIP members Provides tools and resources to support the GCDP and GIP delivery Provides education and coaching for the International Internships VPs. Ensures quality in the delivery of the GCDP and GIP outgoing delivery process Drives and creates GCDP and GIP outgoing quantity and quality strategies Final responsible on delivery of international partnerships on GCDP and GIP outgoing Direct Responsible for: Also include the stage where the process applies (Engagement, TMP, TLP, GIP, GCDP, LLC) Market Analysis Generate country reports based market analysis conducted by the LCs on 19-30 years old youth segment Analyze monthly the Available Forms Tracker/ DAAL/ Supply& Demand tools to identify new trends Profiling Design the national framework for the hard profile of GCDP and GIP candidate based on the market analysis reports Design the national framework for the soft profile of the GCDP and GIP candidate Communication Assure the alignment between different communication plans on GCDP products in all the LCs Assure the alignment between different communication plans on GIP products in all the LCs Selection in Engagement Creates selection materials for engagement applicants on GCDP activities/ events/ projects
  • 22.
    Creates selection materialsfor engagement applicants on GIP activities/ events/ projects Selection in AIESEC to enter GCDP/ GIP Creates the national framework for selection materials and the applicants for AIESEC on GCDP activities/ events/ projects Creates the national framework for selection materials and the applicants for AIESEC on GIP activities/ events/ projects Induction in GCDP/ GIP Designs and implements the national framework for the induction on GCDP Designs and implements the national framework for the induction on GIP Quality & Development in GCDP/ GIP Ensures the national framework for education and implementation of XPP Designs the national framework for Development Programs for GCDP and GIP Matching in GCDP/ GIP Designs and implements the international partnerships strategy Tracks the matching process and tools ( AFT, DAAL) Signs and maintains international collaborations Conversion to TMP/ TLP Designs and implements the national framework for the conversion from GCDP to TMP Designs and implements the national framework for the conversion from GIP to TLP MoSes: No. of applicants for GCDP in engagement No. of applicants for GIP in engagement No. of applicants for GCDP No. of applicants for GIP No of project that reach 100% of projects goals No of events that reach 100% of event goals No of campaigns that reach 100% of campaign goals No of GCDP realized No of GIP realized
  • 23.
    No of GCDPmatched No of GIP matched No of GCDP raised No of GIP raised No of GCDP to TMP conversions No of GCDP to TLP conversions No of GIP to TLP conversions No of GIP to TMP conversions No of members in GCDP that had induction No of members in GIP that had induction No of members in GCDP that attended Development Programs No of members in GIP that attended Development Programs No of members in GCDP who had Goal Setting No of members in GIP who had Goal Setting No of members in GCDP who have measurements surveys on aiesec.net No of members in GIP who have measurements surveys on aiesec.net Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X
  • 24.
    Competencies and skillsgained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
  • 25.
    ALUMNI DEVELOPMENT JOBDESCRIPTION Role The Alumni Development is responsible for the the development of the Life Long Connection Program that includes 2 stages, the H4TF stage and the Alumni stage. Develops frames for the implementation of H4TF programs. Supervises the implementation of these at local level and it directly responsible of their implementation at national level; Develops the national Alumni PR strategy; Develops frames for various educational programs delivered only through alumni support ( e.g. Leadership Development Program, Project Management Program, Coaching Programs, Mentorship Program, etc). Supervized their implementation at local level, final responsible of their implemented at national level); Responsible for signing Educational Partnerships among Alumni; Develops revenue generator products addressing the alumni market. Supervises their implementation at local level, directly responsible of their implementation at national level; Manages the National Alumni Board of Advisors; Provides education and coaching for the Alumni Development VPs in the country; Asssures the alignment of strategies between the national and the local level. Direct responsible for: Career orientation in Heading for the Future Stage Generates tools for final competences asssement and exit interviews; ( e.g. assessment center with quality feedback, personal assessment tests/ psychometric tests, etc) Creates frames for Carreer Orientation Programs ( e.g. LOT, Mentorship Programs); Creates frames of platforms for future involvement with AIESEC ( e.g. Alumni Associations, Entrepreneurial Hubs, etc); Creates action frames for interaction with the external environment ( e.g. networking events with alumni, AIESEC parteners, Career Fairs); PR in Alumni stage: Creates the national Alumni PR strategy;
  • 26.
    Manages the nationalalumni communication channels; (google group, LinkedIn group, Facebook groups); Keeps up to date the alumni database through the LC support; Manages and keeps up to date the official AIESEC Romania website: www.alumniaiesec.ro; Assure constant communication with the alumni network ( e.g. monthly alumni newsletter); Develops new events for the alumni network; supevizes their implementation at local level, directly responsible of their implementation at national level; Educational programs development in Alumni stage: Develops frames for various educational programs delivered only through alumni support ( e.g. Leadership Development Program, Project Management Program, Coaching Programs, Mentorship Program, etc). Supervized their implementation at local level, final responsible of their implemented at national level); Responsible for signing educational partners inside the alumni network; Product development in Alumni stage Does market research among the alumni network for creating revenue generator producst addressing both Alumni and AIESEC needs; ( e.g. AIESEC Scholarship, Alumni Card); Supports the selling process by consulting and capitalizing on the Alumni network; Supervises their implementation at local level, directly responsible of their implementation at local level; Consultancy in Alumni stage: Supervised and work with the National Alumni Board of Advisors; Supports the development of Board of Advisors at local level; Country education in H4TF stage and Alumni stage: Ensures education and coaching for the VP Alumni Relations Developers in the country; Aligns local strategies to national level. Offers feedback for the the local strategic and operational plan for the Alumni Development area; Tracks the implementation of the local operational plan for the Alumni Development area; Ensures that the transition for next MC VP Alumni Development is delivered. Moses: No. of ex-member participating in Career Orientation programs;
  • 27.
    No. of whohad final competences evaluation and exit interview ( they should go hand in hand); No. of future platform of interraction with AIESEC offered for H4TF people; No. of complete alumni contacts in the national database; No. of alumni reached through national alumni social communication channels; No. of alumni participating in national alumni events; No. of members participating in Educational Programs delivered only through alumni support; No. of alumni that are Educational partners; No. of money generated through products adresssing the alumni market; No. of exchanges ( ICX C & ICX N) taken by Alumni; No. of alumni in Consultative Boards; No. of trainings delivered to theVPs Alumni Development; No. of coaching sessions had with the VPs Alumni Development Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X
  • 28.
    3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
  • 29.
    SALES JOB DESCRIPTION Role Ensure the Financial Sustainability of the MC; Sustain and increase existing National Partnerships and generate new ones; Develop Core Work Products that generate financial resources on long term together with MCVP Corporate Development. Direct Responsible for: Fund Raising Final responsible for NGP members; Oversee resigning on NGP, and ensure the appropriate timelines are met; Facilitate as best possible the extension of national partnerships to local level; Facilitates the extension of national partnerships and punctual cooperation in terms of products bought, and revenues offered to AIESEC Romania; Facilitates the extension of local cooperation to national level where needed; Attract new partners in the NGP; Final responsible for covering the MC Budget. Sales Management and cooperation within the MC Discover new opportunities for attracting funds from the corporate area; Work closely with MC VP Finance to monitor progress towards securing fundraising targets for MC Budget; Work closely with PR manager towards securing the evolution and delivery of visibility benefits for partners. Product Development Maintain & further develop the current MC products portfolio; Develop new products that generate sustainable revenue; Lead the Product Development effort of the MC(Chair the Product Development Task Force); Design new products, according to organizational and market opportunities; Together with the PR manager, audit current products and activities, and ensure their alignment with the brand; Together with MC VP Finance research on the main competitors in the market and re-set the product pricing.
  • 30.
    National Exchange StrategyDevelopment and Management Manage national corporate meetings related to GIPs; Explore new sectors were AIESEC can be involved; Responsible for National Exchange Corporate partners Raises, Matches and Realizations; Manage and track the national TN takers and TNs. Servicing Management Direct delivery and delivery tracking on own accounts; Coordinate a proper delivery for all MC Products and MC accounts; Developing a Partners Visibility Strategy and a Delivery Plan for the MC; Ensure a Customer Care and Delight Strategy at MC level; Involve National Partners in our activities and create the frame for them to receive AIESEC Experience Represent AIESEC Romania in the main networking national Events. MoSes: Number of national TN takers Retention rate of Financial Partners, Content Partners Generated incomes from sales activity and correspondence with MC Budget Growth in number of Financial Partners, Content Partners Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X
  • 31.
    Competencies and skillsgained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
  • 32.
    COMMUNICATION JOB DESCRIPTION Role Create a strong exposure and image for AIESEC in our stakeholders group Implement and manage the global brand in AIESEC Romania To manage the overall communication strategy of AIESEC nationally including brand management To manage the AIESEC Brand in terms of correct implementation, management, legality, education and understanding in the network To ensure profiling and external representation of AIESEC in accordance to the Global Brand To ensure media presence of AIESEC in national media and supporting the network on the same To build a network of media contacts to help profile AIESEC externally in the right markets To manage overall AIESEC web presence and content Create the communication plan and the campaigns for the entire year on each stakeholder Direct Responsible for: Communication Analyses Stakeholder Analyses Self-Analyses Competitors Analyses Environment Analyses Communication Plan Stakeholders Communication Plan Media Plan Internal Communication Plan Promotional Communication Campaigns Continuous Promotion
  • 33.
    Events Promotional Materials Online Presence (social media, site, blog, etc) Media Communication Press Processes Media Relationship Building – Account Management Establish National Media Partnerships Brand Management Audit Education Implementation MoSes: Number of campaigns 3% margin of error for Communication analyses 1 Communication Plan Number of campaigns aligned at the national level Number of new media partnerships Number of brand aligned media appearances Number of people in Engagement Number of activities that AIESEC had which each stakeholder (activities = AIESEC participates as youth opinion leaders organization and AIESEC invites them) Raised on Team Member Program Raised on Team Leader Program Raised on Global Internship Program Raised on Global Community Development Program 100% of online channels are aligned at the national level 100% websites aligned at the national level
  • 34.
    Number of visitorson the web page Number of unique visitors on the web page Number of conferences/forums we are invited to as representatives of youth leadership Competencies and skills asked for this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013
  • 35.
    ORGANIZATIONAL DEVELOPMENT JOBDESCRIPTION Role Analyze the country status on MOSs and processes Develop country strategies related to LC management, regional management and country management systems Ensures LC Development strategies and general education Develops and ensures planning cycles in the MC and in the country Develops evaluation and analysis methods Direct Responsible for: Also include the stage where the process applies (Engagement, TMP, TLP, GIP, GCDP, LLC) Country Analysis SONA system Generate country reports Clustering system Development strategies based on the country analysis Planning cycles Design the national framework for MOS planning Design the MC framework for planning MOSs Ensure education on planning cycles LC Development Design and implement LC Development strategy Manage entities involved in the development of LCs Assure support for opening new LCs Competencies and skills asked for this job
  • 36.
    Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Competencies and skills gained after this job Little Some Regular Strong NR COMPETENCIES Evidence Evidence Evidence Evidence 1 Global Mindset X 2 Entrepreneurial Outlook X 3 Social Responsibility X 4 Emotional Intelligence X 5 Proactive Learning X Is accountable to: MCP Time: July 2012 – July 2013