AIESEC Norway

MC 2012 - 2013 application package

Job Description:

MCVP Organizational Development

Current MCVP ICX GCDP

Diana Draganescu

diana.draganescu@aiesec.no

The person in this position is responsible for developing strategies for LC Development and coaching for AIESEC Norway and ensure the

implementation of the needed TM processes for the organization to develop and grow. The position is both strategic and operational.

LCD – For the LCD part, the main desired outcome from the MCVP OD is the design and implementation of an LCD strategy that will sup-

port the growth of the organization. This translates into the following areas of responsibility:

LC Development strategy

Develop the LC coaching strategy:

Create the JDs of the LC coaches

Create the LC visit plan Track and make sure that the LC coaches implement the strategy

Facilitate good LC/LC coaches/MC communication

Flow down National Strategies

Flow up local challenges

Make sure that the local plans are aligned to the national strategy for 12-13.

Support on Leadership Development on local level

Support LCs EB elections

Compile monthly and quarterly SONA

LC coaching - manage the national LC coaches team and ensure that:

all LCPs are getting right support on Team Management of EB and LC management

all VPs are getting right functional support

all EBs are getting team support

all LCs are getting support towards fulfilling Local Plan

Develop and implement national LC planning and tracking framework (together with MCP and MC team)

Also, the MCVP OD will most probably be LC coach for at least one LC (more LCs can be added if the new MC will decide this is best)

Ensure the development of the LC coaches team

Expanding AIESEC Norway (this applies if the next MC will decide on expansion as part of their strategy)

Run a research on expansion potential

Build the expansion strategy from national level (if we are talking about MC expansion) or support the LC initiatives to expand (if we

are talking about LC expansion)

Make sure that the strategy is implemented

The MCVP OD will be final responsible of the success of the new expansion

TM – In the TM area, the main desired outcome from the MCVP OD is the implementation of the new TMP and TLP programmes and en-

suring that AIESEC Norway has the HR capacity needed in order to support the operations. This translates into the following areas of re-

sponsibility:

Education and conference cycle

Create the conference cycle and the education cycle

Support the LCs in developing their own education cycles.

Make sure that all the Agenda Manager are aligned to the national conference cycle when they build the agendas for the conferences.

Make sure that the MCVPs deliver the proper functional area education needed for the areas to perform.

Position Role

Responsibilities

JD IMCVP Organizational Development 12-13 AIESEC Norway. Page 1

Transition

Build the national transition framework (MC transition – MC to MC),

Give guidelines for the local transitions based on inputs from the functional area MCVPs (LC transition – EB to EB and MCVP to VPs),

Track and make sure (trough LC coaching) that these transition plans are implemented at LC level.

Platform management

Make sure that all the members in AIESEC Norway are taking the right experience on the platform,

Give the LCs (together with the MCVP COM) education on how to use the platform.

Recruitment

Design the national membership recruitment framework together with MCVP Com

Educate the LCs in how to implement the recruitment strategy

Track the membership recruitment in the LCs

Ensure the success of the recruitment through LC coaching support

Evaluate recruitment and ensure that the LCs learn how to improve this project.

LCD

Number of LCs that fulfill their membership criteria

Number of LCV delivered

Overall evolution of LCs compared to past performances (exchange, finance, HR continuity).

Number of expansions that fulfill the criteria to become LCs of AIESEC Norway

TM

Number of TMP experiences delivered, registered on the platform

Number of TLP experiences delivered, registered on the platform

Aligned Education and conference cycle

Number of transition plans implemented (LC and MC)

Number of people recruited vs planned in each LC

Retention rate of the members in AIESEC Norway

JD IMCVP Organizational Development 12-13 AIESEC Norway. Page 2

Measures of Success

relevant EB experience (VP on X areas, TM or Projects)

actively involved in membership recruitment in his/her LC (interviewer, promoter, etc)

facilitator at preparation conferences for more than 30 people

8 hours/day

Full time or Part time

Transition period:

- May 2012 – virtual transition

- June 2012 – transition in Oslo with the MC team 12-13

Work period: 1st July 2012 – 30th June 2013

Availability on weekends for events

Attend all national conferences

Background, skills and experience required:

JD IMCVP Organizational Development 12-13 AIESEC Norway. Page 3

Competencies Personal Skills Knowledge

Resilience Coaching Excellent AIESEC organizational understanding

· The AIESEC Way

· New AIESEC Programmes

myaiesec.net knowledge

Effective communication Planning and tracking In depth understanding of recruitment processes

Commitment to results Analytical capacity Membership Criteria of LCs

Developing others Facilitation Planning methodology

Flexible and analytical thinking Negotiation Basic knowledge of all functional areas

Emotional Intelligence and Inclusive-

ness

Team Management

Positivity

Experience required:

Workload: