In the first six months of 2012, AIESEC Melbourne's OGX team achieved extraordinary results with the highest number of applications, raises, matches, and realizations in the organization's history. This included a 229% increase in raises, 300% increase in matches, and 125% increase in realizations compared to the same period in 2011. The team implemented new initiatives like regional specialization, a winter recruitment campaign, and a Facebook marketing campaign to drive these strong results. Notable achievements included establishing a large summer pipeline, strengthening exchange culture on campus, and successfully reintegrating returned exchange participants into leadership roles.

1. July 2012, AIESEC Melbourne

2. 2012 OGX @ AIESEC Melbourne
In 2012, AIESEC Melbourne’s OGX team has been working hard on
restructuring the portfolio and improving on OGX performance to
achieve both qualitative and quantitative excellence.
In alignment with the national driver of GCDP growth, in the first six
months of 2012, AIESEC Melbourne OGX has achieved extraordinary
results, with the highest number of applications, raises, matches and
realisations in the history of the LC.

3. 2012 GCDP Performance
Raised 2011 Raised 2012 Growth
7 23 +16 (229%)
Matched 2011 Matched 2012 Growth
4 16 +12 (300%)
Realised 2011 Realised 2012 Growth
OGX 2011-2012
4 9 +5 (125%)
performance comparison
25
20
15
2011
10
2012
5
0 *Data based on GCDP only
from myaiesec.net
Raised Matched Realised • 2011: 01/01/2011-30/06/2011
• 2012: 01/01/2012-29/06/2012

4. Exchange Quality
We focus on providing quality experiences to our EP, rather than simply aiming to
achieve the highest numbers. Our main focus is to ensure each EP feels supported
and that they have a truly life-changing experience.
Recruitment Careful EP selection
• MRB preparation session held for successful online applicants before sitting MRB to
ensure correct expectation setting. Conversion rate of 60% from session to MRB
suggests that only applicants that are genuinely interested sit MRB.
• MRB pass rate of 83% indicates we are selecting only the most suitable candidates.
Matching Efficient matching process
• OGX team structured by region (Asia, CEE, Africa) to ensure each EP manager has
specialised knowledge for the programs of specific regions.
• OGX members suggest possible programs of interest during MRB for consideration
• Winter recruitment average raise to match period is only 2-3 weeks
Preparation Exchange support
• Weekly communication between EPs and EP manager
• 90% EP attendance at Induction and 80% attendance at Cultural Preparation Seminar.
• EP Facebook page established this year to allow more interaction among the EP and
EP managers

5. Functional Collaboration
OGX Melbourne worked together with other portfolios this year to
achieve our outstanding results. The two main portfolios we worked
closely with are MAC/UR and Finance.
• Partnership currently being discussed with the Commerce
Faculty to provide financial support to GCDP EPs.
• Interaction with the faculty has allowed better understanding
of the programs we provide, and in turn we gained more
UR support from faculties including room booking, utilizing
University marketing channels, invitation to hold stalls at
Career and Global Mobility fairs, etc.
• UR team will be contacting more faculties in semester two to
build partnerships that will assist exchange.
• Implementation of new EP deposit/payment procedures to
improve efficiency
• Specific OGX Finance manager to assist in all OGX finance
Finance matters
• Achieved 100% EP deposit and fee payment before deadline
• Establishment of discounts for LC members and returned EP
to go on GCDP

6. OGX 2012: New Initiatives
New regional team structure to improve efficiency & servicing
In 2012, OGX at Melbourne adopted a new team structure. OGX members are
grouped by regions specific to GCDP programs (Asia, CEE, Africa), and EP
managers are allocated based on the region EP is interested in. This allows EP
managers to have specialised knowledge of programs in the region, and EP gains
more interaction with other EP also going to that region.
Winter holiday GCDP campaign
For the first time in LC history, OGX 2012 implemented a winter recruitment. We
recruited EPs for the winter holidays only, and each region conducted thorough
research on programs available for the timeframe of our winter period. This resulted
in the highest exchange numbers for winter in the history of the LC.
Facebook GCDP marketing campaign
During the non teaching period of semester 1, OGX team implemented a Facebook
GCDP campaign, with daily updates of available GCDPs in winter. During that
period, our page reach increased by 789% in one week from 1388 (01/04/2012) to
12,346 (15/04/2012), while the number of “likes” increased from 800 to 1,000.
This resulted in the highest amount of GCDP applications in LC history.

7. OGX 2012: Notable Achievements
Establishment of strong Summer pipeline
Through our successful marketing campaign in semester 1, we already have 10
raised EPs going on GCDP in summer, and a further 20 potential EP for summer
who have passed online application and will sit MRB early next semester.
Strong exchange culture within LC
By not charging the MC portion of the EP fees, as well as promotion of GCDP
programs in LCM, we have successfully gained many expression of interest from
members to go on GCDP programs later in the year. Already this year two
members have been raised as EP, one will be realised in winter, and the other in
summer.
EP reintegration and X+M
We have successfully reintegrated 4 EP into the LC, 1 of whom is a current team
leader. This is the highest number of reintegrated EPs ever achieved in LC history.
OGX will be aiming to recruit 90% of semester 2 members through returned EP
reintegration.
AIESEC Melbourne’s OGX team finished the semester strongly by placing
2nd in the National OGX Campaign!