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TABLE OF CONTENTS 4 5 6-8 9 10 11
President’s Letter Chairman’s Letter About AIESEC AIESEC Globally in Numbers AIESEC Canada in Numbers External Relations
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National Team
13 Global Community Development Programme 14-16 Global Internship Programme 17 Sales Programs 18-19 Exchange Summary 20-21 Human Resources 22-23 Organizational Development 24-25 Conferences 26-27 Youth to Business Report 28-30 Marketing & Communications 31 32
Year-End Awards Financial Summary
33-34 Board of Directors/ Champions Group 35 36
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Future of AIESEC Sponsors/ Contact Info
2013-2014 ANNUAL REPORT
Empowering Young People for Peace and Fulfullment of Humankind’s Potential
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PRESIDENT’S LETTER Dear Friends and Supporters of AIESEC Canada, Inc.
the status quo. Because our people always believed things could change, we made huge strides in the way we act to achieve our results. Our incoming exchange salespeople booked nearly twice as many sales meetings as they had in the previous term, and our outgoing exchange and marketing teams embraced a culture of synergy that made our outgoing exchange program more accessible, and more connected to the impact young people want to I’ll always be proud of what AIESEC make. Canada achieved during the 2013-2014 term. I’m happy to say that we grew the AIESEC is about developing young organization’s exchange and financial people to become the leaders that the results. Our growth in net income before world needs today AND tomorrow. (and after) strategic expenses was With our #nomorecomplacency stand, particularly strong, and I believe that the increase in percentage of revenue from we reminded young people in Canada every day that we don’t need to acour exchange programs in particular cept that the challenges this country will make the organization continually faces need to remain constant and stronger. Alternatively, our growth in exchanges was significantly more mod- unchanging. I believe we instilled more est. 3% is not a number that particularly young people than ever before with the belief that Canada can change for the excites us. But that 3% does not tell the whole story of the change that took better, and they must be the ones to lead that change. That’s why I’m proud place in the organization this year. of AIESEC Canada, and that’s why I believe you should be, too! Above all else, we should be proudest of the behavioral change we created Kevin Cornwell in AIESEC Canada this year. Our very National President of AIESEC Gen Y mantra of #nomorecomplacency Canada challenged every young person within AIESEC Canada to never accept 2013/2014 Thank you for your support. If you’re reading this, you are already a supporter of the youth leadership AIESEC Canada aims to create. I could go on with this and preach more about why I think this organization is so important, but a wise friend once told me “you’re not 50, so don’t act 50”. Because of that advice, I’ll keep this as direct as possible.
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2013-2014 ANNUAL REPORT
CHAIRMAN’S LETTER Thank you for your continued support of AIESEC Canada. As a supporter, you continue to make a difference in the lives of youth across Canada. Because of you, 2013-14 was another year of success in preparing the next generation of global, Canadian leaders.
ing in our “Youth to Business Forum”, Labatt joining our Business Creativity Competition, and Cenovus engaging our youth in round tables across Canada and the Youth to Business Forum.
As we look forward toward the fiscal 2014-15 year, we see the potenTogether our programs and activitial for explosive growth. Undoubtedly, ties have experienced a strong year. In the 2014-15 year has been set up for particular, the year was marked by an success. On behalf of AIESEC Canada, incredible increase in outgoing exthank you for your belief in AIESEC and change. After re-vamping AIESEC Can- its membership and look forward to an ada’s website and marketing strategies, exciting year ahead! we saw drastic increases in the number of students applying to go abroad in the Anne Huang last fiscal quarter. Chairman of AIESEC Canada In addition, our Skills Development and Conference Program continues to develop. Throughout the year, direct training was delivered to over 1600 members. Once again, our platinum partners engaged in this program with The Co-operators highlighting our Annual General Meeting with their Corporate Social Responsibility Challenge, Export Development Canada participat-
2014/2015
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WHAT IS AIESEC?
Present in
124
countries & territories with over
80,000 members.
AIESEC is the world’s largest student-run
organization. Focused on providing a platform for youth leadership development, AIESEC offers young people the opportunity to be global citizens, to change the world, and to get experience and skills that matter today.
For over 60 years, students involved
in AIESEC have gained skills and competencies through challenging leadership experiences, international internships, and interaction with an extensive global network.
AIESEC CANADA was founded in
1958, with over 50 years of experience in developing in high-potential youth into globally-minded responsible leaders through partnerships with businesses, government, and institutions of higher education. AIESEC Canada is currently present in 30 universities with over 2,000 members.
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2013-2014 ANNUAL REPORT
OUR VALUES
These are our core AIESEC values that we strive to live up to everday. ACTIVATING LEADERSHIP We lead by example and inspire leadership through action and results, taking full responsibility for developing others.
ENJOYING PARTICIPATION
DEMONSTRATING INTEGRITY We are consistent and transparent in our decisions and actions, fulfilling our commitments and conducting ourselves in a way that is true to our values.
STRIVING FOR EXCELLENCE We aim to deliver the highest quality and performance in everything we do, through creativity and innovation.
LIVING DIVERSITY We seek to learn from the different ways of life and opinions represented in our multicultural environment.
ACTING SUSTAINABILITY We act in a way that is sustainable for our organization and society, taking into account the needs of future generations.
We create a dynamic environment through the active and enthusiastic participation of individuals.
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LEADERSHIP DEVELOPMENT TLP TMP A Team Member Programme (TMP) is a practical opportunity for a young person to work as part of a team delivering a specific objective within a defined period. This is done through volunteer positions in our local chapters on university campuses while members are still students.
A Team Leader Programme (TLP) is an opportunity to lead a team to achieve a specific objective while guiding others in their work. Team Leaders can be volunteers leading a team within the Local Committee, or an individual working on the national or international team.
OUR PROGRAMMES
GLOBAL INTERNSHIPS
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GCDP: GLOBAL CITIZEN
GIP: GLOBAL TALENT
A Global Community Development Programme (GCDP) provides opportunities for young people to create direct positive impact through an international volunteer experience abroad.
A Global Internship Programme (GIP) provides opportunities for young people to gain cross-cultural professional development through work placements abroad.
2013-2014 ANNUAL REPORT
AIESEC GLOBALLY IN NUMBERS
5 300 International
2 400
universities
Internships
1 000 000
ALUMNI
24 000
500
International
VOLUNTEER
conferences
EXPERIENCES
8partners 000
124 countries
36 000
LEADERSHIP EXPERIENCES
123 000
MEMBERS
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FOUNDED IN
1958
ACTIVE IN CALGARY CARLETON UQAC CONCORDIA EDMONTON GUELPH HALIFAX HEC KWANTLEN LAURIER
10%
30
IN NUMBERS
UNIVERSITIES
LAVAL MANITOBA MCGILL MCMASTER MEMORIAL MRU OTTAWA QUEEN’S RYERSON SASKATOON
SFU SHERBROOKE TORONTO UBC UQAM VICTORIA WATERLOO WESTERN WINDSOR YORK
2546 913
other (30%) AREA OF STUDY FOR MEMBERS
aiesec members 16%
AIESEC CANADA
leadership opportunities
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arts (9%) science & engineering (9%)
business (49%)
EXTERNAL RELATIONS
9966 alumni members
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national partners
EXCHANGE SUMMARY
463
canadian students sent abroad
91
global talent interns in canada
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AIESEC CANADA
2013/2014 MEMBER COMMITTEE NATIONAL TEAM Aviel Chow National Vice President Business Development Carson Widynowksi National Vice President Outgoing Exchange Seulmi Ahn National Vice President Talent Management Gordon Ching National Vice President Marketing & Communications
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Kevin Cornwell National President Kaylee Muise National Vice President Incoming Exchange Nicole Cliteur National Vice President Organizational Development
GLOBAL COMMUNITY DEVELOPMENT GLOBAL CITIZEN cultural understanding (24%)
GLOBAL CITIZENS SENT ABROAD Our interns in the Global Citizen Program (Global Community Development Program) work in projects that range from addressing universal education, women’s health, HIV/AIDS, to empowering and educating communities regarding sustainability and developing global cultural relations. They develop an international outlook, acting as Canadian ambassadors globally. By engaging themselves in emerging markets they are able to gain relevant skills that are brought back into Canada when they enter the Canadian job market after completing their internship.
other (41%)
top gcdp sub-programs TOTAL: 335
human rights (7%)
career development (16%)
literacy (12%)
OUR SUB-PROGRAMS CULTURAL UNDERSTANDING
ENTREPRENEURSHIP
LITERACY
HUMAN RIGHTS
Teach and raise awareness about global issues to promote tolerance and understanding between different cultures.
Empower NGOs and the private sector in emerging countries through: marketing, finance, human resources, and operations.
Improve foreign language education and teach communication skills to young people in a different country.
Tackle human rights issues through working with women, children and youth in communities abroad.
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This year our interns traveled to different countries. We are seeing an increased interest for emerging countries. As shown in the regional break-down below:
Brazil (12%) India (6.6%)
Taiwan (5.7%)
top countries for gcdp realization
China (5.4%)
Global Citizen: Leaving my intern house in Sotla Village (India)
iberoamerica (28%)
asia-pacific (31%)
europe (22%)
middle-east & africa (18%)
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GLOBAL INTERNSHIP PROGRAMME GLOBAL TALENT GLOBAL TALENT IN CANADA
91
Our Global Internship Program offers rich professional experiences for Canadian students and recent graduates. Participants have the opportunity to explore a new business culture, improve their skills and competencies related to their fields of study, magnified by an international cultural experience. This provides them with a valuable network around the world and enables them to explore a fruitful future career.
INCOMING Internships
NUMBER of INTERNSHIPS by INDUSTRY
education marketing business administration finance human resources nature/life sciences it other
2013-2014 ANNUAL REPORT ANNUAL REPORT 14 2014-2015 14
“I never dreamed my one-year AIESEC internship to Mumbai (Bombay), India would lead me on a personal journey that eight years later finds me running schools for 160 street kids. Thanks to AIESEC, I discovered how one person could make a difference to the lives of many, one at a time.� tania spilchen founder, one! international poverty relief
This year, 127 Canadian interns received placements with our company partners globally, including UBS, PwC, Microsoft, Electrolux and International SOS, or worked for small to medium sized enterprises where they had the opportunity to develop their entrepreneurial and professional skills.
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OUTGOING Internships
These internships took place in 43 different countries including Asia, Western and Eastern Europe, South America and Africa and range from 6 to 18 months.
DURATION OF INTERNSHIPS
12-18 months (9%)
Emerging Markets 2-6 months (48%)
6-12 months (43%)
“This AIESEC internship has been such a blast so far! I’ve met so many like-minded people – it’s so astonishing that we’re all from different countries and cultures. My internship has provided me with challenging work that has pushed me to grow and mature both personally and professionally. If you love traveling to other countries and experiencing a change of culture, and are now looking to develop yourself professionally , an AIESEC internship is the way to go.” ritchie AIESEC Ottawa GIP at John Clements Consultants Inc., the Philippines
Marketing Internships in marketing allow interns to impact global audiences by being a voice for a global organization. They have the opportunity to demonstrate their expertise in connecting communities through branding, outreach, and international relations. Interns develop their skills, understanding and expertise of how marketing works in a global context.
Education Education interns can provide a major impact to local communities by fostering cultural understanding, improving basic work skills, or creating passion for a second language. These opportunities within formal educational institutions are the most abundant and available in the AIESEC network and are important for developing countries as an investment in humanity. These interns develop a global perspective and understanding of educational systems abroad.
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Teach South America was launched on March 15th, 2014 as an initiative to shape the next generation of leaders in four South American nations.
Teach Colombia 1987 Views 479 submissions
Total 2972 views 682 submissions
By sending Canadian students abroad for internships in social entrepreneurship and English education, we were able to work with youth leaders there to address key issues in society. The opportunities offered were the Global Citizen program for Social Entrepreneurship in Argentina and Brazil, and the Global Talent program for Teaching in Colombia and Peru. As described in more detail below:
Global Citizen Program argentina Sub-product: Entrepreneurship In the past year, the Federal Government of Argentina has made a strong commitment to review policies and programs in hopes of unleashing a new wave of entrepreneurs that will bring its capital city (Buenos Aires) back on top in South America to start and grow startups.
brazil Sub-product: Entrepreneurship With the FIFA World Cup and 2016 Summer Olympics coming up in South America’s largest economy, more eyes are on Brazil as their citizens have increased in purchasing power as well as their scene for funding start-ups. Technology is currently the leading industry in entrepreneurship.
Global Talent Program colombia Sub-product: Teaching (6 months) Colombia has experienced intensive economic, social and cultural development for the past decade and has transformed into a major economic hub of Latin American region. This project is one of the top rated ones for interns and also one of the most recommended internships globally.
peru Sub-product: Teaching (3 months) Similar to Colombia, Peru has increased in the need for more English literate citizens as the country is becoming a popular travel destination for English-speaking tourists. Peruvians also find that there are better jobs in the country if they have a better grasp with the English language.
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Teach South America (March 15- June 16, 2014)
985 views 203 submissions
NATIONAL SALES PROGRAM (NSP) AIESEC Canada’s National Sales Program is an opportunity created for AIESECers across Canada to gain access to training. These training sessions allow AIESEC members to interact with business representatives and gain the skills to be successful in sales. By focusing on developing specific competencies and soft skills, members across Canada equip themeselves with the experience needed to engage business in their local communities and co-create mutually beneficial experiences.
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8
national sales summits
185+
in canadian cities
members trained
LOCAL SALES PROGRAM (LSP) The Local Sales Program (LSP) allowed
AIESEC Canada to provide standardized sales training throughout the country. LSPs allowed our sales people to learn skills with the rest of their region, set goals, and track goals. With LSPs being run in Vancouver, Calgary, Toronto, and Montreal, content was brought directly to local committees and provided maximum return on investment. With collaboration from talent management, attendees’ goals were tracked to determine the impact of the program. This year will see the expansion of the program as higher level content is developed and delivered.
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“Do not follow where the path may lead. go instead where there is no path & leave a trail.” -muriel strode
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EXCHANGE SUMMARY
463 INCOMING EXCHANGES: 91 Interns came to Canada from countries highlighted in green. INCOMING & OUTGOING EXCHANGES: 554 highlighted in orange. OUTGOING EXCHANGES:
Canadian interns were sent to countries highlighted in yellow.
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HUMAN RESOURCES
913 1533 200 10 team leader positions
team member positions
lead participants LEAD PROGRAM In conjunction with Member Levels, LEAD is a program offered to the top leaders of our organization throughout the course of their entire role in AIESEC. Partnered with ICA Canada this year, we have been able to provide additional support for our top leaders to achieve maximum leadership potential and impact within their own reach in their local committees. We provide not only theoretical knowledge, but create opportunities for them to engage in these leadership practices, and also design spaces for them to reflect on their own leadership journey and maximize their own personal development experience, as well as the experience of others around them.
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engagement points
The LEAD program focuses on helping AIESECers develop the following skills: Team Management Emotional Intellegence Self-Awareness Driving Growth/ Coaching Personal Effectiveness
MEMBER LEVELS This year we have identified the need for our membership to obtain a more standardized education cycle and training in order to provide the proper support, activity, and focus to drive our exchange programs. The Member Levels is a new learning and development tool adopted by all 30 of our local committees in order to engage the membership with the right type of focused activities that will provide a higher level of leadership development experience for our membership and drive our core programs. On a national scale we are now able to track the activity that occurs on a member-to-member basis and provide a better tailored education cycle to push the organization forward, provide more quality experiences for our membership, and identify our top drivers of the organization.
TRAINED THROUGHOUT 6 CITIES
TRAIN THE TRAINERS (TtT) The National Train the Trainers (TtT) Program was designed to increase the local and national capacity for training within AIESEC Canada. Delegates are guided through a process that enables them to explore their skills as a trainer and equips them with the necessary tools to train others at the local, national and international levels. Members who have been through the TtT program have been added to the National Trainers Pool. This pool can be developed into a resource for local committees to bring in certified trainers that are able to deliver higher quality sessions, improving the capacity for AIESEC Canada to train members.
theory of learning
(TtT) training skills
experiential learning
the program is based on 3 pillars
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ORGANIZATIONAL DEVELOPMENT Organizational Development is overall responsible for ensuring the long term growth and direction of AIESEC Canada. The main component of this is Local Committee Development, which entails designing overarching strategies that guide functional growth in a unified direction. The focus for Organizational Development in the 13/14 term has been on developing a growth model that maps out the phases of organizational development.
AIESEC Waterloo’s accomplishments include:
WATERLOO BECOMES A LOCAL COMMITTEE AIESEC Waterloo officially became
9
students matched to internships abroad
20
members attending conferences
33
Locally engaged students
All AIESEC internships accredited by co-op offfice
an LC at March National Presidents’ Meeting after working for 6 months to achieve that status. Starting in January, AIESEC Waterloo was licensed to facilitate select sub-products in outgoing exchange, successfully matching 9 exchange participants to international exchanges.
The role of the National Support Team in AIESEC Canada is taking on more and more responsibility as the students on this team are an integral part of national training and coaching delivery. This year we had over 80 students work with the national staff to impact our members across Canada!
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GROWTH MODEL
clustering model
One of the main focuses for Organizational Development this year was mapping out Local Committee growth into tangible steps to ensure year over year operational growth.
functional inputs
AIESEC Canada’s Growth Model
uses the Greiner curve to outline the growth plan of a Local Committee and recommends specific focus areas and coaching topics to support local executives to manage growth effectively.
review of indicators
GOAL To demystify LC growth & design resources to support year over year sustainability across LCs
local strategy development
customized national support
performance tracking
GREINER CURVE
red tape crisis control crisis autonomy crisis leadership crisis
Creativity Cluster Activity driven entirely by the executive board; limited membership.
Direction Cluster
Delegation Cluster
Coordination Cluster
Alliance Cluster
Specialization of Team leaders Isolated functional Managing a members in functional empowered to make structure reorganized majority of pipelines & support areas. decision about their func- into collaborative project from partnership with tional area & teams. Finance centralother countries. Executive board ized & based on return on focused on investment projects. MANAGEMENT & STRATEGY.
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CONFERENCES Strat-Tri Congress 61 delegates | Toronto, Montreal, Vancouver, Edmonton The summit equipped members with the skills to plan and execute student recruitment using backwards planning, sub products, and online marketing.
WRC 81 delegates | Saskatoon Delegates explored how to take ownership of their AIESEC experience & how to develop their skills through driving the exchange program.
NST Summit 27 delegates | Toronto Focused on strategic planning and training on coaching to prepare the NST for their roles.
July (2013)
Aug
NSP Summer 4 delegates | Toronto A part of our Sales Development Program which focuses on the sales training of our membership for our Global Internship Program. August NPM 29 delegates | Toronto Centered on management and leadership training for the presidents of the local offices across the country.
Sept
OARC Sept 229 delegates, Toronto Delegates explored how to take ownership of their AIESEC experience and how to develop their skills through driving the exchange program (same for all RCs). QRC Sept 167 delegates| Montreal Delegates explored how to take ownership of their AIESEC experience and how to develop their skills through driving the exchange program.
Each year, the national staff runs a number of confer-
ences across the country in order to deliver high level leadership and functional training to our members. The purpose is to develop their soft skills and improve their ability to run our exchange program throughout their AIESEC journey.
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Oct
Nov
March NPM 30 delegates | Toronto Centered on management and leadership training for the presidents of the local offices across the country.
NSP 50 delegates, Toronto A part of our Sales Development Program which focuses on the sales training of our membership for our Global Internship Program.
NLDC May, 344 delegates | Guelph Focused on skills training such as personal & leadership development, functional skills, and the relevance of AIESEC’s impact in the world.
NST Summit 56 delegates |Toronto Focused on strategic planning and training on coaching to prepare the NST for their roles.
Dec
Jan (2014)
Feb
Mar
Sub-Regionals 70-125 delegates | Windsor, Edmonton, Vancouver Smaller conferences organized by local committees to provide introduction to AIESEC and soft skill training seminars. NC 327 delegates | Toronto Prepared delegates for the upcoming year by giving them customized tools, resources, and strategies to achieve the organization’s goals.
Marketing Summit 58 delegates | Toronto As the first of its kind, delegates were trained in higher level marketing and OGX functions.
Apr
May
June
Marketing Summit 41 delegates | Guelph This summit developed writing, design, data analysis and strategic planning skills for the top OGX and Marketing members in Canada.
NSP 20 delegates | Guelph A part of our Sales Development Program which focuses on the sales training of our membership for our Global Internship Program.
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conferences
cities
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Canada Youth to Business
Forum
KEYNOTE SPEAKERS
Jacqui McGillivray SVP and Chief People Officer of Cenovus Energy
Stephen Graham
Chief Marketing Officer of Maple Leaf Foods
Saad Rafi
Chief Executive Officer of Pan Am Toronto 2015
HOW DO WE WORK TOGETHER TO EMBRACE RISK AND DRIVE CANADIAN COMPETITIVENESS? INNOVATION & PRODUCTIVITY THE YOUTH VOICE MATTERS 26 2013-2014 ANNUAL REPORT
LEGER MARKETING HIGHLIGHTS
MOST APPEALING WORK CULTURES OPPORTUNITY FOR IMPACT (25.7%)
JOB SECURITY (9.3%)
FAST PACED WORK AUTONOMY ENVIRONMENT (3.6%) (7.1%) UNDECIDED (1.5%)
REWARDING FLEXIBILITY ON JOB CREATIVITY RESPONSIBILITIES (8.4%) (10.6%)
LEARNING & DEVELOPMENT POTENTIAL (28.6%)
EQUALITY AMONGST STAFF (5.1%)
MOST ATTRACTIVE VALUES OF AN ORGANIZATION INTEGRITY (49.5%)
INNOVATION (49.8%)
EMPOWERMENT (41.8%)
COMMUNITY (43.2%)
COMMITMENT (37.9%)
DIVERSITY (41.4%)
The Canada Youth to Business Forum brought businesses and students together to engage in an unique dialogue on relevant topics to both Canadian businesses and student communities. On May 9th, 2014, AIESEC Canada convened student leaders from 30 universities across the country for this dialogue with senior business representatives to address the question: “How do we work together to embrace risk & drive Canadian competitiveness?” Youth across Canada spoke and it is our responsibility to take a moment to listen and let it sink in. The landscape of education,skills and talent development is rapidly changing amongst university students. Therefore it is imperative for all areas of society, especially decision makers to understand how to strategically alter their agendas and strategies to better align with the behaviours of today’s youth.
ACCOUNTABILITY (34.5%)
BALANCE (36.5%)
SAFETY (27.6%)
1344
STUDENTS
4 REGIONS
40.9% MALE | 59.1% FEMALE aiesec canada
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MARKETING & COMMUNICATIONS
DIGITAL BRAND REFRESH AIESEC Canada has undergone a significant digital rebranding since January 2014 through the implementation of a dedicated Social Media Management Team and the launch of a new website. The Social Media Team increased AIESEC Canada`s Facebook presence by almost 100% in just five months. The new website has elevated AIESEC Canada’s digital image creating centralized location to educate the public. Google Analytics integration shows that site visitors are engaging with it for a few minutes longer than previously, which is a significant difference in the digital world.
the term LEADS for june 2013- may 2014 319 298 website visitors
18 107
leads generated
14 776
qualified leads
2 040
market qualified leads
929
eps raised
463 REALIZATIONS
OVERALL SOURCES OF TRAFFIC
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Organic Search ie. via earch engine (26.5%) Referrals ie. links on other sites (20.8%) Social Media (7.0%) Direct Traffic ie. manually entered URLs (35.7%) Paid Search ie. online advertisements (7.7%) Other (2.3%)
NEW WEBSITE LAUNCH >> WWW.AIESEC.CA <<
SOURCES OF TRAFFIC
Total of 138,515 visits to the website Total of 963 Leads
Total of 126,853 visits to the website Total of 8000 leads
2% <1%
1% 10%
33%
2013 jan-may
6%
37%
2014
vs. 40%
jan-may
20%
10%
21%
ANALYTICS
19%
>50% of avrg bounce rate audience viewed >1 pg
58,000 unique users logged
48% avrg bounce rate
2.93 pg views/session
2:47 min/session
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Top 5 BAMAs of 2013/2014, ranked in order of importance:
1. http://gostudy.ca/internships/how-one-global-youth-run-organization-can-launch-your-career.html 2. http://www.edmontonjournal.com/Turchansky+Interns+from+abroad+eager+work+learn+teach/9530811/story.html 3. http://www.lesaffaires.com/dossier/stages-en-entreprise/un-stage-a-letranger-un-plus-dans-le-cv/556108 4. http://guelphsustainablesolutions.com/wp-content/uploads/2013/09/collaborate.pdf 5. http://talentegg360.com/?p=3779.
MEDIA APPEARANCES
2013/2014
1
2
3
4 5
during the 2013/2014 year, aiesec canada had 38 media appearances in total.
SOCIAL MEDIA REACH
percentage increase from previous term.
91%
193%
34%
21 002 Facebook Likes
2 408 Average Post Reach
4 963 Twitter Followers
all likes were from organic sources ie. not paid advertising
29 likes/day
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YEAR-END AWARDS
EXCELLENCE STANDARD AWARDS
(BASED ON EXCHANGE RESULTS):
Local Committee of the Year: AIESEC Toronto AGF (Most Improved Local Committee): AIESEC ESG UQAM Excellence in Talent Management: AIESEC UBC Excellence in Outgoing Exchange (GIP): AIESEC TORONTO Excellence in Outgoing Exchange (GCDP): AIESEC MCGILL
Silver: AIESEC TORONTO
Bronze: AIESEC GUELPH AIESEC EDMONTON
Excellence in Incoming Exchange: AIESEC EDMONTON Excellence in Marketing & Communications: AIESEC UBC PwC Financial Sustainability Award: AIESEC TORONTO Outstanding Contribution to National Development: AIESEC CALGARY
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FINANCIAL SUMMARY national development (15.5%) sponsorships & donations (36.1%)
other (1.6%)
strategic planning (1.8%)
other (14.3%)
AIESEC international (8.6%)
REVENUES
EXPENSES
office rent & expenses (9.2%)
programmes (46.8%)
salaries & benefits (46.1%)
communications (4.5%) travel & development (15.5%)
FINANCIAL STATEMENTS Balance Sheet as of May 31st, 2014
Income Statement for the Year Ended May 31st, 2014
Current Assets Cash 849, 396 Receivables 60, 224 Other 3, 425 Investments 316, 239 Fixed Assets 2, 840
Revenues Sponsorships & Donations National Development Program Revenues Other
Total Assets
1, 232, 124
Current Liabilities Payables 260, 863 Deferred Grants/ Fees 251, 804 Fund Balances
719, 457
Total Liabilities and Fund Balances
1, 232, 124
All figures in CAD. All financial data refers to the period from June 1st, 2013 to May 31st, 2014.
212, 919 91, 372 276, 220 9, 202
Total Revenue 589, 713
Expenses Salaries & Benefits Travel & Development Communications Office Rent & Expenses AIESEC International Other
263, 314 88, 360 25, 746 52, 367 49, 264 81, 307
Total Expenses Excess of Operating Revenue over Operating Expense Strategic Initatives
560, 358 29, 355
Excess of Revenue Over Expenditure
19, 083
10, 272
All figures in CAD. Head office audited financial statement are available upon request.
32 ANNUAL REPORT 2013-2014 ANNUAL REPORT 322013-2014
BOARD OF DIRECTORS Anne Huang Chair of the Board HR Business Partner, Telus
Shabir Ladha Partner, Kouri Berezan Heinrichs
Wendy Carruthers Manager, Sustainability and Corporate Citizenship
Christian Fortin Page Blanche Conseil
Alan Middleton Executive Director and Assistant Professor of Marketing, Schulich School of Business
Janel Kirstein Director, Agreements and Tariff Publishing at Canadian Pacific Railway
Jennifer Pendura Group Lead, Community Relations & John Pallascio Investment at Cenovus Energy Vice-President, Special Counsel at Export Andrea Ross Manager of Real Estate Accounting Development Canada at Shoppers Drug Mart Inc. James Price President and CEO, Canadian Laura Turner Stem Cell Foundation VP Marketing, AshCity Worldwide
Ruth Fothergill Head, Corporate Responsibility at Export Development Canada Barry Jarvis President, Diapason Group
board of directors 2013/2014
left to right: Jennifer Pendura, Christian Fortin, Shabir Ladha, Janel Kirstein, James Prices, Barry Jarvis, John Peters, Wendy Carruthers, Andrea Ross, Ruth Fothergill, Anne Huang Missing: Alan Middleton, Laura Turner
CHAMPIONS GROUP Ms. Laura Dottori-Attanasio*
Senior Executive Vice Presdent & Chief Risk Officer CIBC World Markets Mr. Blake Goldring* President & CEO AGF Management Mr. David Hughes* President & CEO Pathways to Education Canada
Mr. Pierre Alary Senior Vice-President & CFO Bombardier
Hon. Dr. Eric Newelll, O.C. LLD Chancellor University of Alberta
Mr. Dennis Deters Senior Vice-President (Retired) The Co-operators
Mr. Chalres Coffey, O.C. Senior Executive (Retired) RBC Financial Group
Mr. Claude Lessard Chairman of the Board, CEO Cossette Communications
*AIESEC ALUMNI
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This is an incredibly exciting time for AIESEC Canada and I am honored to be a part of it. In 2014/2015, the growing strength of our National Partners Group and the new global information system will enable AIESEC Canada to grow by an aggressive 27% this year. With the changes in mind, the main focuses for the 2014/2015 year include: 1.Focusing our efforts on sending interns abroad on paid internships (oGIP). 2.Developing leaders who have the courage and confidence to speak out. 3.Showcasing the leadership development experience of our members. 4.Expanding our offerings to Universities without AIESEC chapters. In the 2013/2014 fiscal year, many pieces were put in place to set this year up for success. We will be sure to make it count and capitalize on the opportunities in front of us. Sincerely, Aviel Chow Acting National President of AIESEC Canada
2014/2015
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SPONSORS Platinum Partners
Gold Partners
Silver Partners
Media Partners
Learning Partners
AIESEC Canada Inc. Suite 402, 161 Eglinton Avenue East, Toronto, Ontario, Canada | M4P 1J5 Phone: +1-416-368-1001 Fac: 416-368-4490 E-mail: info@aiesec.ca Charitable Organization Number 129835872 RR0001 Special thanks to: AIESEC Canada Member Committee 2013/2014 AIESEC Canada Board of Directors and Champions Group, Our 30 Local Committees and their members. Report Created by: Rui Jie Wang, AIESEC Queenâ&#x20AC;&#x2122;s www.aiesec.ca www.twitter.com/AIESECcanada www.facebook.com/AIESECCanada
youth voice amplifiers
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