The document provides a quarterly report on AIESEC Romania's Global Citizen Development Program (GCDP) Incoming and Outgoing exchanges as well as their Global Internship Program (GIP) Incoming exchanges for Q4 2012. Key points include low performance and efficiency metrics for many locations, with recommendations to improve planning, recruitment, sales/raising, and member engagement to increase exchanges and revenues. Challenges involved weak planning for off-peak periods as well as a lack of focus on recruitment, matching, and utilizing alumni/partners.

1. AIESEC Romania Report
Q4 2012

2. 1. GCDP Incoming Status
2. GCDP Outgoing Status
3. GIP Incoming Status
4. GIP Outgoing Status
5. TMP-TLP Status
6. Q4 Overall Report

4. 1. GCDP Incoming Exchange status -
Planned vs Realized year Q4

5. GCDPi Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM
Efficiency 4.48 5 6.61 6.61 7.67 5 5.67 5.44 6.73 7.67 4.33 6.67 5 1.67 3.33
Performance 3.81 0.00 2.73 6.25 0.00 0.00 10.00 3.33 10.00 0.00 0.00 5.00 0.00 0.00 10.00

6. 1. Realizations Q4 vs Planned: Causes: the most important cause for the big GAP
between planned and realization is the bad planning. We can see that all the
numbers that were planned for Q4 were pushed into Q1 for January.
»The LCs wanted to have big realization during off-peak which is very hard if it is not
planned properly and there is not enough work there.
»We can see clearly that during October and November, off-peak months, the
country planned 53 realizations and the number achieved was 9.
»During December, when the peak is starting, the country planned 17 and achieved
15.
»The main idea is that one LC should plan the off peak realizations very good and
they should know way before that the realizations need to happen. If everything is
planned properly than, the matching can start earlier. Also, as a tip, when doing
matching off-peak, try to be better than the others. The main goal is to make the EP
open the email and after that having there something interesting for him.

7. 2. SONA
»Taking into consideration that Q4 is a quarter in which raising and matching must
be a key element, we can observe that we had no raising meetings or only very few
raising meetings.
»Taking into consideration that there are three months to raise/match/realize a TN
for GCDPi, AIESEC Romania, remained almost in the same place if we look at Q4. We
have managed to raise 39 TNs from 166 meetings and there are only 7 LCs that
raised TNs from raising.
»We need to start raising TNs in the external environment. We are AIESEC and our
impact must be seen also outside the organizations, not only throughout our
projects.

8. 3. Cluster map
»For the LCs on red area:There is no achievement of the plan. You need to focus
more on the planning and after this to see exactly if that period fits your LCs. Taking
into consideration off-peak realizations that were supposed to happen, we can
definitely see that we still need to work on this.
You should focus more during off-peaks on raising TNs for peak instead of raising
TNs for off-peak.
»For the LCs on yellow: Efficiency is still a problem in AIESEC Romania. We need to
start focusing on decreasing the number of members that work for one exchange
and also to increase the number of TNs that we plan and realize.

9. 2. GCDP Outgoing Exchange status -
Performance last year Q4
vs

10. 2. GCDP Outgoing Exchange status -
Planned vs Realized year Q4

11. 2. GCDP Outgoing Exchange clustering
GCDPo Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM
Efficiency 4.28 3.75 5.97 5.58 4.16 3.93 1.55 4.5 3.99 3.55 3.9 3.49 5.34 5.52 4.81
Performance 7.95 0.00 0.00 5.83 10.00 2.50 10.00 3.33 10.00 10.00 0.00 10.00 10.00 10.00 10.00

12. Conclusions GCDP Outgoing

13. 1.SONA KPIs - Country Efficiency: 4.29
•No of applicants on program
•No of selected from applicants
•Avarage no of memebers working for the area

14. 1.HOW TO ATTRACT APPLICANTS: 2.SELECTION:
•After a week or maximum 2, you
•Use GCTM Planning model: should start the selection
processes.
http://www.myaiesec.net/content/viewwiki.do?contentid=10237327
Bad Case Practices: LCs that did
the selection after a month, all
•Start promoting more specific lost the majority of the applicants.
opportunities from myaiesec.net (eg
– Go in Ukraine`s Green Project) Actually do a recruitment in order
to have what to select 
•Implement wisely ongoing
recruitment – recruit specific EPs for 3.MEMBERS:
specific TNs . Only some LCs actually have a
•
•Send members from your LC in project for oGCDP, or at least a
GCDPs, by having R & R for them team that is responsible for the
•Actually doing more than just program, in this situation, how do
sending an e-mail and keep calm you expect to have results??!!
posts
.

15. 2.Cluster Map 3.Next period
Solutions for the Red
• Select your Global Citizen
Zone:
OCPs until 15th of February!
Start having FOCUS:
•The Global Citizen Campaign for
summer realization is starting in the
•Implement Global Citizen project 1st week of March from national
level!
• Have EB taskforce with COMM
and TD in order to have a better •Bring your OCPs, OCs and
recruitment delivey members to SPRINCO, in order to
have them prepared for Q2
• Send your members in GCDPs (X+L)
performance!
• Promote more specific to attract
the right applicants (Global Citizen -
social project in Russia)
• Select your applicants after 2
weeks maximum
IMPLEMENT GLOBAL CITIZEN !!!

16. 3. GIP Incoming Exchange status -
Performance last year Q4
vs

17. 3. GIP Incoming Exchange status - Planned
vs
Realized year Q4

18. 3. GIP Incoming Exchange clustering
GIPi Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM
Efficiency 5.14 3.37 3.37 7.22 6.97 3.37 6.67 6.56 4.97 3.37 7.93 4.22 4.98 3.37 5.37
4.29 0.00 0.00 3.33 10.00 0.00 0.00 0.00 0.00 0.00 10.00 10.00 0.00 0.00 10.00
Performance

19. When looking at the performance on GIPi (planned vs realized) we can see that:
• Cluj, Pitesti , Sibiu, Timisoara achieved 100% in planning on realizations.
• Bucharest accomplished 33% on realizations.
• Arad, Craiova, Galati, Oradea, Suceava, Targu-Mures planned at least one
realization and didn’t achieve any.
• Brasov, Constanta and Iasi didn’t plan realizations.
Causes:
• Focus on recruitment
• Focus on sales -> short term revenues for paying the taxes
• Low number of members working for GIPi
Raising efficiency:
• Bucharest, Craiova, Iasi, Pitesti and Timisoara need less than 7 meetings to
sign a TN.
• Cluj, Sibiu and Suceava need 10 meetings to sign a TN.
• Arad, Constanta, Brasov, Galati, Oradea, Targu-Mures did not raised TNs
this quarter.

20. Matching time:
The average of the country is 2 months and a half.
Members efficiency (% of members that raised/matched/realized at least one TN)
• Bucharest , Cluj, Craiova, Iasi, Sibiu, Suceava and Timisoara have 100%
efficiency.
• Iasi and Pitesti have 60% efficiency of the members.
• Arad, Brasov, Constanta, Oradea and Targu-Mures have 0% efficiency of the
members.
Achievement of planned revenues:
Overall we have 52% achievement of the planned revenues on GIPi.
Causes:
• Small number of members
• Small number of raising meetings
• Lack of matching team in all the LCs

21. Recommendations:
To increase your performance:
• Take into account the number of meetings you need to have in order to
raise a TN
• Take into account other activities that are in the LC in the same time.
• Use your time matching whem planning the matches and realizations.
• Replan your GAPs
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.
• Promote SprinCo to your members to get prepared on functional area.
• Choose 2, maximum 3 industries for raising.
• Use the subproducts for a better understanding of our product.

22. 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.
3. members efficiency:
»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)
»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.

23. 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.
Specific:
»Arad: matching responsible for the TNs available, strong push on contacting the EPs and not wait for
them to apply. Raising from the meetings for AIESEC Academy. Raising at highschools, private schools
and universities. ( Take as example the internship of Armina Ilea). Increase your number of raising
meetings.
»Brasov: matching responsible for the TN available, strong push on contacting the EPs and not wait
for them to apply. Raising from the meetings for AIESEC Academy. Set the right expectations with the
TN takers. For the educational TN raised don’t forget to make the assessment among students. Go in
raising at highschools, private schools. Increase your number of raising meetings.
»Bucharest: keep on matching the TNs available. Better tracking on the persons that are doing
matching. Try to be constant in raising and matching.

24. » Cluj: keep up the good work . Increase your efficiency in raising and the matching time by
reraising and going in targeted raising and by having members responsibles for the Tns avaible
and the TL/VP keeping a good tracking on the matching process.
» Craiova: keep up the good work. Make sure that the trainees that are about to come have good
a reception plan. Make sure that the program is bringing revenues.
» Constanta: start raising and start allocating people on GIPi and not sales.
» Iasi: start matching the TNs available on the platform by having a responsible for each of them.
Decrease your matchint time by keeping a close relationship with the company and by
approaching Eps suitable for the Tns available and constant tracking. Raise TNs through the
sales that are done for AIESEC Academy.
» Galati: use the connections you have from previous matches to match the current TNs. Have
members responsible for each TN. Increase the raising efficiency by going in target raising
meetings and increase your members efficiency by giving them a specific objective.
» Oradea: increase your raising efficiency by having members going in targeted raising meetings.
Contact the old partners and use your current partners and alumni as leads. Use AIESEC
academy for raising new TNs. Start doing raising and keep a close relationship with the
companies to shortern the period of matching.

25. » Pitesti: match the TN that you have available by getting in touch with oGIP VPs from the country
that is required in your TN form. Have people do raising meetings in the same time they do sales
for Academy. Try the educational projects or raising at schools and universities.
» Sibiu: Focus on matching the Tn that you have available and also have people going in raising
meetings. If they are not prepared make a short weekend of preparation for them. Try raising at
schools or universities.
» Suceava: Raise on customer support at the company that you have in Suceava, raise at
highschools, public and private, and have someone responsible of the TNs, that is not the VP.
» Targu-Mures: have a matching team for the TNs available. Have a good tracking on their activity (
weekly tracking) and do raising.
» Timisoara: use AIESEC Academy for raising new TNs. Clear the platform from the current TNs that
won’t be matched. Have a responsible for each TN and keep tracking on him/her. Give specific
objectives to your members on a specific period of time.

26. 4. GIP Outgoing Exchange status -
Performance vs last year Q4

27. 4. GIP Outgoing Exchange status - Planned
vs
Realized year Q4

28. 4. GIP Outgoing clustering
GIPo Ro AR BV BU CJ CT CR GL IS OR PT SB SV TGM TM
Efficiency 5.31 6.23 4.78 6.54 7.01 1.04 3.88 4.12 6.21 7.7 4 4.7 4.78 7.36 6.1
Performance 4.00 0.00 0.00 6.25 4.29 0.00 2.50 0.00 5.56 7.50 0.00 0.00 0.00 10.00 3.00

29. Conclusions Global Internship Program

30. 1.SONA KPIs - Country Efficiency: 5.32
• No of applicants
• No of selected applicants
• Average matching time
• Average no of mbs working on the area

31. 1.HOW TO ATTRACT APPLICANTS: 2.SELECTION:
•After a week or maximum 2, you should start the
selection processes.
•Use GCTM Planning model:
Bad Case Practices: LCs that
http://www.myaiesec.net/content/viewwiki.do?contentid=10237327 did the selection after a
month, all lost the majority of the applicants.
•Use www.hipo.ro to recruit specific EP •Have a specialized selection team in the LC
profiles for specific TNs
•Bring Alumni to interview GIP EPs
•Start promoting more specific
•Have more than one selection periods for the programs
opportunities from myaiesec.net in the
(eg – do selection when you are still in the promotion
sub-program strategy (e.g. – Global IT
period, so you will increase in selection efficiency
– designer in Germany)
•Implement wisely ongoing 2.MATCHING TIME:
recruitment – recruit specific EPs for
•Use the matching materials send from MC
specific TNs .
level
•Bring Alumni that work in HR to gie •Use as EP Buddies only people that are responsible
you education on how to recruit and people oriented in order to keep track of EPs
specific candidates for specific
•Re-connect EPs to AIESEC and to the GIP and keep a
opportunities
weekly tracking on them
•Actually doing more than just •If EPs don`t receive answers from TN manager, talk
sending an e-mail and keep calm personally with them, TN managers respons to VPs
posts 
•Use EP contract and give discounts to EPs that will
match in the 1st months
•Assure that your EP is at least in 1 selection processes.

32. 2.Cluster Map Solutions for the Yellow Zone:
Improve your EP management
Solutions for the Red Zone: system: assure that you will have more
Start having FOCUS: focus on the EPs that are searching or
are in the selection process.
•Start with Global Education because it`s
more easy to match them for realizations In terms of performance, by
in april and march implementing backwards planning
put an objectives on the number of
•Select now a special team that will
AN send (eg – If I have to match 2
recruit Education EPs in February - March EPs, then I will assure that at least 4 AN
•Keep track of all your available EPs and are send from 4 of my EPs)
assure that each one of them is sending Start searching and match more EPs
at least 10 mails a day and send at least with South America and Asia to
2 ANs per week. increase your matching efficiency
•Bring Alumni to prepare your GIP O
Recruiting different: start recruiting
members more people that are hard to find on
•Use www.hipo.ro to search for suitable myaiesec.net (eg – IT with German
EPs form your LC language or Marketing with Spanish
RECRUIT AND MATCH EDUCATIONAL etc.
EPs to assure your PERFORMANCE & You can do supply & demand in order
EFFICIENCY! to see what are the niches on the
platform.

33. 3.Next period:

35. Conversion Rate
60
50
40
30
Conversion Rate
20
10
0
AR BV Buc CJ CR CT GL IS OR PI SB SV TGM TM
Standard: 20%

36. IP vs DP
45
40
35
30
25
20
IP vs DP
15
10
5
0
Standard: 50%
(no of exchanges/no of TMP&TLS

37. • there were few activities for the EwA pool organized in the country and this
may lead to less engagement from the youth engaged by affecting the
conversion rate to ELD stage in the next period
• the standard for the International programmes versus Domestic programmes
was not achieved in Q4 mainly beacuse it's on off-peak period
• the selection rate Ra-Ma for TMP & TLP was achieved by only 6 LCs; in order to
increase this seletion rate, try to include the planned opportunities in the Career
Plans of members; by doing this, the creation of the pipeline for future
opportunities is created

38. • the implementation of the Career Planning process is very low in the country; from
the SONA reporting, we can tell that the priority of filling the Career Plan is
designed more for the TLP experiences than for the TMP experiences; in order to
assure the implementation of the Career Planning, try to fill the Career Plan of
members in the first week of their AIESEC experiences; also, there is the possibility
to create an initiave regardint the implementation of Career Planning and Goal
Setting for members in all ELD stages
• the average retention rate in the country is 36% for 0-6 months and 90% in the 0-3
months; the solution for this challenge (involving members immediatly after
recruitment in real LC activities and not waiting until January or February) was
implemented in most of the LCs; we are going to see the results of this solution at
the end of Q1 by comparing the retention rate for 0-6 months at the end of Q4
with the one at the end of Q1.

42. Chart Title
Pl Re
427
399
134 146
79
60
46 35
24 26 25
10
TMP TLP iGCDP oGCDP iGIP oGIP

44. iGIP:
iGIP: iGCDP:
iGCDP:
1.Turkey (61)
1.Turkey (61) 1.Poland (122)
1.Poland (122)
2.Poland (55)
2.Poland (55) 2.Russia (121)
2.Russia (121)
3.Hungary (28)
3.Hungary (28) 3.Ukraine (101)
3.Ukraine (101)
4.Russia (19)
4.Russia (19) 4.Czech R (86)
4.Czech R (86)
5.Czech R (15)
5.Czech R (15) 5.Hungary (52)
5.Hungary (52)
6.Slovakia (11)
6.Slovakia (11) 6.Turkey (41)
6.Turkey (41)
7.Romania (10)
7.Romania (10) 7.Romania (24)
7.Romania (24)
oGIP:
oGIP: oGCDP:
oGCDP:
1.Russia (72)
1.Russia (72)
2. Poland (69)
2. Poland (69) 1.Russia (54)
1.Russia (54)
3. Ukraine (45)
3. Ukraine (45) 2.Romania (35)
2.Romania (35)
4. Romania (24)
4. Romania (24) 3.Poland (34)
3.Poland (34)
4.Ukraine (28)
4.Ukraine (28)
TMP:
TMP: TLP:
TLP:
1.Poland (735)
1.Poland (735) 1.Russia (198)
1.Russia (198)
2.Russia (649)
2.Russia (649) 2.Poland (183)
2.Poland (183)
3.Ukraine (552)
3.Ukraine (552) 3.Ukraine (143)
3.Ukraine (143)
4.Romania (384)
4.Romania (384) 4.Romania (139)
4.Romania (139)

45. » Overall GCDP TNs realized for Q4: 24
˃ -15 | -38.46% vs. last year
˃ -55 | -69.62% vs. planned
» Overall GIP TNs realized for Q4: 10
˃ +7 | +233.33% vs. last year
˃ -16 | -61.53% vs. planned
» Overall GCDP EPs realized for Q4: 35
˃ +16 | +84.21% vs. last year
˃ -11 | -23.91% vs. Planned
» Overall GIP EPs realized for Q4: 25
˃ +4 | +13.79% vs. last year
˃ -25 | -41.66% vs. planned
» Top LCs performing LCs (based on exchage realization): Bu (26), TM(18), CJ (9), IS (9)
» AIESEC Ro Members Efficiency for Q4: 11.62
˃ -7.7 vs. Q3