The document provides a quarterly clustering report for AIESEC Romania. It summarizes the status of various exchange programs in Q1 2013. For GCDP Incoming, most LCs fell in the "red zone" of low efficiency despite some performing well. Only Cluj was in the "yellow" zone. For GCDP Outgoing, most LCs also fell in the red zone. The document recommends focusing on offline recruitment and raising exchanges. GIP Incoming realized about half of what was planned. Overall the report evaluates performance versus goals and efficiency to identify areas for improvement.

1. AIESEC Romania
Clustering Report
Q1 2013

2. 1. GCDP Incoming Status
2. GCDP Outgoing Status
3. GIP Incoming Status
4. GIP Outgoing Status
5. TMP-TLP Status

4. 1. GCDP Incoming Exchange status -
Planned vs Realized year Q1
LC Planned Realized % Re
Country 161 107 66%
Arad 4 1 25%
Brasov 23 10 43%
Bucuresti 34 24 71%
Cluj 18 18 100%
Constanta 9 4 44%
Craiova 12 17 142%
Galati 9 3 33%
Iasi 12 4 33%
Oradea 16 7 44%
Pitesti 4 1 25%
Sibiu 8 1 13%
Suceava 3 5 167%
Tg. Mures 3 1 33%
Timisoara 6 11 183%

5. GCDPi Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM
Efficiency 7.5 2.88 3.5 4.31 1 0.67 2.88 6.3 6.75 5 0.3 4.32 3.5 0.6 6.5
Performance 6.65 2.50 4.35 7.06 10.00 4.44 10.00 3.33 3.33 4.38 2.50 1.25 10.00 3.33 10.00
Clustering Map
10 AR
9 BV
8 BU
CJ
7 CT
Performance
6 CR
5 GL
IS
4 OR
3 PT
2 SB
SV
1 TGM
0 TM
0 1 2 3 4 5 6 7 8 9 10
Efficiency

6. Clustering
» If we watch the clustering map, we can see that we have only one LC that is on the
yellow line. The rest of them ar in the red zone.
» We can see the red zone, LCs that are performing but not efficiently. We don't
have any LC that passes 7 at the axes of efficiency. So we need to focus more on
our efficiency or on the way that we are reporting in SONA, the way that we use
to count members.
» The only LC that is on the yellow area has 10 for performance but only 6.5 at
efficiency. This means to many exchange with small number of members. Even
though, it is the only LC on yellow.
» We have another LCs that are on red with 10 at performance but below 5 at
efficiency. You need to prioritize and see what are you doing with the members.
There can be 2 different problems:
1. There are many members reported but they are not active members
2. The LC is not working sustainable, using too many members for too little exchanges.
This is also applying to the LCs that are not performing and not efficient also. The
problem comes from going safe, without trying to do more, to overachieve.

7. SONA
» Taking into consideration SONA, we can see that in Q1 we have realized 90
TNs, raised 156 TNs and matched 52 TNs. All of these are possible with 148
members working for the area. Taking into consideration the rate that should
exist for people realizing one exchange, we are behind. We have a rate of 70%.
» We have approached only 83 new organizations. This is mainly because we
don't have clear market researches on NGOs and we don't know our market,
we don't know our issues so we are not capable of doing new sales. We need
to develop this part for AIESEC Romania. We need to get out and know the
NGO market.
» We need to take into consideration that Q2 is a peak quarter and we need to
make the best out of it.We have planned 172 realizations,354 matches, 279
raised. Please take this in mind and work toward this. If we achieve the plan
for Q2, we will have the possibility to become top 3 CEE for GCDPi.
» We were in the previous quarter during transition and we manage to
realize the same number of TNs as in summer when is the biggest peak.
We need to start summer with the right foot and achieve the plan.

8. 2. GCDP Outgoing Exchange status Q1
Q1 - RE
Planned Realized
10 10
7
55 5
4
3 3 3
2 2
1 1 1 1 1
00 0 00 00 0 00 0

9. 2. GCDP Outgoing Exchange clustering
GCDPo Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM
Efficiency 5.62 3.88 2.34 9.15 9.3 5.15 6.04 2.06 7.17 6.89 8.25 1.65 2.09 9.11 5.55
Performance 5.22 0.00 0.00 10.00 10.00 5.00 4.00 0.00 2.00 0.00 0.00 0.00 0.00 6.67 3.33
Clustering Map
10
9 AR
BV
8 BU
7 CJ
Performance
6 CT
CR
5 GL
4 IS
OR
3
PT
2 SB
1 SV
TGM
0 TM
0 1 2 3 4 5 6 7 8 9 10
Efficiency

10. Conclusions GCDP Outgoing
Recruitment – For those who have issues with applicants, start
focusing more on offline channels that reach students, such as Big
Pictures, info events in every faculty, promoting in doorms and campus
and class-shouts.
Raising - It`s mandatory for the LCs who have just ended the
recruitment period to start raising the till 20th of April, so we can reach
the Matching peak with our EPs raised and prepared.
Don`t forget to do Goal Setting with each one of them and make sure
that every EP has a contract and EP Buddy and AIESEC knowledge.
Matching – Raise your EPs in April and keep track on each of them
through an EP Buddy that helps your GCDP EP to match.
It`s best if you will encourage your EP to match on one of the national
partnership with Egypt, Italy, Poland, India, or Brazil to assure fast
matching.

11. New initiative GCDP Outgoing

12. 3. GIP Incoming Exchange status Q1
Realized
6
5 5
5
4
4
3
3
2 2
2
1
1
0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
0
2012 2013

13. 3. GIP Incoming Exchange status - Planned
vs Realized year Q1
LC Planned Realized % Re
Country 27 14 52%
Arad 0 0 100%
Brasov 1 0 0%
Bucuresti 5 4 80%
Cluj 6 5 83%
Constanta 1 0 0%
Craiova 1 5 500%
Galati 2 0 0%
Iasi 2 0 0%
Oradea 1 0 0%
Pitesti 1 0 0%
Sibiu 2 0 0%
Suceava 1 0 0%
Tg. Mures 2 0 0%
Timisoara 2 0 0%

14. 3. GIP Incoming Exchange clustering
GIPi Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM
Efficiency 5.8 3.56 2 9.13 9.12 5.54 7.36 4.4 7.93 4.5 5.07 3.7 6.88 5.88 6.15
Performance 5.19 0.00 0.00 8.00 8.33 0.00 10.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
Clustering Map
10
9 AR
BV
8 BU
7 CJ
Performance
CT
6 CR
5 GL
IS
4 OR
3 PT
SB
2 SV
1 TGM
TM
0
0 1 2 3 4 5 6 7 8 9 10
Efficiency

15. Executive summary:
» 3 LCs have had realizations on iGIP in Q1 (Craiova, Cluj
& Bucharest). The remaining 11 LCs have not had any
results in those 3 months.
» 20% of the LCs have brought 100% of results, while the
remaining 80% of the country hasn’t had any results.
» On average, there have been 60 members working for
iGIP in Q1
» Overall, there have been 217 raising meetings, which
means just above 5 meetings per LC, per month . We
doubled the number of meetings compared to last
quarter and that brought a growth of 50% in raising.

16. Executive summary:
» Overall, there have been 81 account management
meetings, which means about 2 meetings per LC per
month
» 52% realizations of planned revenues on iGIP (38125
out of 71500 planned)
» Bucharest, Cluj, Iasi & Suceava had a raising efficiency
over 30% (compared to the 15% standard)
» Brasov, Constanta, Iasi, Oradea, Pitesti, Sibiu, Suceava
& Timisoara have planned 1 or more realizations, but
haven’t achieved them.

17. Causes:
» winter break
» exams period
» lack of focus because of AIESEC Academy
» lack of focus because of some RTSes/recruitment
period
» members not being distributed on the iGIP
processes (Raising & Matching)

18. Raising efficiency:
» overall, AIESEC Romania has a raising efficiency of
14.7%, just below the 15% standard
» The LCs with the highest raising efficiency are
Bucharest, Cluj, Iasi & Suceava; the LCs with the lowest
raising efficiency are Constanta, Craiova, Pitesti &
Timisoara
» 5 LCs grew their efficiency in raising. 6 LCs droped their
efficiency in raising. The rest have the same result, 0.
» 6 LCs have their efficiency in raising above 15%.

19. Matching time:
» overall, AIESEC Romania had an average matching
time of just over 1 month, very good compared to
the 2.5 months standard.
» Members’ efficiency: 58% efficiency
» Achievement of planned revenues: 52%
achievement of planned revenues from iGIP

20. Next steps (General):
» BACKWARDS PLANNING! for the number of TNs raised, take
into consideration that usually you need at least 10 meetings -
>taking into consideration the average number of meetings
per week that one of your members can have, plan the
number of members you need for your planned objectives
» Use your time matching when planning the matches and
realizations.
» TRACK your members constantly to make sure they achieve
their objectives. Call them 3 times per week to have a
constant overview.
» USE the knowledge gained from SprinCO
» keep your eyes on AIESEC League :D

21. Next steps (Processes):
» To increase your efficiency:
1. Raising efficiency:
» Have sales meetings that have the purpose to sell and
raise TNs.
» Have specific objectives for each sales person.
» Use your alumni and the current partners for leads.
» Do re-raising, use old partners
» USE the alumni network
» Choose 2, maximum 3 industries for raising.
» Use the subproducts for a better understanding of our
product.

22. Next steps (Processes):
2. Matching time:
» Make sure that the TNs that you are going to sign
have a reasonable number of candidates on the
platform.
» Have a matching responsible for each TN.
» Contact the EPs yourself; don’t wait for them to
apply.
» Keep in touch with the company, weekly updates.
» Use your connections from different countries.
» Good knowledge and usage of the platform.

23. 3. Members efficiency:
» CONSTANTLY TRACK members to make sure they achieve their planned
number of raising meetings and raised TNs
» Have specific objective for each member ( for sellers number of Tns
raised and for people that are doing matching, number of TNs matched
in a specific period of time)
» Make sure you use the new members from the Spring recruitment.
» Have R&R campaigns in the LCs to showcase their work.
» Write to the MCVP CD for recognition on the national newsletter for
your LC or members.
» Use a structure that has TLs that keep a good track on the members.
» Make sure that your members are prepared and know your product.

24. 4. Achievement of planned revenues
» Make sure that you deliver so the company can give
you the money
» Establish the pricing policy ( when to pay, how much to
pay)
» Focus on GIPi and see this program as a source of
revenues and not only as a program that contributes to
the sustainability of the organization.

25. 4. GIP Outgoing Exchange status
Realized
Planned Realized
13
11
88
7
6
5 5
4 4
3 3 3
2 2
1 1 1 1 1 1 1
00 0 0 0 0

26. 4. GIP Outgoing clustering
GIPo Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM
Efficiency 5.74 5.84 2.34 8.44 6.13 4.61 5.4 4.27 5.6 4.51 6.91 5.65 2.99 10 7.63
Performance 4.13 0.00 3.33 10.00 2.86 3.33 0.00 2.50 5.45 0.00 3.33 8.00 0.00 0.00 3.33
Clustering Map
10
9 AR
BV
8 BU
7 CJ
Performance
CT
6 CR
5 GL
4 IS
OR
3 PT
2 SB
SV
1 TGM
0 TM
0 1 2 3 4 5 6 7 8 9 10
Efficiency

27. Conclusions Global Internship Program
Recruitment – Not many LCs have an OC, an action plan and
promo plan for the GIP Recruitments, for the next wave pleas
assure that you have all this in place.
Raising - It`s mandatory for the LCs who have just ended the
recruitment period to start raising the till 20th of April, so we can
reach the Matching peak with our EPs raised and prepared.
Don`t forget to do Goal Setting with each one of them and make
sure that every EP has a contract and EP Buddy and AIESEC
knowledge.
Matching – Raise your EPs in April and keep track on each of
them through an EP Buddy that helps your GIP EP to match.

28. Conclusions Global Internship Program
Keep track of the current EPs on available use individual
meetings with every EP, have matching day in the office and
prepare your EP buddies so they can be able to manage your
EPs.
Keep track on the individual meetings that an EP buddy has
with the EP, and the number of applications for TNs, on the
number of Acceptance Notes send, so you can have a realistic
diagnostic of why your EP doesn`t match..

29. New Initiatives

30. » 50% of the LCs had activities organized for the Engagement
pool and only 14% of the total number of those people
participated - this is an effect of the activities organized for all
the recruitments implemented in Q1; as a recommandation,
complete the EwA fields with the right numbers representing
the people that really are in EwA and not only participants at
some of your events.
» 8 LCs recruited people from EwA for the ELD programmes
(Buc, CT, GL, PI, SB, TGM, TM).

31. » the TMP selection rate was 89% and for TLP we had 80% selection rate
out of the 90% standard - in order to have all the opened TMP/TLP
opportunities filled, if after the opening of the positions, you don't
have applicants for them, you, as an EB or the former TLP of the
project, can target some of the members or involved all your members
in creating the design of the project and build the sense of
commitment in them in order to have the next TLPs.
» regarding Career Planning, there are 4 LCs (CJ, SB, SV, TGM) not
implementing the proccess for TMP and 2 LCs (SB, SV) not
implementing it for TLP - from last Q until now, we can see that there is
an improvement regarding the implementation of Career Planning for
TMP in order to build pipeline for the next TLP opportunities.

32. » regarding the International versus Domestic
Programmes Rate, we achieved the standard at
national level thanks to the LCs that had a lot of
realizations during Q1, such as CJ, TGM, TM, Buc, BV,
and had fewer opportunities for TMP/TLP;
» as a recommandation, the LCs that have not achieved
the standard (GL, Pi, AR) to contact the LCs that had
and send your members in SoL opportunities or even
CEED in the countries from CEE.

33. » the average retention rate in the country is 36% for 0-12
months, 40% for 0-9 months, 73% for 0-6 months and 85% for
0-3 months
» even though the retention rate for 0-6 months has increased
with more than 20%, we have a decrease for the 0-3 months
retention rate (from more than 90% to 85%);
» in order to increase and keep the retention rate, make sure of
the quality of your induction process and at the allocation of
the new members (soon, there will be sent in the country
materials regarding the HR needed in each LC in order to
achieve the exchange goals).