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.

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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

8. 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

9. 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

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 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

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 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

15. 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

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 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

18. 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

19. 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

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 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

22. 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

23. 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

24. 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

25. 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;

26. 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;

27. 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

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 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

31. 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

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 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

35. 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

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