Executive Board 2016 Application Booklet
Dear EB Applicant, We congratulate you for being brave and take the challenge to lead your committee to the new 2020 AIESEC Generation with your LCP.
Being an EB is such an amazing experience, it helps you to be more organized, develop your leadership orientated to results and the most important thing is that you have the chance to do something bigger not just for your area, also for your LC. We encourage you to take more responsibilities, to be better and to be courageous. Just challenge yourself because you know that you can be better than now, every single day. AIESECly Yours MC Chronos Team
it is warriors time!! do you dare to lead the battle? I really understand the reason that AIESEC exists and I believe in the impact it has and through every generation. We are responsible of our learning, we are proactive people and change agents based in leadership, work and actions!! The big leap generation of AIESEC Sucre, registrated just for one action! apply to be EB! The challenge of the EB is full of adrenalin, learning and a lot of emotion!! Do you want to be the leader that AIESEC Sucre needs? Do you dare to lead the change? Do you dare you make and lead your strategies? Face adversities, inspire new change agents, have a sustainable growth and aport to our global vision 2020. it is time to be EB 2016!! Somos AIESEC! Somos AIESEC Bolivia! Somos AIESEC Sucre! Capitalinos Somos Re Locos Somos! LC Sucre! Fua!
Sergio Medina LCP 2016 - AIESEC in Sucre
General Info Deadline for Application Package is: November 23rd, 2015 at 23:59 (-4GMT). The Application will not be accepted AT ALL if: • The Application Package is incomplete. • The Application Package is sent out of the deadline. • The questions are not fully answered.
• The format of the documents is different to the one clearly stated.
Please identify each document with a clear name. For example: ApplicationForm_EB2016_SU_MarcosRocha
Please read this document in detail! Ensure you have obtained the relevant endorsements; Complete the appropriate application form for the position of EB 2016 AIESEC SUCRE. The deadline for submitting your application and all the needed materials (Eneagramm test, etc.) is 23:59 GMT-4 Monday, 23rd of November 2015. You shall send your application and other
materials via e-mail attachment to: Sergio Medina (LCP 2016) at sergio.medina@aiesec.net and CC MC Chronos at mc.bolivia@aiesec.net. Late applications - even by a few minutes - WILL NOT be accepted, and no exceptions will
be given, including in the cases of email/computer dysfunction. Extensions will not be given. As such, we strongly recommend you do not to wait until the last minute to submit your application, as you will be risking it not being accepted should unforeseen events occur. In case you have any questions about the application process, please contact Sergio Medina (LCP 2016) at sergio.medina@aiesec.net
(Maximum 20 pages in PDF including cover. The Applicant is free to choose the format, design and language of the application).
Presenting yourself, your experience, and the answer to: What is your opinion about the global
goals of the UN and how AIESEC in Bolivia can contribute to reach this goals? (Maximum 4 minutes with video link in PDF).
. ALL LETTERS MUST BE SIGNED AND HAVE CONTACT.
a. One from previous or current Team Leader b. One from previous or current Team Member c. One from previous or current co-worker
http://www.personarte.com/test.htm (Results in PDF).
What is your opinion about the global goals of the UN and how your role as VP in AIESEC can contribute to reach this goals? (Max. 4 minutes) – VISIT: WWW.GLOBALGOALS.ORG
Brief of Role The main role of LCVP Finance is to support the term goals and increase the long-term sustainability of the local committee, and also is responsible of accounting management. This includes but is not limited to overseeing financial obligations involved with contract, budgets, deductibility, and conferences. They also manage the local finance members and are responsible for the financial education of the members, EB and finance team. Accountable to: LCP & MCVP F&L. Background needed: TLP; Front or back office. Opportunities after position: LCP, MCVP, IXP, CEEDer, National Audit Team & NST.
EB Responsibilities • Local strategy and LC development • Coach members • Participate in team meeting, team day, planning days and BoA meetings. • Build and facilitate local conference.
• Prepare and run transition • Gain and share knowledge at local level • Fill in national survey, report and other doc. • Material, knowledge and information management
LCVP Finance & Legal Responsabilities
KPIs
• Finance management • Legislation and administration. • Internal Audits management. • Cooperation within the network (other LCVPs and NST/MC). • Member education. • Legal compliance. • Banking (general payments). • Budgeting. • Financial controlling. • Financial resource management. • Financial information generation and analysis. • Building a Financial culture within the LC.
• % of Return on Investment Accomplished • Sustainability of all programs • # Accountancies on time. • % Growth in both reserves and current account. • Budget delivered on time. • Budget execution reports.
Brief of Role The LC Vice President of Marketing will lead a team of marketers responsible for the messaging, packaging, and delivery of our products to our target markets. He/she will also be responsible for working closely with exchange operations and leading customer research. This is a core role at the heart of all operations, from product packaging to marketing to supporting in exchange sales. The LCVP MKT will play a heavy role and focus in attraction for the oGCDP programs, while also providing support in supporting TM recruitment and ICX promotions. Accountable to: LCP & MCVP oGCDP&MKT. Background needed: TLP; Front or back office. Opportunities after position: LCP, MCVP, IXP, CEEDer & NST.
EB Responsibilities • Local strategy and LC development • Coach members • Participate in team meeting, team day, planning days and BoA meetings. • Build and facilitate local conference.
• Prepare and run transition • Gain and share knowledge at local level • Fill in national survey, report and other doc. • Material, knowledge and information management
LCVP MKT Responsabilities
KPIs
• Delivery and tracking of National MKT Strategy on local level. • Co-creating and providing feedback for National Strategy. • Working with National Tracking tools (MKT, PR, DM). • Education of membership on National campaign and subproducts. • Education and Tracking of Brand Standards: Online and Offline. • Education and consulting of LC members on Marketing: Online + Offline promotion. • Universities Relationship. • Synergy with oGCDP, ICX and TM. • Ensure brand experience quality and positioning. • Responsible for the PR and Digital Marketing of the LC.
• % Planned/Achieved Campaign results • # oGCDP Sign-ups. • # oGCDP In Progress/MA/RE. • % oGCDP Conversion Rates. • # Storytelling collected. • # Publications / Media appearances. • # Inbound content generated. • # Likes, fans, followers, subscribers, reach on social media. • # Universities Partnerships.
Brief of Role LCVP oGCDP is responsible for managing and growing the oGCDP program, “Ciudadano Global”, in their LC. They must set the goals and direction for the program, takes care of all customers in the entire customer flow (OPIPMARECO), and ensure a customer-centric experience for EPs at every stage. To accomplish this, the VP oGCDP must manage teams effectively to handle our customers. The VP must implement and track team minimums, train their Team Leaders to manage their members, and ensure proper education and productivity for every member. Accountable to: LCP & MCVP oGCDP&MKT. Background needed: TLP; Front or back office. Opportunities after position: LCP, MCVP, IXP, CEEDer & NST.
EB Responsibilities • Local strategy and LC development • Coach members • Participate in team meeting, team day, planning days and BoA meetings. • Build and facilitate local conference.
• Prepare and run transition • Gain and share knowledge at local level • Fill in national survey, report and other doc. • Material, knowledge and information management
LCVP oGCDP Responsabilities
KPIs
• Team Management.
• Operations
Management
(EPs
In
Progress,
Development
(Outgoing
Matched, Realized, Complete). • S&S
and
Leadership
Preparation Seminar, Reintegration Seminar).
• Follow up with EPs. • Marketing sinergy – campaign implementation. • Sales Management in universities (tracking and trainning).
• EXPA Management.
• EXPA flow: # OP (sign-ups), # IP, # MA, # RE, # CO (complete), # returnees reintegrated. • Podio flow: # sign-ups, # phone calls, # individual assessments, # IP. • Product management: # of GCDP projects you sell, # of LC partners. • # OPS attendees, # RIS attendees. • # of 16 standards delivered per exchange. • # NPS, % of responses for NPS % of LDM development, % of responses for LDM development. • # of marketing activity, # of social media activity, # of sign-ups.
Brief of Role The LC Vice President of Talent Management is the one that ensure the quality and quantity of the AIESEC experiences, delivering right tools for learning development and increased productivity. Is responsible for the development of the LCs through improving the membership effectiveness (recruitment, education, results orientation, development of exchange culture, quality HR capacity to increase operations). Accountable to: LCP & MCVP TM. Background needed: TLP; Front or back office. Opportunities after position: LCP, MCVP, IXP, CEEDer & NST.
EB Responsibilities • Local strategy and LC development • Coach members • Participate in team meeting, team day, planning days and BoA meetings. • Build and facilitate local conference.
• Prepare and run transition • Gain and share knowledge at local level • Fill in national survey, report and other doc. • Material, knowledge and information management
LCVP TM Responsabilities
KPIs
• Team Minimums Implementation. • “Talento Joven” Recruitment Process (Talent Planning, Talent Marketing & Segmentation, Talent Promotion, Talent Selection, Talent Allocation, Talent Induction). • Education Productivity. • IXP Culture. • R&R. • Membership Retention. • Operations Growth (strategies for Operations Managers). • Board of Leadership Strategies. • Internal Communication (Mail groups, Newsletters).
• % Team Minimums implementation growth • # of TMPs recruited with Induction & EPA. • Develop membership status criteria • # of local conferences realized. • # OPS, RIS, Induction Meetings, EPA, BoL Meetings & Results report implementation. • # HR complet (plan/done). • # exchanges/TMP and TLP. • # applicants for TLP positions.