operational clusters - may guidelines

Opera&onal Clusters May Guidelines

GCDPi Green

FL, FO, JF, SC, SM, SS, UB

Blue

BH, CA, CT, FR, JV, MA, PA, SL, VT

Yellow

BS, CH, LD, MN, PG, RC, RJ, ST, US

White

AJ, ES, IJ, IT, GV, PC, PE, RP, SO, IN, GO, CR, BA

GCDPi Green

According to what was planned, those LCs have raise a huge number of TNs for the may/june peak. The focus now is on matching all that pipeline of

available TNs for the biggest realizaSon peak of the year. It's important that the green cluster LCs have a fast matching process, so they dont lose Sme

and start focusing on the delivery of the projects simultaneously, considering some projects will start later this month.

GCDPi Green

The NST will have CEEDers in 4 countries(EUA. UK, COL, ALE) that will be

helping with matching, the LCs with giganSc pipelines can benefit from this iniSaSve to facilite their matchs and use part of the HR to focus on delivery. Based on the huge realizaSon expected from those LCs, it's recommended

that they elect their project managers for August projects soon.

GCDPi Blue

In this period, the Blue cluster is quite similar of the Green one. They only different point between them its the RA-‐MA conversion. They blue cluster showed that is too slow in matching process mainly even with the biggest

available pipeline. Therefore, those LCs more than ever must learn managing two process simutaneously 'cause the lack of match from now on its required their contact with NST Coop. Managers and adopt matching

opSmizaSon process.

GCDPi Blue

Also, they project to realize in July and August can't suffer delays due to

their matching focus now. Campinas Joinville and Belo Horizonte have been showing a low

performance compared to the whole cluster capacity.

GCDPi Yellow

The LCs in the yellow cluster, in general, have shown a really good growth in raises, and now they have a good amount of TNs available. Even though their raising performance is considered good, they sSll have a lot to

improve in terms of matching. For the LCs that are done with selling, the ideal is for them to focus their HR in matching, and that they are always

paying a^enSon to the online educaSon iniSaSves and that they parScipate in the match task force iniSaSves created by the NST. For those who have not yet built a considerable pipeline the way is to create projects for june

realizaSon, using the first weeks of may to raise the TNs.

GCDPi White

We are starSng to show our first results in RAs, but we are sSll late! In our current situaSon, it’s already difficult to have a relevant number of

realizaSons in May. So we should be prepared to reorganize our teams and project in order to ensure our results and goals in june.

GCDPi White

Next Steps and reccomendaSons: -‐Individual chats with some VPs to review processes and projects;

-‐NEW (NaSonal EducaSon Week) for White Cluster, focusing on creaSon and management of real projects (most of us are just raising single TNs), sales management final sprint,matching process and team management;

-‐Read White Cluster Summit outputs

GCDPo Green

FL, FO, FR, MA, PA, SC,

US, VT

Blue

BH, CT, ES, RC, RJ, RP, SM, SS

Yellow

AJ, BS, CA, CH, GV, IJ, IT, JF, JV, LD, MN, PC, PE, PG, SL, SO, ST, UB, GO, IN, BA, CR

GCDPo Green

How much is your conversion rate? Can you realize where is the bo^leneck? All the LC's from green clusters are really behind the goals on raising. So stop

looking for excuses and start making it happen.

You have enough applicants, so is your sale is being incisive? Are you contacSng all the applicants in less than 48h? Are making proper follow up

of all the people that parScipated in the Ade/Sales meeSng?

GCDPo Green

Don't forget to work with pre-‐scheduled contract to assure realizaSons for the end of the year.

Are you working with Integrated Experiences? Sales efforts to internal

pipeline are really lower. Besides, it put us closer, as an organizaSon, to our purpose! ;)

GCDPo Green

May is our raising peak, but if you want to realize all of your EP's in june/july

you have to start working with matching as well. Have you seen the InternaSonal RelaSons wiki? There you will find all the informaSon about cooperaSons and the iniSaSves from the team of CooperaSon Managers.

GCDPo Blue

How much is your conversion rate? Can you realize where is the bo^leneck? If you don't have enough applicants, it's Sme to stop blaiming COMM area and start to actually help them. Set a plan of acSon for the month with clear acSvites, DDL, responsibles and goals. If you have enough applicants, is your sale is being incisive? Are you contacSng all the applicants in less than 48h? Are making proper follow up of all the people that parScipated in the Ade/

Sales meeSng?

GCDPo Blue




GCDPo Blue

May is our raising peak, but if you want to realize all of your EP's in june/july

you have to start working with matching as well. Have you seen the InternaSonal RelaSons wiki? There you will find all the informaSon about cooperaSons and the iniSaSves from the team of CooperaSon Managers.

GCDPo Yellow

How much is your conversion rate? Can you realize where is the

bo^leneck? If you don't have enough applicants, it's Sme to stop blaiming COMM area and start to actually help them. Set a plan of acSon for the

month with clear acSvites, DDL, responsibles and goals.

GCDPo Yellow




GCDPo Yellow

May is our raising peak, but if you want to realize all of your EP's in june/july you have to start working with matching as well. Have you seen the InternaSonal RelaSons wiki? There you will find all the informaSon about cooperaSons and the iniSaSves from the team of CooperaSon Managers.

GIPi Green

SM, CH, IT, ST, MA, BH, FL, RJ, SC, PA

Blue

GV, FR, UB, CT, JF, RC, US, VT, FO, SS, JV,

GO

Yellow

PG, PE, SO, SL, PC, CA, ES, IJ, BS, MN, RP, LD, AJ, CR, BA, IN

GIPi Green

HR Resources

-‐ Ensure that by the end of May the team GIP ICX is complete and capable. If not done so yet, remember that it is URGENT. You should have at least 9

members.

GIPi Green

Sales: -‐ Start projects IT / Engineering / Business this month with a minimum duraSon of 4

months. -‐ Have a clear incenSve policy for sales. Recommended challlenges as the naSonal

Sales development program and "Brasileirão" -‐ EducaSonal: Finish Follow-‐ups!!

-‐ Coach with members focused on sustainability of the area (New PMs pipeline)

GIPi Green

Delivery: -‐ Maintain an average of one manager matching every 3 TNs available

(EducaSonal) or 2 TNs Available. -‐ Now is peak EducaSonal Matching with NaSves

-‐ In the case of 5 or more TNs Available: Make a project matching. -‐ Ensure at least one person to work Re-‐RA and account management.

(With experience in sales)

GIPi Green

PR Corner: -‐ PR MUST get local partnership visa

-‐ PR focuses on exploring corporate events to parScipate in AIESEC -‐ If the “Conexão Global” has not yet been done, do it with a focus on IT /

Engineering / Business -‐ Weekly MeeSng for aligning corner

-‐ If PR have low HR, do hybrid members GIPi / PR

GIPi Green

LCs Role Model: @BH and @RJ

GIPi Blue

HR Resources

-‐ Ensure that by the end of May the team GIP ICX is complete and capable. If not done so yet, remember that it is URGENT. You should have at least 7

members. ( 1 Full project)

GIPi Blue

Sales: -‐ Start projects IT / Engineering / Business this month with a minimum duraSon

of 4 months. -‐ Have a clear incenSve policy for sales. Recommended challlenges as the

naSonal Sales development program and "Brasileirão" -‐ EducaSonal: Finish Follow-‐ups!!

-‐ Coach with members focused on sustainability of the area (New PMs pipeline)

GIPi Blue Delivery:

-‐ Maintain an average of one manager matching every 3 TNs available (EducaSonal) or 2 TNs Available.

-‐ Now is peak EducaSonal Matching with NaSves -‐ In the case of 5 or more TNs Available: Make a project matching.

-‐ Ensure at least one person to work Re-‐RA and account management. (With experience in sales)

GIPi Blue PR Corner:

-‐ PR MUST get local partnership visa -‐ PR focuses on exploring corporate events to parScipate

-‐ If the “Conexão Global” has not yet been done, do it with a focus on IT / Engineering / Business

-‐ Weekly MeeSng for aligning corner -‐ If PR have low HR, do hybrid members GIPi / PR

GIPi Blue

LCs Role Model: @JV, @UB

GIPi Yellow

HR Resources

-‐ Ensure that by the end of May the team GIP ICX is complete and capable. If not done so yet, remember that it is URGENT. You should have 5

members

GIPi Yellow

Sales: -‐ Start projects IT this month with a minimum duraSon of 4 months.

-‐ Have a clear incenSve policy for sales. Recommended challlenges as the naSonal Sales development program and "Brasileirão"

-‐ EducaSonal: Finish Follow-‐ups!! -‐ Coach with members focused on sustainability of the area (New PMs

pipeline)

GIPi Yellow

Delivery: -‐ Maintain an average of one manager matching every 3 TNs available

(EducaSonal) or 2 TNs Available. -‐ Now is peak EducaSonal Matching with NaSves

-‐ In the case of 5 or more TNs Available: Make a project matching. -‐ Ensure at least one person to work Re-‐RA and account management.

(With experience in sales)

GIPi Yellow

PR Corner: -‐ PR MUST get local partnership visa

-‐ PR focuses on exploring corporate events to parScipate -‐ If the “Conexão Global” has not yet been done, do it with a focus on IT

-‐ Weekly MeeSng for aligning corner -‐ If PR have low HR, do hybrid members GIPi / PR

GIPi Yellow

LCs Role Model: @SO

GIPo Green

PA, CT, BH, SS, FO, FL, JV

Blue

VT, US, GV, RJ, ES, MA,

RP

Yellow

RC, CA, UB, SM, SC, VP,

LD

White

JF, IJ, BS, PC, MN, PG, FR, ST, CH, PE, SL, SO, AJ, IN, GO

GIPo Green

Regarding the fact that MarkeSng is the growth driver of the cluster, there must be a be^er management of TI and EducaSonal programs, cause all

these LCs has it as a focus. go to Cluster Blue direcSons and you would fine recomendaSosn for raising.

As the number of Available forms is bigger, there must be a stronger tracking on EPs always, rewards and recogniSons to members based on that, if the proper applicaSon is happening and in the proper amount, the

EPs will match, #trueStroy

GIPo Green

-‐ May is the last month for our Raising, if the raising doesn't happen now, the realisaSons wont happen in Q3 and you will only see them on January,

for your succesors mainly. hurry up and select only the best EPs

LC Role Model RA: CT (6 RA TI) LC Role Model MA: PA (15 MA which 6 are already MA or RE)

GIPo Blue

InserSon into IT and EcucaSonal students market is sSll weak. only few LCs are able to raise those EPs, focus on the speficic communicaSon channels you are using with them, language schools, technical schools, specific

classrooms, talk to all faculty teachers, etc, these profiles wont suscribe to the ORS through a facebook campaign, approach must be physical and

specific one2one.

GIPo Blue

Matching must find a way to tracj the EPs in a be^er way, poliScies for stucked EPs, find LCs cooperaSon to ensure fast matching of new EPs and

make sure all members are supportng on matching.

LC Role Model RA: VT (2 RA de EducaSonal e 1 TI) LC Role Model MA: ES (9 MA of old MarkeSng EPs)

GIPo Yellow

Raising performance was very low in April, and there has been a lot of raising on engineers from this cluster, remember that we only raise

Engineering EPs when we have a cooperaSon with an LC of a TN already exisSng. please focus your promoSon on EducaSonal, IT or Management profiles at least, as you have very good universiSes on your ciSes, focus

your promoSon on teachers and faculSes directors, they are the ones who will convince the student to approach you. One2One approach and refferals

is also important.

GIPo Yellow

Matching performance is Ok, however, more specific tracking to old EPs

must be done.

LC Role Model RA: UB (3 RA de TI) LC Role Model MA: CA

GIPo White

Raising is not happening in the last 4 months, which COMM channels are we using to approach our market?

General channels: Partnerships with Junior enterprises, classrooms presentaSons, email markeSng, Stand at the university, Language schools (for educaSonal profiles), Technical InsStuSons (for IT profiles), presence at specific events at the university, Carera global. TargeSng is totally different

from GCDP, approach must be done specifically and one2one.

GIPo White

Commit each member with a personal goal of subscribers, and Raises, so,

you can track be^er the Memmbers raising performance.

LC Role Model RA: CH LC Role Model MA: FR

TXP Green

BH, CT, FL, FO, MA, PA, RC, SC, SM, UB, US

Blue

CA, JF, RJ, SS, VT

Yellow

BS, FR, IT, JV, MN

White

CH, ES, GV, IJ, LD, PE, PC, PG, RP, SL, SO, ST

TXP Green

This cluster has today an average of 44 TLPs. This average must become 64 TLPs by the end of may.

TXP Green

Role Models: @PA – EP manager GIPo / Short Term projects

@UB – Membership Performance Tracking and TM Management @US – Talent Bench / TXP Performance Control (AMT and MyAIESEC) / Corner with Dev

@RC – EB TXP Empowerment @SC – Using EPs in TXPs / ReintegraSon

@BH – Tracking projects @MA – Jovens Talentos Process

TXP Green

Top 3 focus: 1. Strong focus on integraSon of EPs/Interns to improve TLP Performance. Create short terms together with X VPs. Remember: The short terms must generate more X, you must have someone focused on tracking, it must be simple to apply, they must be sold as a benefit for the experience and be

included as part of the process!

TXP Green

2. To consolidate the structure of Project and performance tracking by strong empowerment of PMO Manager and TXP tracker. Guarantee you have a clear

process and the whole LC is aware of it! Start to use this data for strategic decision, sharing with the EB and the LC.

3. Evolve the talent corner must be a priority. Guarantee you are building strategies

together, using the same source of informaSon, have your members working together, the areas responsibility are clearly splited and you have weekly meeSngs

with clear output.

TXP Green

Is expected:

1. 100% of Talent planning fulfilled 2. 100% of TLPs correct at myaiesec and AMT

3. You already have elected your TXP tracker and PMO Manager

TXP Blue


TXP Blue

Role Models:

@JF: TXP Performance Control (MyAIESEC) / Members focused on X / Short Term projects / @RJ: TM Management

TXP Blue Top 3 focus:

1. Strong focus on integraSon of EPs/Interns to improve TLP Performance. Create short terms together with X VPs. Remember: The short terms must generate more X, you must have someone focused on tracking, it must be simple to apply, they must be sold as a benefit for the experience and be

included as part of the process!

TXP Blue

2. Efficiency focus: strong relaSon between TXPs and X by guaranteeing every single TLP launched will have clear return in X. Connect short term

experiences to deliver related deliverables.

3. To consolidate the structure of Project and performance tracking by strong empowerment of PMO Manager and TXP tracker. Guarantee you have a clear process and the whole LC is aware of it! Start to use this data

for strategic decision, sharing with the EB and the LC.

TXP Blue

Is expected:



TXP Yellow


TXP Yellow

Role Models: @GO: Talent Corner (TXP-‐DEV) / Projects control and invervenSon /

Performance tracking/ @BS: Performance tracking / Short Term implementaSon / Jovens talentos

Process / Upsales (TXP-‐TXP) @JV: Intern IntegraSon in projects /Members focused on X / Talent

Capacity / TPP applicaSon

TXP Yellow

Top 3 focus:

1. Efficiency focus: strong relaSon between TXPs and X by guaranteeing every single TLP launched will have clear return in X. Improve members and

projects tracking to guarantee everyone will fulfill their promises.

TXP Yellow

2. Strong focus on connect short term experiences to deliver related deliverables. Connect Jobs before, during and axer X with EPs and with corner membership, so they will perform be^er in less Sme. Remember: The short terms must generate more X, you must have someone focused on tracking, it must be simple to apply, they must be sold as a benefit for the experience and be included as part of the

process!

3. Talent capacity: Focus on intensive growth for GCDP and extensive growth for GIP, guaranteeing both areas will perform. Short terms focused on RAISING!!!!

TXP Yellow

Is expected:



TXP White


TXP White Role Models:

@RP: TXP Performance Control (AMT and MyAIESEC) / Jovens Talentos

Process @IN: EB TM

@SL: Talent Corner

TXP White Top 3 focus:

1. Talent capacity: Focus on intensive growth for GCDP and extensive growth for GIP, guaranteeing both areas will perform. Short terms focused

on RAISING!

2. Shorten SelecSon process to guarantee the areas will be fulfilled in all momments of the year. Start connecSng experiences to improve control

towards the talent pipeline you have.

TXP White

3. Improve performance tracking to guarantee your teams will perform be^er. Work with culture shaping focused on results by strong recogniSon

focused on results delivered. Consolidate the TXP role as intervenor.

TXP White

Is expected:



operational clusters - may guidelines

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