AIESEC Romania Clustering Report

Q1 2013

1. GCDP Incoming Status

2. GCDP Outgoing Status

3. GIP Incoming Status

4. GIP Outgoing Status

5. TMP-TLP Status

1. GCDP Incoming Exchange status - Planned vs Realized year Q1

LC Country

Arad Brasov Bucuresti Cluj Constanta Craiova Galati Iasi Oradea

Pitesti Sibiu Suceava Tg. Mures Timisoara

Planned Realized % Re 161 107 66%

4 1 25% 23 10 43% 34 24 71% 18 18 100% 9 4 44%

12 17 142% 9 3 33%

12 4 33% 16 7 44%

4 1 25%

8 1 13% 3 5 167% 3 1 33% 6 11 183%

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

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Clustering Map

ARBVBUCJCTCRGLISORPTSBSVTGMTM

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.

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.

2. GCDP Outgoing Exchange status Q1

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Planned Realized

2. GCDP Outgoing Exchange clustering

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ARBVBUCJCTCRGLISORPTSBSVTGMTM

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

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.

New initiative GCDP Outgoing

3. GIP Incoming Exchange status Q1

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2012 2013

3. GIP Incoming Exchange status - Planned vs Realized year Q1

LC Country

Arad Brasov Bucuresti Cluj Constanta Craiova Galati Iasi Oradea

Pitesti Sibiu Suceava Tg. Mures Timisoara

Planned Realized % Re

27 14 52%

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5 4 80%

6 5 83%

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1 5 500%

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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

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Clustering Map

ARBVBUCJCTCRGLISORPTSBSVTGMTM

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.

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.

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)

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%.

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

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

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.

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.

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.

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.

4. GIP Outgoing Exchange status

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4. GIP Outgoing clustering

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ARBVBUCJCTCRGLISORPTSBSVTGMTM

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

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.

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..

New Initiatives

» 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).

» 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.

» 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.

» 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).