EB 2016 Application Booklet - AIESEC in Sucre (2nd Round)
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Transcript of EB 2016 Application Booklet - AIESEC in Sucre (2nd Round)
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: December
6th, 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, 6th of December 2015. You shall send your application and other
materials via e-mail attachment to: Sergio Medina (LCP 2016) at [email protected]
and CC MC Chronos at [email protected].
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 [email protected]
(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,
Matched, Realized, Complete).
• S&S and Leadership Development (Outgoing
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.