EB2011 AIESECUSMA Incoming Exchange Vice President Daniel Racines

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“Get out of your comfort zone and keep challenging yourself with new obstacles”

AIESEC Central America South

LOCAL COMITTE USMA 2010-2011

INCOMING EXCHANGE VICEPRESIDENT

DANIEL ARTURO RACINES ARAUZ




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LLCCVVPP IICCXX ooff AAIIEESSEECC iinn LLCC UUSSMMAA Name: Daniel Arturo Racines Arauz Contact Details

E-Mail: [email protected]

Gchat: [email protected]

MSN: [email protected]

Skype: racines17

Mobile: 6209-8314

AIESEC eXPerience

Positions

Position Entity Date

Account Manager External Relations May-August 15, 2010

Outgoing Exchange Coordinator Outgoing Exchange August 15 2010 – January 30,

2011

Regional and International Meetings

Conference Role Place Date

Jump 2010 Delegate Jaco Bay, Costa Rica July 21 – July 24, 2010

Max Conference Delegate – green

bananas

San Jose, Costa Rica Oct 29- nov 1, 2010

Academic, practical and professional eXPerience

Studies

Career University Date Key learning

Civil Engineering Universidad Católica

Santa María La Antigua

2009-present Treasurer of the

nominee, summa

cumlaude

Work

Position Employer Date Key learning

Language Travel

Consultant

E.S.L International

Studies

January 2009-July

2010, November 2010 -

Present

Calculating price

offers, assist calls,

selling courses.

Translator Global Medical Training

NGO

August 2010 Translate English

speaking doctors.




1. Analyzing the TN taker flow, which are the main bottlenecks you identify and which

strategies would you implement to improve the overall performance? (Taking into

consideration the delivery we are going to give to our interns and their integration with

the LC).

The main bottlenecks I identify in the TN taker flow are the integration and delivery to the

interns like this question affirmed. In the delivery part, I think is good that each area goes to theairport to pick up the interns but also this area should be able to take the intern to their job in

the first day. Also from the beginning of next year, we should have a spreadsheet with the area

that should pick each intern. For example, intern #1 will be established to an area from thebeginning of the year and so on and not to say one week before you need to pick this intern. Eacharea will have the spreadsheet from the beginning of the year to know which intern to pick in the

year. Like ER will pick intern # 5, 10, 15 and so on. Also the place for the reception party should

be established at the moment of the match and a spreadsheet will be made to control that.Sometimes we wait until the intern to give the flight ticket to establish the reception party place

but having that from before will give a better delivery and will have more time to put the eventfor everyone to go. A reception booklet should be updated for next year and also a video about

Panama. Buddies will be established with more time at the moment of the match. At the end of the

first week, ICX will write to the intern about the delivery and his or her first days in thecompany.In the integration part, first the interns will be told from the moment of the match to go to the

first LCM and global villages. A position between the interns will be open called interns’ voice to

know the interns problems from a voice and this person will help to share new events. A footballmatch between interns and aiesecers will be made. The idea is making events with time. Mix

cultural events with integration events like BBQs but established them from the beginning of the year. Also it will be great that each area is the buddy of a house! The area will be established to

go to a house each two months. A sueter for the interns will be made that says I am an intern

from AIESEC Usma. Invite interns to review boards, introductory seminars with an agenda forthem, etc. Also at the end of their exchange give interns the opportunity to go to another countryfor exchange if the intern wants.

2. Propose a simple model to evaluate partner and intern satisfaction and implementimprovement measures based on the results. Take into account What, When, Who and

How to evaluate.

The model that is now used will be updated if any changes needs to be made.For example, a good model will be an intern evaluation by the TN taker at the beginning of the

internship, the middle, and at the end. The evaluation will not be too long or to short but should

cover the points of performance, attendance, satisfaction and integrity of the intern. Also a spacefor comments will be leave for the TN taker. The intern will also have an evaluation at the

beginning, middle and at the end. This evaluation will include the work environment, respect,motivation, if the assignments are competent and satisfaction. Also a space for additionalcomments.What: The model will be an evaluation by spreadsheet not too short or long and taking care that

both the interns and partners answer it.

When: The evaluation will be in the beginning, the middle and the end of the internship.Who: To both the TN takers and the interns to se both parts of the problem.




1. Make an analysis of ICX processes in AIESEC USMA 2010 in terms of processes,productivity and results. Based on that, create 2 strategies to increase and improve for

2011.

In the analysis of the ICX processes we see a gap in the pre sales because we lack of new tn

takers. Also integration and delivery which is more competent for ICX because this year we have

many complains in this part by the intern. The match process could also be improved. Every TNshould take two weeks to match and in the worst cases 1 month. First, it will be important to look

at the plan from the past LCVP ICX in order to make decisions. Taking all the ICX processes intoaccount I will create the following strategies:

First strategy will be good integration and delivery for the interns that will be based in a project

for the interns to integrate them at the beginning, the middle and at the end of their exchangeswith surveys that will be the health indicators of the exchange XP.Second strategy will be re-raising and this will be ensured by good delivery and servicing. This re-

raising strategy will have a structure in order to look organized and not improvised. This will show

our professionalism to the TN takers and they will go for re-raisings.

2. Quality for interns must be one of the pillars in the ICX team. Design a strategy for

quality where you take into account ICX team, interns, TN takers and the LC members.

Quality is very important for ICX. The strategy will be based in a beginning, middle and endprocedure of the internship. The beginning will be good delivery where the each area will be

assigned to go to the airport and to the company to deliver the intern, the intern will be given a

sueter from the LC, the normal gift with the typical drinks and celphone ship, good pickup withgood representation (we should have a big banner from aiesec usma in the airport), the reception

party will be more planned and the buddy will give any information during the first week. Theintern should go to the first LCM and this will be established from the moment of the match. The

intern will be presented with his or her basic information and a face book picture. The middle of

the internship will consist on events scheduled from the beginning of the year for each quarter,each area will be the buddy of a house (It will be great if each quarter the area is buddy ofanother house to know all the interns), the interns will be invited to events, lcm, review board and

global villages, there will be a position called the interns voice that will help with the problems. At

the end of the internship, the intern will have to talk in the LCM about their exchange experienceor share something else with the LC. Finally, the ending party for the intern. Also at the beginning

and on the reception party a new part will be integrated, the intern will have to write in a letterwhat they want to learn from this exchange and what are his or her goals in the current exchange.

They will only open this envelop at the end of the internship in their last LCM. The intern will have

a survey to measure the quality of the exchange each quarter and the quality of the TN taker atthe beginning, the middle and the end of the internship.

3. Which strategies will you implement to achieve a high quality in delivery and increasing the

involving of the interns with the LC?

For the high quality in delivery, there will be a schedule with the area assigned to pickup every

intern and they should also take the intern to the work the first day. The ICX team will write to

the intern at the end of the week to see how the delivery, the first days and the buddy were. Alsoa better representation in the airport will be made if we have this schedule from before! In the

delivery we will give the intern a sueter saying I am an AIESEC USMA intern.For increasing the involvement of the interns in the LC first each area will be the buddy of a




house and go to the house every two months or more. Another point will be established for theinterns in the match: They should go to an LCM as a speaker and talk about their Xp so far, about

their work or if they want us to learn something new in the end of the internship. The interns will

be invited to review boards, to introductory seminars, events to integrate them, etc. EachQuarter the EB will go to their houses to see if they have any complains. Also will be good to ask

the intern in the match part for a facebook picture and some basic information to share it in theLCM when the intern is being presented.

4. According to the new strategy and structured for ICX USMA 2011, describe yourstrategy to provide an adequate delivery and servicing to our current TN takers.

The new structure of ICX will help the process to be faster since ICX is responsible of both theraising of the companies and the matching. To provide an adequate delivery and servicing first theintern will be picked at the correct time and delivered to the company on time with the person of

human resources. The evaluations at the beginning, middle and end will help to evaluate theproblems of the TN takers and also a meeting will be arrange each Q to evaluate the interns in thecompany, the future products that we will be offering, and the events. It will be better to

establish the amount of meetings throughout the year to be more organized and in those meeting

talk about the future products. If the TN taker asks for another meeting we will ensure that theTN taker has that meeting. Also the possibility to change the intern if the intern that we deliver

didn’t fulfilled job in the company but there should be strong arguments to do that. We need totake big consideration of the starting date of the TN taker at the moment of the match if thecompany wants the intern to start in a specific date we will guarantee that. The servicing part will

be ensured by answering the emails on time, giving the TN taker three CV to decide for each TN,

knowing the birthdays of the human resource manager is important, a spam each Q telling ourgratitude to be partners with the company, inviting the TN takers to the events we have in the year and always keeping in mind that we are at the same level of the company and both parts

should be respected.

5. Please describe your strategy to ensure the Re Raisings of our current TN takers.

To ensure the re-raising of the current TN takers the servicing and delivery by ICX should be atthe top. The intern should be delivered on time and to the person that this intern will work for.

Evaluations should be analyzed and any problems should be solved. Every Q there will be meetings

with the current TN Takers. Also in these meetings the re-raisings will be proposed. The reraising strategy has a lot to go with delivering the product on time, good evaluation of the

product, solving the problem, looking for the small details like sending spams, birthday controls,knowing the profile of the company and asking for the needs of that company. In every Quarter

meeting, AIESEC Usma will ask for the company’s needs or positions or projects they want to

develop, taking care of the dates established between both parts. CONTRACTS!! To ensure there-raising, we should ensure that the TN taker signs the contract and keep control of thesecontracts. If we have problems in the relationship between AIESEC Usma and the TN taker find

the solution.As a conclusion, a meeting each Quarter will be schedule in order to evaluate all the key points ofthe partnerships, solve problems, talk about the servicing and delivery and be able to ask for re-raisings. If two meetings are needed for each Quarter will also be scheduled but not just going so

many times or looking improvised.




Competency Assessment Tool

Global Mindset 360 score: 3.48, Entrepreneurial Outlook 360 score: 3.12, Social Responsibility360 score: 3.28, Emotional Intelligence 360 score: 3.46 and Proactive Learning 360 score: 3.14

Comments

You can expect from Daniel Racines to...

-awarness of others

-he is a great person who would help to make more and better things in AIESEC, to a greater order andachieve compliance goals.

-You can expect a positive attitue, he is a good sales person because he can listen to what others aresaying and will try to improve the performance. If he can, he will use technics to achieve better results.

-I expect that he will become an excellent proffesional in his job and that he will do things the best he

can...-Compromiso al máximo.

But don't expect Daniel Racines to...

-I do not expect that he will be untimely.

-be unpolite , he is always listening others .

-Be an angry person or being unable to adapt to different situations.

-I have been working with Daniel a short time, so I can't exacly say what to don't expect of Daniel.

-Desistir en el camino

Any additional comments for Daniel Racines:

-he is such a capable person...

-Excelente tu integración y motivación en @(AIESEC) Debes asistir a citas de ER para que te logresmotivar mucho más por el área y la organización. Seria genial participaras de OC's para tu desarrollo

personal y profesional al corto plazo.

-I believe that Daniel is a person easy to work with, he is a good listener and can accept feedback. He

learns what you teach him and will take pointers from examples.

-He is a good person and is very cooperative.

EB2011 AIESECUSMA Incoming Exchange Vice President Daniel Racines

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