JD ClarityGIP Quality Strategy

Because the JD is the professional experience we promise to the EP for their leadership development

Because a challenging JD is critical for the outer journey of the EP

The Content

Understanding the issue of JD Clarity

in GIP

Role of Sending and Hosting entity in solving the JD

Clarity issue

Key Activities in solving the issue

Talent Capacity to ensure JD Clarity

What Our Customers Say about the JD Clarity Issue

EPs agree to one JD from the TN form, but actually the JD is different when they begin working, and not something they would have agreed to do

The salary the EP receives is different than they agreed or consistently paid late

EPs’ JDs are not challenging enough or do not include enough working hours, so the EP is not learning and developing

Supervision, training, and

support for the EP in their role

Activities in solving the issue

Implementation of Standards: Accurate JD

Clear salary process that is

always followed

1. Implementation of Standards: Accurate JD

Accurate JD

What?The EP’s JD matches the TN form JD or the realization can be broken and the EP fully compensated

Who?EP buddy ensures the EP’s JD matches the TN form. MC monitors NPS comments to see where JD is an issue

How?EP buddy attends the first day of work with the EP to ensure a clear JD. MC responsible is proactive when EPs complain about JD

1. Implementation of Standards: Accurate JDSuggested content and criteria for checklist

Purpose of Company, Team, and Role

JD explanation and clarification

Timeline of Activities

Goals of the Company and Team

Area of ResponsibilitiesKey Activities

Agenda of activities during the internship

Working Condition and HR Policies

Working HoursVacation Policy

Compensation process

Meeting Supervisor and Team At this meeting on the

first day of realization, go through the TN

form with the company and the EP

to show how each point of the JD will be

lived by the EP

Supervision and

Development

What?The EP has a supervisor who trains them, coaches them, and supports them through their TN

Who?TN Manager ensures this while raising, and EP buddy ensures this upon realization

How?At the first day or work meeting, the EP buddy ensures the EP is clear on their supervisor and what support and training will be provided

2. Supervision, training, and support for the EP in their role

2. Supervision, training, and support for the EP in their role

Purpose of Company, Team, and Role

JD explanation and clarification

Timeline of Activities

Goals of the Company and Team

Area of ResponsibilitiesKey Activities

Agenda of activities during the internship

Working Condition and HR Policies

Working HoursVacation Policy

Compensation process

Meeting Supervisor and Team

At this meeting on the first day of realization,

the EP should meet their supervisor(s) and clarify:

• What weeks of the TN they will receive training in

• How often they will receive coaching and support

3. Clear Salary Process that is Always Followed

Standards Implementation:

First Day of Work

What?The EP understands how, when, and who will pay them their salary, and this is always followed

Who?TN Manager clarifies this while raising, EP buddy ensures it happens during realization

How?Determine in AIESEC or the company will pay salary and when exactly it will be paid

3. Clear Salary Process that is Always Followed

How much will the EP be paid?

Clarifying the salary process

When will the EP be paid (monthly, bi-monthly, etc)?

Who will pay the EP their salary (AIESEC or the company)?

LCs should have a minimum

salary that allows the EPs to afford basic necessities

and decent accomodation

Salary CANNOT be paid late

If AIESEC is paying the salary, the LC must keep enough

financial reserves to pay their EPs’ agreed salaries for at least the next month. These should be treated as restricted funds that cannot be accessed for

anything else.

Role of Sending MC

Set expectations with partner

entities the JD expectations of

EPs (supervision, salary, work/life

balance, etc)

Role of Sending LC

Make sure EP has accurate

expectations about JD, ways that salary could be paid, and how to respond if there’s an issue with the JDetc

If the home LC hears about an issue related to JD,

working with the EP buddy of the host LC

to fix the issue

Role of Hosting MC

Ensure implementation of first day of work

agenda, including going through the JD from the TN form, the

supervision and training plan for the EP, and how salary

will be paid

Have first day of work agenda for EP,

including going through the JD from

the TN form, the plan for supervision and training for the EP,

and the salary process

Role of Hosting LC

Have clear salary process for every EP, keep enough

money to always pay the salary, and never be

late

After realization, ensure the EP is

satisfied with their JD, receiving the

training the company promised,

and being paid correctly

Talent Capacity in JD Implementation

HOW?

STEP 1:

Plan for Capacity for Quality and clear education

content + messages

STEP 2:

Structure, JD and KPI in different LC

Volumes in iGIP

STEP 3:Deliver education

and measure progress

STEP 1: Plan for Capacity for Summer

Use the TM Planning tool to plan

STEP 1: Plan for Capacity for Summer

Here enter number of interns/EPs one member can deliver Eg: 1 member – 3 EPs

STEP 1: Plan for Capacity for Summer

That number from slide 2 will multiply with Re goal you enter for the quarter so you know how many members are needed for

delivery in each programme

STEP 2: Create structures for quality delivery

Structures by Volume of

Realizations the LC does

Customize your structures for the

fruit peak if needed

STEP 2:Structure of an iGIP team to ensure quality with quantity

REFER TO CAPACITY for Quality IMPLEMENTATION – iGIP PPT (For structures by

LC Volume)

Step 2: JD of members in a quality team

JD of Delivery members in the team

During Raising period During Matching period

During Realization

• Ensure clear and high quality JD in a specific product

• Clear expectation setting with company about role of EP, salary and duration of internship

• Visa Support (The key issue is Eps want MORE and ACCURATE information about the process and documents related to visa)

• As soon as matches are confirmed start working on accommodation

• By now accommodation should be confirmed and ready

• Arrange for EP Pick up and integration into the LC and city

• Trainee Buddy assigned for EP

• Induction meeting with EP and company

iGIP L&D for Quality

PrinciplesThe right

message/content

Always message quality with growth or quality driving growth

Quality is embedded into all stages of exchange flow (not just realized)

Quality education is given to all exchange teams however every member in the entity is aware of this and wants to

deliver it

CONTENT PROFILE/TARGET POSSIBLE CHANNELS POSSIBLE TIMELINE

Raising with the right JD, EP Profile and for the right countries

Focus LCs for iGIP – Customize by sub product

LCVPs – knowledgeTLs and team members – training of how to sell

Virtual trainings, GIP Newsletters and videos

Weekly calls with focus LCs VPs and TLs

MAY!!

How to use AND measure NPS – Link it to KPI of delivery teams

For LCVPs and Team Leaders of ALL LCs

Virtual channels, conferences, LC Visits May

Detractor issues – how to eliminate them, who is involved, what synergy is needed, what action steps to take

Focus LCs for iGIP, LCVP iGIP, LCVP TM

Virtual channels, LC Coaching visits, conferences May and June

Quality delivery at realized stage – Accommodation, Logistics etc

Same as above Same as above June and July

CONTENT PROFILE/TARGET POSSIBLE CHANNELS POSSIBLE TIMELINE

EP Integration for iGIP EPs

LCVP iGIP, TL and Team members for iGIP

Virtual and Physical June and July

Effective AIESEC support to EP for anything to do with logistics or JD/with the company

LCVP iGIP, TL iGIP Virtual and Physical June and July

Visa information and support LCVP iGIP, LCVP Finance Virtual May-July

iGIP side should be aware of oGIP process and how to prepare Eps virtually (As a start of EP Integration even

before the realization)