EMpOWERINGpeople to drive pERFORMANCE

We have our new members….

And now?

Structure

Teams

JD

LEC LEAD

Individual Career Plans

Performance Appraisal

Reward and Recognition

Meet Snoopy!

He is new in AIESEC and confused

about what his next steps

Based on his skills and the human resource need in the organization, we need to assign him a role.

A role that will challenge him and allow him to grow.

A role that respects the TMP&TLP principles and the structure principles.

He will now know what is expected from him and what is his role inside the entity.

STRUCTURE Each team has a purpose

Each team has specific objectives, realistic and measurable

Each team has a specific timeframe (6 weeks – 3 months)

Each team is exchange oriented or supporting exchange

Each team has a set number of members with JD

Each team purpose must be meaningful

Each team member/leader has a JD

Each JD must contain role, activities and responsibilities

Each JD must contain clear, achievable and measurable objectives

Have a team position only if it is necessary

Each team position is unique

Make JDs qualitative

Job Descriptions

Is important for Snoopy to have a space to think of his future in AIESEC and outside AIESEC and connect his individual goals with the goals and on-going

activities of the organization.

I would love to be an LCP as it connects with my dream of becoming

an entrepreneur.

They are a lot of challenges along the way and we are not going to leave Snoopy to face them

alone

Snoopy needs education on specific hard skills, but also on soft skills.

And tracking and support along the way

But sometimes it happens that Snoopy is unmotivated, lazy, doesn’t

complete his objectives, inefficient, doesn’t understand his role, etc.

I think I am allergic to mornings

And at the end of his experience, Snoopy needs to evaluate his performance and to reflect upon his experience. It’s also important for him to receive feedback from the people he worked with.

Role Assignment

Performance

Evaluation

Reward and Recognition

New challenge

Purpose:• Acknowledge valuable individual and team contributions• Encourage excellence and performance• Focus your LC on a certain direction • Create certain behaviours in your membership• Set a standard for the members in your entity

Rewards &

Recogn i t i on

• For all awards the criteria should be settled and promoted for a long period of time in the LC so that the actions of your membership will be directed according to these criteria

• The evaluation criteria need to be transparent and as much as possible based on clear actions and measurable results

• Set examples of behaviours for the prizes you decided• Don’t have more than 1 award per month as it loses importance and

desirability• Use a mix of recognitions (LC newsletter, LCM announcement) and

rewards (1 free exchange fee, 50% reduction at a NatCo)• You can have awards based on team or individual performance, LC

direction or organisational culture (proving the vision and values of the organization )

Rewards &

Recogn i t i on

1. Talk to your EB to establish a clear local R&R strategy for the next 6 months aligned with your local direction

2. Coordinate with VP oGCDP and GCDP/GIPi (an important base of your local R&R should be orientated towards exchange and result achievement)

3. Coordinate with VP Finance for the financial investment (choose rewards that are a further investment in the members and their AIESEC XP such as exchange or conference fees)

4. Establish criteria and prizes5. Promote the campaign to your membership6. Track & Evaluate7. Reward and showcase the successful cases

R&R Step by step

Top Exchanger# RA made, MA madePromoter of the month# attendance to info desks, charlasStart seller# meetings/phone calls made, RA madeSelf sustainable project award# iGCDP project with a positive balanceBest OC team# presence in the LC, % objectives reached

Campaign examples

And because we believe in Snoopy’s leadership potential we are going to give

him the opportunity to discover and develop his inner leader

Purpose:•To strengthen the impact a TLP experience has on the individual•To enable our leaders to be perform ant and achieve their results•To increase the attractiveness of AIESEC leadership opportunities, internally and externally•To enable our leaders to discover their own leadership vision by fostering the inner and outer journey of each leader

LEAD

LEAD Delivery

LDS agendaNatCo agendaASM agenda

LC Visit agendaArea Education Cycle

Individual Learning Plans

Story telling cultureShowcasing experiences

Short term XPGoals orientation

JDs for each positionPerformance recognition

Leadership Learning Circles

MC open officeLC EB simulations

Functional resource centers

Weekly Leadership Corner

Buddy SystemMentoring

ProgrammeOCP transition

National

Local

LEAD•Short term XP

•JDs for each position

•Goals for each teams

•Individual Learning Plans

•Rewards and Recognitions

•Story Telling Culture

•Showcasing Experiences

•OCP Transition

•Leadership (OCP&MM) Preparation