Application Package Round 1

Dear AIESECer,Thank you for taking a look to our NSTs opportunities. For AIESEC in Italy it’s a pleasure to give the opportunity to new people to join our NSTs board and to be open to give more leadership and professional expereinces to people that are interested in giving a contribution to our national network and country. Be an NSTs is not alway easy : that’s why we committed as a team to fully implement Team Minimums for NSTs and to provide a complete and fulfilling experience to all the people that will decide to apply and will be selected. If you have any question regarding the application feel free to contact the MC!

Good Luck

The DDL will be on the 17° of November

Applications must not exceed the 5 pages and font size 18.

MCP Andrea Varotto andrea.varotto@aiesec.it varoz.cmp 3486625921

MC VP F Michele Guidi Michele.guidi@aiesec.it

MC VP OD Guiscardo Urso guiscardo.urso@aiesec.it guiscardo.urso 3491579005

MCVPOGCDP Mariavittoria Pesce mariavittoria.pesce@aiesec.it mariavittoria_ita 3409303216

MC VP iGIP Mariangela Colasanti mariangela.colasanti@aiesec.itmariangela.colasa

nti3403621716

MC VP iGCDP Antonio Schiattarella antonio.schiattarella@aiesec.itantonio.schiattare

lla23385467871

MC VP TM Kristina Rudoman kristina.rudoman@aiesec.it kristinarudoman 3318007361

MC VP PR Gaia Alaimo gaia.alaimo@aiesec.it

MC VP BD Chiara Gianola chiara.gianola@aiesec.it chiara.gianola 3319670257

MCVPOGIP Gianmarco Santoli gianmarco.santoli@aiesec.it gianmarcosantoli 3345739241

MCVP MKTG Maripaz Cano maripaz.cano@aiesec.netmariadelapazcano

herrera3409577651

WHY REGIONAL COORDINATORS & OD Department

The idea of having NSTs taking care of the coaching and consultancy system was born long time ago, before the beginning of the term 14|15. Now looking at how the organization is

evolving and how much we want to take care and support the LCs, with the support of our AI Coach, we created a structure that is meant to provide to the LC a support from a person that

is fulltime hundred percent dedicated to coaching and consultancy. This will allow some MCVPs to fully focus on the development of the area and functional coaching to LCVPs, while the OD department directly tracked by the MCVP will provide daily and full support to LCs. Final structure has still to be defined. Moreover we still want to expand AIESEC in Italy and create a solid base for a well thought expansion strategy and feasibility studies for expanding

all over Italy. The third position, NST OD, will work directly with the MCVPOD for organizational analysis, innovation and improvement and development of the current status

of the area.

MCVPOD

Regional Coordinator

Regional Coordinator

Regional Coordinator

Expansion Responsible

Expansion Responsible

NST Organizational Development

JD & KPIs Requirments & Benefits

Working closely with MCVPOD in analizing the performance of entity, understanding and proposing solutions to solve bottlenecks, support the entity in

terms of internal communication and IM, participating in creation and delivery of contents and

guidelines for innovation, OD department and expansion summits.

#Weekly touchpoints with MCVPOD#Weekly analysis of Org. Performances in 4

programmes#Monthly SONA delivery and analysis#OD Departments meeting attended

#Reccomandations & new strategies proposed#OD Brainstorming Meetings

#Strategies Evaluation & Tracking

• LCP Experience (mandatory)• Good Excel, Photoshop, Mailchimp & Statistic

knowledge• Good analytic skills

• Wide organizational knowledge (AI 13|14, 14|15 strategies)

• High understanding of AIESEC Italy 14|15 strategies

• High level of proactivity• Ability to innovate, work under pressure • Direct and feedback seeking approach• Main benefits are : work closely in OD department gaining national and international

perspective, possibility to apply as MCVPOD, OD department summit (covered my MC), mastering

previous listed skills.

Transition in Nov/Dec., official start 1° of January, workload 20 hours/week.

QUESTIONS

• Create a framework and an innovative way for gathering data on LC level regarding exchange areas KPIs in order to create weekly and

monthly reports for the MC team. (Excel/PPT suggested)• Create a national analysis of forecasted bottlenecks that the

organization could face in Q1. • Define what Organizational Culture is and in which way a no-profit

organization like AIESEC could improve processes in order to have fully implemented the behaviors stated in gen2015 manifesto.

• After checking the Growth Model, propose a development draft of WB clusters for oGIP & iGCDP and a “after WB” structure for LCs

in oGCDP.• Create 2 Business cases based on the current organizational

performances & bottlenecks that you would like to be solved by an external company.

JD & KPIs Requirments & Benefits

Working closely with MCVPOD in delivering the LCD support to specific local committes.

#LC Visits # % of Growth in the specific LCS after the visits

#Local analysis performed#Reports on Local Analysis to LCPs/LCVPS

#Regional Conferences delivered (still to be defined the final strategy, budget and feasibility)

#Bimonthly chats with LCPs#Weekly touchpoints with LCPs

#Reports to MCVPOD #Raccomandations & Tracking of LC performances

# % GM strategies implemented in LCs

LCP Experience (highly preferred)High exchange & TM knowledge required

Basic Coaching skillsGood Consultancy skills

Good knowledge & high understanding of AIESEC Italy 14|15 strategies

Good understanding of GISAbility to solve problems & concreteness

«Implementer» profiles will be highly consideredAvailability to travel across Italy.

Good reporting & communication skills.

Benefits : OD department Summit, LC Visits will be fully paid by MC, mastering Coaching skills, National

Perspective, FACI experience, optional agenda manager experience, Management experience, Communication skills.

Transition in Nov/Dec., official start 1° of January, workload 15 hours/week.

QUESTIONS

• Create a framework for a new CV agenda different for LCs that are in Rising, Potential and Top cluster for more than 1 operation.

• How would you structure an LC supporting system with a full time coach?

• Taken an ideal LC that just became full member create a timeline of the first 6 months (starting from January) with goals, priorities, activities that must happen. Then define the Focus area and the

touchpoints that you will have as coach.

JD & KPIs Requirments & Benefits

Working closely with MCVPOD in delivering the Expansion strategy (Exp. GM) and supporting

Expansion manager in creating new LCs or SUs.

#Feasibility studies done# new expansion

#expansion managers recruited#Reports on Expansions to MCVPOD

#Expansions visits#Bimonthly chats with Expansion manager

#Planning weekends with expansions#Reports to MCVPOD

#Raccomandations & Tracking of Expansion performances

# % GM strategies implemented in Expansions

LCVP Experience (mandatory)Good exchange & TM knowledge required

Good Consultancy skillsGood knowledge

Good understanding of GIS and Growth Model for Potential Cluster

Ability to solve problems & concreteness«Implementer» profiles will be highly considered

Availability to travel across Italy.Good reporting & communication skills.

Benefits : OD department Summit, Expansions Visits will be fully paid by MC, National Perspective, Analytic skills improvement,

knowledge about Italy and AIESEC in Italy, opportunity to create a new entity.

QUESTIONS

• Create an expansion visit agenda.• How would you recruit expansion managers?

• In which cities would you open a new expansion and why?• How would you structure a feasibility study?

MCVPiGIP

National Account Manager

BENEFITS & KPIs

Manage the selection of iGIP Interns for national partners (such as PwC, Nashira Hardmetals SRL, and others). Responsible for the selection of the best global talents among the applicants: from CV pre-screening,

send proposal candidates to the company specifying why you are recommending them, follow up the selection with the company and manage matching procedures.

Become specialist in HR selection for multinational companies

High standards profiles managementNational partners account management,

communication and involvementA CEEDership in AIESEC Italy (Milan) will be

possible from January 2015, after a first evaluation of the work done. The CEEDership will have food

and accommodation covered for 4-6 weeks in Milan.

# Weekly communication (email/chats) with MCVP iGIP# Weekly reporting & accountability to MCVP iGIP & MCVP BD# High quality candidates proposed to the company# Matching time# Applications management# Satisfaction of the national partner

KPIs BENEFITS

JD

•Selection of high quality interns for national TN takers•Management of applications for national TNs•CV Pre-screening and selection of candidates to propose to the company•Selection follow up with the company•Effective communication with company and interns•Matching procedures•Tracking & international promotion of the opportunity to specific country partners according to company requirements

QUESTIONS

• What is your motivation to apply as National Account Manager for AIESEC Italy?

• You will have to manage the selection for multinational companies. What are, in your opinion, the 3 most important qualities of a good account manager? And the 3 most needed qualities from a high quality GIP EP profile to propose them?

• Which will be your main and unique contribution as NST?

Dear AIESEC in Italy,The structure of the TM NST department is changing, we as MC reviewed the priorities and decided to focus on more clear and detailed strategies, that’s why we opened the Talent Capacity and TXP projects plus we decided to keep the Coaching part that was perfectly working. I’m really glad that you’re taking this step for making TM in Italy grow and perform as much as possible, supporting LCs or developing new strategies together with the plenary and me. If you have any question feel free to approach MC or current NSTs!Good luck!

The DDL will be on the 17° of November

Applications must not exceed the 5 pages and font size 18.

MCVP TM

Talent Capacity PJ TL

Talent Capacity TM

Talent Capacity TM

TXP Project TL

TXP Project TM

TXP Project TM

TM Coach TM Coach

JD & ACCOUNTABILITY

Towards LC:1.Deliver National strategies on the Local level2.Collect inputs from LCVPs TM and create a tailored approach to LCs in a cluster (strategies adjustments) 3.Coaching of LCVPs in 4 main directions: Talent Recruitment, Talent Development, Talent Retention and Quality of TMP/TLP4.Provide them with relevant education &Support5.Work together with TM Projects’ teams to ensure co-creation of National TM tools, booklets, guidelines, etc.6.Deliver webinars and facilitate at the conferences (if possible)7.Final responsible of delivery TM Projects presentations during the conferences together with Project team.8.Co-facilitate the transition to TM Leader-successor.

Towards MCVP TM:1.Accountable about coaching and projects’ development2.Delivering inputs from LCs-coachee3.Report on TM Projects development and Coaching calls

Mos & Workload

#Happy Tmers10 hours per weekPosition will start on the 1st of January and last till the 30th of June

BENEFITS & KPIs

All the functional TM team is divided be 3 clusters. Each of the cluster has its particular needs and specifications. Clusters were created by taking into consideration HR capacity and level of knowledge and

alignment with national strategy of LCVP TM (TM Coordinator).Based on this, TM Leader has responsibilities towards LCs and MCVP TM.

•Team minimums•Induction trainings•Leading the team of LCVP TM•Personal coaching from MCVP TM•Professional development in TM area and virtual management

•# of Coaching calls to LC-coachee•# of TMP/TLP in LC-coachee•# of HR in LC-coachee•% of RR in LC-coachee•NPS of TMP/TLP in LC-coachee•# of Meetings for TM Projects•% of Projects’ development•% of TM Projects implemented nationally•# of Webinars/Trainings

KPIs BENEFITS

QUESTIONS

• What is your motivation to apply as TM Coach?• How would you structure the TM Coaching system?

• What are, in your opinion, the 3 main priorities that LCs should have in TM?

• How would you ensure Team minimums implementation in the LC?

JD & ACCOUNTABILITY

Towards LC:Collect inputs from LCVPs TM in order to build good national strategiesDevelop together as a Forse Talent Capacity strategies and present it to plenary and VP TM. Provide them with all materials needed and relevant educationSupport LCVP TM with strategies implementationCreate National Talent Capacity tools, booklets, guidelines, etc.Deliver webinars and facilitate at the conferences (if needed)Co-facilitate the transition to NST successor.

Towards MCVP TM:Accountable about projects’ development & support provided to LCVPsDelivering inputs from LCsReport on TM Projects development, materials development, and webinars/trainings delivery

Mos & Workload

# of TMP/TLP in AIESEC Italy6 hours per weekPosition will start on the 1st of January and last till the 30th of June

BENEFITS & KPIs

Development and delivery of national Talent capacity strategy, coaching of LCs for implementation, provide support and accountability to MCVP ™

Talent Capacity includes: LC structures, HR planning, internal and external recruitment, strategies to increase Talent capacity in LCs, Re-integration and Interns’ Integration, Mini-experience strategies

Team minimumsInduction trainingsLeading the team of LCVP TMPersonal coaching from MCVP TMProfessional development in TM area and virtual management

# of Strategies developed# of Materials created# of HR in AIESEC Italy% of RR in AIESEC Italy# of Meetings with Project Team% of Strategies implemented nationally# of Webinars/Trainings delivered

KPIs BENEFITS

QUESTIONS

• What is your motivation to apply as Talent Capacity Team Leader/Team Member?

• Why do you think Talent Capacity is important and how is it contributing to exchanges?

• How would you structure Mini-expereinces^?• How would you suggest to run internal recruitment?

JD & ACCOUNTABILITY

Towards LC:Collect inputs from LCVPs TM in order to build good national strategiesDevelop together as taskforce, TXP strategies and present it to plenary and VP TM. Provide them with all materials needed and relevant educationSupport LCVP TM with strategies implementationCreate National TXP tools, booklets, guidelines, etc.Deliver webinars and facilitate at the conferences (if needed)Co-facilitate the transition to NST successor.

Towards MCVP TM:Accountable about projects’ development & support provided to LCVPsDelivering inputs from LCsReport on TM Projects development, materials development, and webinars/trainings delivery

Mos & Workload

# of TMP/TLP in AIESEC Italy6 hours per weekPosition will start on the 1st of January and last till the 30th of June

BENEFITS & KPIs

Development and delivery of national TXP strategy, coaching of LCs for implementation, provide support and accountability to MCVP TM.

TXP includes: Team minimums and their implementation, Team activities, Trainings and Coaching, Performance evaluation system, Strategies for improvement TMP/TLP NPS.

Team minimumsInduction trainingsLeading the team of LCVP TMPersonal coaching from MCVP TMProfessional development in TM area and virtual management

# of Strategies developed# of Materials created% of Team minimums implemented in AIESEC Italy% of RR in AIESEC Italy% of NPS of TMP/TLP# of Meetings with Project Team% of Strategies implemented nationally# of Webinars/Trainings delivered

KPIs BENEFITS

QUESTIONS

• What is your motivation to apply as TXP Project Leader/Team Member?

• What are the main pillars of a TXP and what would you suggest to LC that wants to ensure a qualitative TXP?• Which kind of material would you create for LCs?

• Which strategies would you run for improve TMP/TLP NPS?

NCB Chair

GCDP Case Manager

GIP Case Manager

TMP/TLP Case Manager

Dear AIESEC Italy,

I feel very proud to launch this application booklet for the selection of the new National Control Board of the Entity. As AIESEC in Italy we run hundreds of operations at the same time, and the quality of what we do has become crucial for us: to deliver our promises, to take care of our customers as they deserve, to make sure that the students that trusted us to get theirlife changing experience are getting all our efforts to make it happen.

Being part of the NCB means to take an active role in shaping the quality management of a country. It means to stand up in dealing with true international cooperation processes, to use your past experience in dealing with the education and the management of a country, to challenge your knowledge and personality and be the very first actor of this change. You will be asked to innovate, to create, to do something that is somehow new for AIESEC in Italy. If you are reading this, it probably means that you care and you are ready for this step. I wish you good luck and wait for you in the quality management team!

Mariangela Colasanti

-Main responsible for the audit of all our programs, track the accomplishment of minimum standards per program, case solving and NPS strategies-Ensure case management and fire-fighting for eventual complaints-Communicate with ICB and MCVP Operations -LCs Consultancy -Ensure education and reporting to the Entity about quality management strategies and initiatives-Manage the NCB team effectively, ensuring team minimums, common goals and tracking

#Weekly communication with NCB team#Monthly Reporting to MC #Cases solved# Webinars, booklets, trainings# Analysis and strategies delivered# Communication towards the plenary of AIESEC in Italy

KPIsJD

BENEFITS & DETAILS

BENEFITS & WORKLOADInternational relations & effective cooperation

Customer Experience Management mastering & strategic perspective

Virtual & Physical work Involvement in National Conferences

Team Management

DETAILSDATE: 1 Dicembre 2014 – 30 maggio 2015

DURATION: 6 monthsWEEKLY WORKLOAD: 5-8 hours

Accountable to: MCVP Operations, S&S ResponsibleOpen to: AIESEC in Italy current and former LCP – LCVPs

QUESTIONNAIRE

1) What is your motivation for applying as NCB Chair of AIESEC in Italy? What are your expectations from this

experience?2) Why do you think the role of NCB team would be relevant

for AIESEC in Italy?3) Please, provide an opinion about current state of Standards

& Satisfaction Management, knowledge and respect of XPP in AIESEC in Italy.

4) Which initiatives would you like to bring to the country?

-Main responsible for the audit of a specific program (GCDP, GIP or TMP/TLP), track the accomplishment of minimum standards per program, case solving and NPS strategies-Ensure case management at step MC to MC-Complaint procedures support to LCs-LCs individual consultancy when necessary-NPS Cases check -Communicate with ICB and MCVP Operations -Ensure education and reporting to the Entity about quality management strategies and initiatives

#Weekly communication with NCB team#Monthly Reporting #Cases solved# Webinars conduction#Booklets and materials delivery# NCB Wiki updates#NPS Analysis & Initiatives

KPIsJD

BENEFITS & DETAILS

BENEFITS & WORKLOADInternational relations & effective cooperation

Customer Experience Management mastering & strategic perspective

Virtual & Physical work Involvement in National Conferences

DETAILSDATE: 1 Dicembre 2014 – 30 maggio 2015

DURATION: 6 monthsWEEKLY WORKLOAD: 5-6 hours

Accountable to: NCB ChairOpen to: current and former LCP – LCVPs (italian &

international)

QUESTIONNAIRE

1) What is your motivation for applying as NCB Case Manager of AIESEC in Italy? What are your expectations from this

experience?2) Why do you think the role of NCB team would be relevant

for AIESEC in Italy?3) Please, provide an opinion about current state of Standards

& Satisfaction Management, knowledge and respect of XPP in AIESEC in Italy.

4) Which initiatives would you like to bring to the country?

MCVPBD

BD Taskforce Member

BD Taskforce Member

BD Taskforce Member

JD & ROLE

The Task Force BD is a supporting team of the MC VP BD. The mission is to create a solid base of the national selling strategy to boost the performances, have a better understanding of the national Italian market and ensure a continuity in the relationship with the external

world. The ‘task force’ has the role of creating a solid base in the BD area, to shape and to address the national selling

strategy and activities. The role of the task force is to:

Have a deep and clear understanding of the national marketIdentify the right target for our programs and services

Identify the best way to have a clear information management Pilot the usage of a new CRM (data transfer, companies analysis, Business Intelligence,..)

Task force will exist till December. If the profile are evaluated suitable, the JD will changed into

‘NST BD Sales’. The NST BD sales is a supporting entity of the

MC VP BD and of all the MC team. The mission is to enlarge the partners list and increase the

selling activities at the national level. The role of the NST is more operative and focused on the

direct approach of the partners and in the account management.

Market analysis fileKnowledge of a new CRM

Implementation of the CRM

KPIs

NST UPGRADE

WORKING DETAILS

Online jobWeekly chat with MCVPBD

6 hours per week

QUESTIONNAIRE

1. What are the 3 main bottlenecks and advantages of the current CRM?

2. What do you think are the information needed to boost our performances of selling?

3. Which is the best market sector for the Global Talent product at national level?

4. What is the value proposition of Global Talent for a company?

5. Report a GCP of a selling activity from the network where more than 15 TNs at the same TN taker were sold and explain if this strategy can be feasible for our market.

MCVPOGCDP

Team Leader Malta Project

Ceeder - Member Ceeder - Member Maltese Member

Dear AIESEC,The aim of the project is to bring Italian contribution to the WENA Region, to boost GCDP performances in Italy and the region, allowing another Entity to increase impact and cross-cultural understanding through AIESEC exchange .It is an experience highly formative for the CEEDer, that can rise awareness in the participants of the projects about GCDP, WENA and Global Network in processes and collaboration among the Entities. The participants will get to know another reality with related social problems and growth potential, and they will have the opportunity to bring impact in the AIESEC network, being the Italian changemakers for growth.

The DDL will be on the 17° of Novemberv

Applications must not exceed the 5 pages and font size 18.

Requirements:TL - mandatory EB experience (Exchangers and LCP will be preferred)Team member - position available for EB members and TL in exchange areas with at least one term over in the backgroundAll positions are open for outgoing generation of EB and TLCEEDership duration:November 20th - April 30th (end of MA phase)Availabilities:CEEDers that will go to Malta need to have at least 8 days in a row free to go to Malta for physical induction and selling supportBudget:3 flights to Malta are coveredFood and accommodation are provided by MC MaltaThe CEEDer must pay the travel costs from his/her hometown to the airport in Milan or Rome

• Online induction in December and January for MKT segmentation and project definition (personal coaching with LCVP and TL + webinars for all the iGCDP members)

• GCDP Sales to NGO/companies;• Support in development of GCDPi Project with

realization in spring• Support in accommodation segmentation and

research• Deliver physical trainings to ICX members and

Team Leaders• Bring BCPs from your own entity and

experiences• Induction by MC Italy: November 17th -

December 1st + 1day summit on December 10th before national conference

QUESTIONNAIRE

1) Explain your WENA Network understanding and what would be your unique contribution to this project.2) Create a timeline of the project for the months of December and January.For online CEEDers: create a list of weekly priorities for online induction and tracking the months of February and march.For physical CEEDers and TL: create a a list of weekly priorities for the period in which you will stay in Malta. What would you do daily?3) Based on the general understanding of WENA Countries and the Supply and Demand in this region, list the main issues that you think are the most suitable for projects in the region to make sure that GCDP impact is achieved.Question for TL:1) How would you track your team during the 5 months of the project? What would be your main priorities?

AvailabilitiesWhen would you be available to go to Malta and for how many days?Can you afford the travel from your home town to the airport in Milan or Rome?

REQUIRMENTS

Fill the application form1 interview with Italian MCVP oGCDP

1 skype to GTK MCP of Malta and MCVP iGCDP of Malta to be done

1 video of max. 3 minutes to introduce yourself in a funny way

1 recommendation letter from a person that worked with you

1 motivational letter in which you explain why you want to do it and what GCDP meant to you

Announcement and transition

Review Board (Interview plus optional case

study)

Application DDL. 17° of November