The document outlines the standard procedures for AIESEC's global community development exchange program. It details the selection process, requirements for participants such as attending induction conferences, ongoing trainings, and preparation seminars. It also discusses the responsibilities of exchange participants, managers, and local committees in ensuring a supported experience through proper communication, visa and insurance acquisition, customer relations management during the program, and reintegration events upon completion.

1. EXCHANGE STANDARD OF OUTGOING GLOBAL COMMUNITY DEVELOPMENT PROGRAM IN MoC
STANDARD DESCRIPTION
INPROGRESS
Selection Selection should be competency-based:
 Language Level
 Cultural Understanding
 Experience
 Independence
 Flexibility
and value-based:
 Jump out of your comfort zone
 Voluntary Spirit
 Deep and Diverse Cultural Experience
 Positive Social Impact
Interview Feedback Both selected and unselected applicants have the right to receive constructive feedback after interview from Home Entity.
Contract EP together with EP manager will sign contract to clarify responsibilities between them as well as EP will confirm payment procedure.
Regional Induction
Conference
All EPs that are selected for winter and summer peak are obligated to attend Regional Induction Conference. If EP is selected in other
time or can`t come to the conference LC is obligated to deliver all knowledge by local conference or meeting.
Topics that are covered in Regional Induction Conference:
 AIESEC introduction (AIESEC Way, AIESEC Experience)
 Global-issue session
 Mother entity understanding
 Program Introduction (Program objective, impact)
 Personal goal & expectation setting (life goal & life purpose, personal value, talent & weakness,
self-awareness)
Trainings At least 3h training session per month in local level. Total topics that should be covered:
 EXPA usage
 Global issue (delivered by Issue Team)
 LEAD session (delivered by Personal Development Team)
- Hard skill & knowledge to complete the tasks/JD
- Soft skill to achieve the goal
MATCH
Communication
Channel
All EPs once they are selected will have EP manager as well as will be informed about stable communication channel with Home LC
and LC Quality Head contacts. Once EP is matched, EP manager will ensure EP knows Host LC needed contacts (LCP, LCVP, TN
manager, Buddy, host family).
Visa Within 3 x 24 hours EP need to confirm acceptance of the opportunity and EP together with EP manager will send EPAN to TN
manager. After EP is matched in the system EP manager will support him/her to receive complete, clear information about visa process
application in the Hosting Entity.
Insurance
& Vaccination
Each EP is obligated to have International SOS and Insurance before departure to the Hosting Entity. In the same time Home Entity
will provide vaccination consultancy.
Outgoing
Preparation Seminar
All EPs after match, before departure need to attend local Outgoing Preparation Seminar. If EP can`t come, EP manager should
deliver all knowledge by separate meeting.
Topics that are covered in Outgoing Preparation Seminar:
 XPP education
 Understanding about Standard & Satisfaction: Standards introduction, NPS Survey (aim of survey, meaning of scores),
Firefighting procedure (local & national contacts of Entity Control Board, open cases solving)
 Crisis management
 Expectation setting
 Culture Shock
 Destination’s basic information
 Case Study about Hosting Entity
 Exchange preparation basics
External Touch
Point
All EPs will have opportunity, provided from local level to have at least one external touch point. Possible ways: External training
session/ Social Issue Forum/ NGO Visit/ Board meeting/ Personal conversation/ AIESEC events.
REALIZED
Customer Relations
Management Team
Customer relation management team/manager is the group of people/person, who will check Opportunity preparation (before EP`s
arrival) as well as ensure co-delivery:
 Opportunity Clarity & Alignment
 Integration support during the experience: into LC activities, introduced to other trainees, activities plan
 Global Standards Implementation: pick up, accommodation, buddy, first day of work, departure support
 Incoming Preparation Seminar:
- Detailed explanation of internship timeline& JD
- Information about all possible expenses during internship (excursions, travelling, meal etc)
- Culture shock preparation
- Basic education of language
- Practical training of using public transportation
- Internal communication channel, especially for case solution
- Visa extension process information (in needed)
 Team minimum implementation (if there is any team)
As well as together with Personal development team will check personal development situation and collected feedback:
- every 2 weeks before abroad
- after arrival to the Hosting Entity
- mid of exchange
- 1 week before the end of internship
COMP
LETE
Internship Report EP need to submit 1 review report after the program ends (including impact review & legacy review).
Certificate EP will receive certificate after submitting 2 surveys (System survey after Ma, NPS Survey after Re) and internship report. LC will
organize awarding for EP`s with outstanding behavior.
REINTEGRATE
Reintegration Event All EPs after internship will be invited to the Reintegration event not later than one month after internship. In case EP was realized not
in the peak time, he/she will have opportunity to have personal reintegration meeting with LC representative. Topics that are covered
in Reintegration event:
 Personal learning review:
- Expectations evaluation
- Review initial intention
- Leadership development review
 Future development session
 AIESEC possible opportunities.