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Item 2 – Financial status 2011-12 - Year results to date versus budget - Cashflow forecast - New Fk project - Balance - Aged Debtors list Daria BoD, MC Oslo, 05/02/2012 Andreas Sung Unstad Elise BoD, MC Elise BoD, MC 2 ND M ARCH 2012 - 09.00 -13.00 Elise BoD, MCP Andreas BoD, MC Elisabeth BoD, MC 12:00 Item 5 – BoD Nomination Subcommittee - Mandate for the nomination sub- committee towards this year’s AGM 12.35 Item 7 – Board Subcommittee updates - Progress report BoD subcommittees
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AGENDA BOARD MEETING 2 N D
MARCH2012 - 09.00 -13.00
Time Item Responsible Participants
09:00 Welcome and approval of calling, agenda and
previous minutes Elise BoD, MCP
09:15
Item 1 - Operational status update
- Organizational Health
- People
Elise BoD, MCP
09:45
Item 2 – Financial status 2011-12
- Year results to date versus budget
- Cashflow forecast
- New Fk project
- Balance
- Aged Debtors list
Meda BoD, MC
10:15
Item 3 – Last four months of MC term
- Presentation of 5 focus areas of last Board
meeting
- MC-LC relationship development
- How to ensure successfull end of term and
goal achievement?
- Discussion on MC plan to ensure
continuity in the transition period
MC BoD, MC
11:30
Item 4 – Planning process 2012-13
- Proposed timeline of planning
- Short term vs long term planning
Elisabeth BoD, MC
12:00
Item 5 – BoD Nomination Subcommittee
- Mandate for the nomination sub-
committee towards this year’s AGM
Elise BoD, MC
12:15
Item 6 – MC and Board cooperation
- Global Talent run through
- ACHIEVE
Daria BoD, MC
12.35
Item 7 – Board Subcommittee updates
- Progress report BoD subcommittees
Andreas BoD, MC
12:50
Closing
- Feedback to the meeting
- Advice to management
Elise BoD, MC
Oslo, 05/02/2012
Andreas Sung Unstad
ITEM 2 – Financial status 2011-2012
Comments to Financial Statements
Comments on the Year results to date versus budget (general costs):
Income:
July-January
Planned
July -January
Actual Difference
Total Incomes: 1.818.630 1.790.633 - 27.997
Total Costs: 1.679.956 1.584.160 - 95.796
Net Income After Tax 138.674 206.474 67.800
Incomes:
Income:
July-Oct
Planned July -Oct Actual Difference
MC: TN Raising and Matching fees 32.000,00 24.000,00 -8.000
MC: TN Monthly fees 180.105,81 186.534,37 6.429
MC: Fk Monthly fees 0,00 0,00 0
MC: TN extension and cancellation 0,00 0,00 0
MC: EP raising fees 25.600,00 22.400,00 -3.200
MC: ER revenue 40.000,00 0,00 -40.000
MC: Conferences (delegate fees,
etc)
0,00 0,00 0
MC: Alumni Donations 0,00 0,00 0
MC: Sponsorships 0,00 0,00 0
Fk grant 985.144,89 985.144,89 0
EVS grant 178.335,00 178.335,00 0
LNU grant income 0,00 0,00 0
Affiliation fee from LC's 217.096,94 217.096,94 0
Service fee from LC's 89.461,38 89.461,38 0
ERMF 70.886,21 49.967,33 -20.919
Incomes from interest rates 0,00 0,00 0
Other incomes 0,00 37.693,41 37.693
Total Incomes: 1818630 1790633 -27997
A minor positive deviation on the income side was cause by the servicing fee received for 1
intern (Dorin) that initial was planned to be AIESEC Bi intern and by the overachievement of
the goals in GIP area. The difference is also caused by the CFengine debt (4 months fee for
Elena) due to VISA challenges with 1 intern (Elena).
The positive deviation under other incomes is represented by interest rate received in Dec
2012, which was not planned.
Regarding the negative deviation on TN Rasining fee is was caused by the 2 TN raised at
Rubrikk.no, 1 of the interns will come later than planned (so the invoicing will happen later)
and one of the interns was not selected yet, so the process was postponed.
Related to the EP Ra, the small underachievement is caused by one EP being raised by
AIESEC NHH and not AIESEC Norway, during last summer.
The underachievement of 40.000 NOK in the ER area is related to no results in the ER area
for the MC. The ERMF (Exchange and Revenue Management Fee) underachievement is a
result of the LCs goals underachievement.
As a result at the end of January, on the incomes side we have a negative deviation of almost
30.000 NOK. Our assessment is that we will cover some of this gap in the next months, as a
result of our GIP ICX goals. This issue will be taken in the Management Team meeting the
week after the BoD meeting and we will come up with a plan to cover a part of this gap.
Expenses:
Income:
July-Oct
Planned
July -Oct
Actual Difference
Employee costs (excluding Fk) 198.581,76 194.331,76 -4.250
Office related costs 65.996,90 39.846,42 -26.150
Accounting and Auditing 57.976,00 52.723,78 -5.252
AI fees 76.806,11 75.419,76 -1.386
Travel, Conference and Seminars 65.756,00 47.238,76 -18.517
LC visits and related costs 11.200,00 6.120,21 -5.080
New LC investment 8.000,00 0,00 -8.000
Internal projects and operational costs 14.800,00 2.636,50 -12.164
Fast Match reimbursement 29.781,25 0,00 -29.781
Fk project costs new project(excluding employee) 582.687,50 450.678,22 -132.009
Fk project costs old project(excluding employee) 202.211,50 189.561,89 -12.650
Fk employee costs new project 175.000,00 171.374,77 -3.625
Fk employee costs old project 92.749,36 92.749,36 0
Fk unused money new pj 0,00 135.634,51 135.635
Fk unused money old pj 0,00 0,00 0
EVS project costs (excluding employee) 23.153,45 11.334,78 -11.819
Allocation for future losses on claims 21.000,00 21.000,00 0
Other costs - not planned 0,00 0,00 0
Total Costs: 1.625.699,83 1.490.650,72 -135.049
On the cost side there have been some deviations in the office related costs as we are still
having challenges with the change of address (the new office) which are causing delays in
receiving the bills for phone. In this category we have also underspent on accounting costs for
Dec and January and overspent on office equipment (due to the moving to the new office, and
the cost associated to this).
Related to the phone costs (office related costs) our assessment is that they will not exceed
the budget.
When it comes to the accounting costs starting from Feb we will not pay anymore for the
external accountant. Anyway there will be a monthly cost of approximate 1.000 NOK
(divided between AIESEC Norway costs and Fk costs) related to the year licence for the
accounting software.
During this month’s we have saved on office materials, branding and representation and
travel costs (both local travel and LC Visit), anyway some of this costs (especially LC Visit
related costs) were postponed for the next month (February).
Regarding the Fk and EVS underspending, the costs were postponed for the next months and
some of them already occurred in February.
As a result at the end of January we are planning to save around 120.000 NOK on the costs
side, compensating a part of the underachievement of the Incomes goals.
Fk budget 10-11
FK
budget
Actual
costs Difference
NORTH-SOUTH PARTICIPANTS 520.000 488.840
-31.160
SOUTH-NORTH PARTICIPANTS 503.600 525.070
21.470
General costs 587.200 596.888
9.688
TOTAL OF GRANT 1.610.800 1.610.798
-2
The final audit was approved by Fk, and in the end we have agree to not pay back any
difference to Fk.
Fk budget 11-12
Total granted for period July- January 757.687
Total spent 622.053
Total postponed 85.634
Unused money 50.000
Regarding the Fk new project costs, we are on track with most of our expenses. We have
overspent on insurance (32.000 NOK).
The postponement costs are related to internet and phone cost for which we are still waiting
for the bills, some travel costs and salary costs.
Regarding the unused money a part of them are related to the preparatory seminar (32.000
NOK) and a part are related to the partners meeting; we are planning to use this money to
cover the extra costs related to insurance. We still have to get the Fk approval for this.
Comments on the Cash flow:
Monthly Cash Flow Oct Nov Dec Jan Feb March April
Incoming cash flow 725.108 198.474 157.787 669.025 266.499 354.999 990.202
Outgoing cash flow 224.107 149.557 718.912 369.759 -403.137 -557.657 -458.022
Net Cash from Operations 501.001 48.917 -561.125 299.266 -136.638 -202.658 532.180
In terms of cash flow there are no major deviations from the initial planned. In the last month
we had positive net cash from operations, due to:
- Fk grant – second transfer
- Exchange realizations and raisings
- Decrease/no costs in the Fk project 10-11
December has a negative results, mainly due to high Fk costs, that were postponed from the
last months (both in Fk new and old project). High costs related to home- host country travel,
in the new Fk project.
If it is to compare the cash-flow with the budget, the main deviations are caused by:
- Some incomes from interns paying back the loan and from Telenor (internet
company, that have paid back a debt from August 2011)
- VAT payments
For the next month (Feb and March) we are forecasting negative net cash from operations, as
a result of the increasing costs in the Fk project, mainly related to the 15 salaries for the
participants and the country transfers. A considerable influence will also have the 2 extra
salaries at MC level, for the part times positions.
From April onwards we are forecasting a positive monthly result as a consequence of the Fk
grant transferred and planned exchange results.
Age debtors’ lists:
We are on the track with receiving the incomes from the companies, in general there have not
been any major deviation related to this.
Still there is one challenge with one of our interns Elena (at CF engine) that didn’t receive yet
the work permit (started her internship in July). As a result the company refuses to pay the
monthly fee till she will get all the legal documents. They haven’t paid the invoices from
October onwards. We are communicating with UDI and trying to solve the issue as fast as
possible.
Financial statements and audit report for 10-11 term:
We have finalized the audit report for the 10-11 term and submit to AI and Altinn. You can
find attach the audit report, the balance sheet and profit and loss for 2010-2011.
ITEM 3 – Last four months of the MC term
MC Norway focus areas
After last Board meeting, the MC decided on
taking actions on defining what should be focuses
for the last 6 months of our term. In the following
you will find the output of those discussions and
that was communicated out to the country at
UNITE 2012 in January
United Leadership:
The MC and LCP elect and current to work together for achieving our common
ambition
The main goal of this project is to ensure that there is a clear way of working together
between MC and LCPs and that we all have the same understanding of the governance
structure of AIESEC Norway
5 star EBs
Each LC of AIESEC Norway to have a complete EB elect team that are prepared for
taking their LC and AIESEC Norway forward
The main goal of this project is to ensure that all LCs have new Executive Boards and that
they are prepared of their role through education and a qualitative transition
Finance for the future
Each LC to have minimum 5 months of operational reserves or 5 months of secured
income by contracts by 1st of July 2012
The main goal of this project is to ensure that LCs are starting to generate revenue through
GCDP OGX and GIP ICX to ensure that by the end of the term they are financially
sustainable for at least the next 5 months to come.
People to perform:
Each LC to have a minimum of 5 members that are staying also for the next year in
AIESEC excluding the Executive Boards
The main goal of this project is to ensure the continuity of the LCs by having at least 5
experienced members continuing also in AIESEC for the next year (EBs are not included)
ACHIEVE IT
Each LC to achieve 100% of their new, realistic exchange goals for the term 2011-
12
What has happened since December 2011?
United Leadership:
The following actions have been taken in order to change the relationship between MC and
LC:
UNITE 2012: MC and LCPs spent 1 day together to feedback each other and
evaluated our failures and successes in our working relationship up to that date
UNITE 2012: Alignment of understanding of governance structure of AIESEC
Norway
Elise was very much involved in supporting the MC and being physically present at
UNITE together with the MC and LCPs
All MC VPs and LCPs have had individual meetings with the LCPs to establish
working relationship
MC and LCPs have agreed to meet as a National Leadership team with set agenda and
those meetings will be arranged after Andreas and Elisabeth Weckner are returning
from Hungary
Reinforcing of MC role and LCP role to avoid miscommunication and alignment
between MC and LCPs.
Finance for the future:
The following actions have been taken in order to ensure 5 months of reserves of LCs by 1st
of July 2012:
Resetting LC goals in order to be able to make realistic revenue projections
MC management team will start to track finances in LCs better to ensure that we have
are following up on it
Sales campaign have started in all LCs as well as OGX promotion for the summer
realization peak of 2012
People to perform:
The following actions have been taken in order to ensure that all LCs have a minimum of 5
members that are staying in AIESEC also for the whole next year.
All LCs have done membership recruitment and finished the induction of the
members
The MC has been supporting the LCs in the whole membership recruitment and also
taken part in all the induction seminars of the LCs
The MC has done LC visit and functional training visits to induct the new members
Each area has now started to work on the exchange projects for the summer
realization.
5 star EBs:
All LCs (expect AIESEC UiB) have elected their new LCP elect for the next term
AIESEC NHH: Øyvind Solberg
AIESEC UiO: Ana Padrao Rocha
AIESEC BI: Johannes Wang
AIESEC Trondheim: Vegard Amundsen
All LCs (expect AIESEC UiB) is releasing their EB application these days and are
expected to have EB selection done by middle of March
AIESEC UiB is expected to have their LCP and EB elections in March
The MC is working together with the LCs on developing framework and guidelines
for transition in the LCs
ACHIEVE IT:
All LCs have revised their exchange goals as a result of the conversations and
decisions made post last Board meeting.
LCs have now started activity towards their new exchange goals
MC is working with support of LCs in functional areas
MC is working with promotion strategies and media for both ICX and OGX to
support the new goals of the LCs
MC-LC relationship development
Since last Board meeting, the MC has taken actions in improving the MC-LC relationship. As
listed above, there has been several actions taken and the MC has taken this as one of their
main priorities post last Board meeting. After the Board meeting we changed the objectives
of UNITE to fit the action steps that we wanted to take with the MC and LCPs and we made
space for feedback session as well as presentation of the governance structure of AIESEC
Norway.
In addition we reinforced the role of the LCP and NEB to ensure that there we as leaders of
AIESEC Norway were on the same page. As the main take out of the conference the MC and
LCPs are now much clearer on what are the actual roles that MC and LCPs should play in
terms of governance and working together. Secondly we also realized that we had to take
actions in setting working relationship between MCVPs and LCPs as well as have a more
open and clear communication within the MC and vis-à-vis LCs.
As a general assessment, the MC feels that the working relationship has improved due to the
actions taken and that further follow up is required to ensure that it will continue to develop
in a positive direction. The MC has after advice from Elise and the Board decided to meet on
a regular basis as a team from March and onwards to ensure that we are constantly working
on improving our understand towards each other.
Furthermore the MC is, as part of the goal of United Leadership, focusing on developing and
aligning the MC elect and the LCP elect team already now. This includes a stronger
transition, more leadership from MCP elect in the period before term starts, MC VP elect and
LCP elect are all going to an international conference together in April and ACHIEVE 2012
to be used to setting the common direction for the term 2012-13.
How to ensure a successful end of the term 2011-12?
As the focuses are set for the rest of the term, the MC would want to use the Board meeting
to have a discussion around how to work with the LCs in the months to come that includes
exam periods.
Secondly, the MC would like the perspectives from the Board on which approach to take in
the last months in order to ensure that the LCs are achieving not only exchange results, but all
5 goals that we have set together.
Questions to take into consideration?
How to motivate our members in exam periods?
How to balance between achieving now and preparing for the next term?
How to use ACHIEVE conference as a main event for motivation and trigger for the rest of
the term?
How to ensure that the MC team is finishing our MC experience on a high note and a feeling
of satisfaction?
How to utilize the elected EBs, LCPs and MC to achieve our goals for the rest of the term?
MC transition 2012
The main objective of the transition is to give to the new MC team the following:
- MC preparation
o Picture of AIESEC Norway in the present context and a bit of understanding
about the past
o Way of working with the LCs and LC reality
o Organizational understanding
- Functional preparation
- A set of skills we believe will help them to perform faster in their term
The transition will be theoretical combined with a lot of practical time/space where the new
MC will be able to think about how they would want to build and run certain processes,
projects, national plan, etc.
These are the main blocks and their objectives:
Functional MC
transition
Each MCVP elect gets the functional preparation needed from
MCVP current
Each MCVP elect knows the reality on their areas
Team formation The new team has time to get to know each other
The new team has time to start building their team identity
Logistical aspects
The new team has time to solve all the logistical aspects of
them moving to Norway
Organisational
Understanding
Bring the team on the same page regarding the understanding of
the organization
The team learns about AIESEC Norway history
MC role
The team understands the role of different entities in AIESEC
Norway (BoD, MC, EB, NEB)
The team understands how to build a MC plan and how to work
towards achieving this plan
The team has time to actively work on their plan
Skills building
The team receives a set of trainings designed to prepare them
for their term - trainings that we feel are useful for the future
MC team
Living in Norway The new team gets some useful pointers about how it's like to
live in Norway
The specific sessions for each block are the following:
Main block Sessions Theory objectives Practice
Responsible
from MC
Organisational
Understanding
AIESEC Way Dasha
AIESEC 2015 new MC understands the 2015 theory Discussions around how they
can implement it in @Norway
Stava,
Andreas
AIESEC Norway
yesterday & today
new MC gets to know the history of
AIESEC Norway and the current reality / Andreas
PLATFORM +
AIESEC 2015
new MC gets to know how to work with
the platform (if needed)
Put the new MCVPs in the
proper stage on the platform Daria
MC role
Explanation of MC
role in AIESEC
Norway - governance
session
new MC understands the roles of
different entities in @Norway
Discuss around how they want
to work with BoD, LCP, NEB,
LCVPs
Andreas, Elle
(involved in
the creation)
MC national plan What should the national plan contain? -
how to start working on it (specific tools)
Discuss about their own MC
plan -> how should they build
it/work with it. Offer space
where people can also build
their own basic tracker. Space
for them to establish team rule
and way of working
Andreas,
Stava
MY MC year new MC understands how their year will
look like
discuss around : how to deal
with exams period, dark ages,
international conferences (IC)
Beata
Working with the LCs
new MC understands the way of working
that we had with the LCs and the reality
of each LC
discuss on how to work with
their LCs, who should be LC
coach, for which LC, LC visits,
Didi
Managing conferences new MC understands what conference
and agenda management imply
decide on the conferences
(agenda managers/conference
managers)
Didi
Task-forces in the MC new MC understands how we worked
with TF
discuss around if they want to
work on the same structure/how
to do it
Elle
Finances in the MC new MC understands how the MC
budget looks like
discuss around how they should
work/ stay informed about the
financial issues of the MC. Talk
about salaries
Meda
FK project new MC understands the history of the
FK project and the current status
discuss on how the new MC will
work with the new FK project Meda
Functional areas for
everyone [OGX, ICX,
LC F, Recruitment,
Comm, Alumni]
new MC understands how the areas work
in AIESEC Norway (the reality in each
of them, challenges, opportunities)
discuss about improvement
ideas in all areas.
each MCVP
on her area
MC sharing MC - MC sharing experience /
Functional MC
transition
VIRTUAL transition -
Before coming to Oslo New MCVPs undertsand how the
functional area work in AIESEC Norway
- they understand the current context and
how people work in each areas
Here it can be included
practical working: MC elect
and MC current do research
together
Each MCVP
resp. for the
transition plan
on his/her area Face 2 Face - After
arriving in Oslo
Team formation
Team
Building/Treasure
Hunt
team building + get to know oslo we need to make a treasure
hunt :) Dasha, Stava
MC Night out team building
go out once a week together -
give new MC space to go out by
themselves
Beata, Stava,
Andreas
Team Identity team building
team logo/roll call/ T-
shirts/shout/whatever crazy
idea they have
Dasha, Stava,
Elle
Belbin test for the new
team
team building and understanding each
person in the team
new mc takes the test - Elle
decides how to use it Didi, Elle
Meeting the EBs (team
building with LCPs,
team building with
functional VPs)
team building with the EBs / Didi, Andreas
Elect MC cabin trip team building / Elle
Skills building
Time management new MC understands the time
management theory
personal effectiveness -> start
working on a tool that can help
them manage their time better +
set some personal objectives for
what they want to do in their
free time
External
Coaching
new MC understands what coaching is
and how to actively use it with their
teams/lcs
simulation External
Emotional intelligence new MC understands what EI is how to
use it in practice External
Planning what is planning/planning tools,
elements
discuss about their planning
process and how they can work
with the LCs in their planning
process
External
Facilitation how to facilitate, training, team meetings simulations External
Logistical
aspects
work permit
/
Andreas & Elle will take them
and ensure that they will get all
the papers they need
Andreas,
Meda
tax card
visa (if not from EU)
bank account Stava will take them to open a
bank account
personal doctor Beata will take them to see
where their doctor is
Living in
Norway
Where to buy cheap
food
/ Didi & Stava MC members
where to buy
subscription cards for
transportation
phones, address from
home and office,
transportation around
the city
The individual transition plans are now in the making and will be done by each MCVP latest on the
5th of Mach. The timeline for the individual transition is:
Virtual transition 9th March – 1
st of June
Transition in Oslo:
o For MCVP Finance and ICX GIP – May – June
o For the rest of the MCVPs - June
The team transition will start in June and will happen throughout the month in Oslo.
ITEM 4 - Planning process MC 2012-2013
First draft of AIESEC Norway Planning Process
This is not a final planning process, but the framework and thoughts are coming from
Elisabeth Weckner, MCP elect 12-13.
Before and during ACHIEVE Conference (April 2012)
1. AIESEC’s Essence and Progresss
Why: All the members of AIESEC Norway to be on the same page on:
- What is the core of AIESEC (AIESEC Way)
- What is the global direction (progress) of AIESEC (AIESEC 2015 towards BHAG)
When: during ACHIEVE (April 2012)
2. Current State Assessment
Why: For us to understand how we are currently doing, what kind of impact AIESEC
Norway is having on our stakeholders, and how we are performing in terms of the impact we
want to have. (Goal achievement, delivery of AIESEC experiences, quality of experiences,
health of the organization)
How:
- Survey our participants/members/leaders through Net Promoter Score (NPS)
- Showcase stories from previous members
- Analysis of numerical performance
- Analysis of market share
When: data collected before Achieve, and used during the conference (March 2012)
3. External Reality Assessment
Why: To understand some key trends and competitors in the Norwegian market (student,
corporate sector, volunteer sector etc.)
How:
- Use alumni and externals before and during the conference to give input to AIESEC
- Use other student organizations as examples for how AIESEC can work, and how we
can collaborate
- Competitors’ analysis
- Analyze biggest sectors and their trends
- Analyze general trends among youth in Norway
- Use examples and good case practices from other AIESEC countries
When: data collected before Achieve, and used during the conference (April 2012)
4. AIESEC Norway Direction and Relevance
- AIESEC Norway knows its relevance/its mission within 2015
- AIESEC Norway has it’s ambition for the term 2012.13 (connected to the longer
ambition)
- AIESEC Norway has it’s focus areas/main drivers for the term 2012.13
When: during Achieve
After Achieve
April and May:
- Individual transition for EB and MC
- Further research and exploration of how LCs will contribute to ambition
- Education to EBs (externals involved in education)
- Preparation and functional strategy development
June or July:
- Functional meetings: development and consolidation of strategies
- LC planning (LCs to include all their projects/initiatives and have goals for the term)
- MC planning (around LC plans and ambitions)
ITEM 6 – MC and BOD cooperation
Global Talent
The seminar initiated by AIESEC Norway and Rolf Assev.
The main objective is to present the importance of being
global in the market and how to build an international
organisation. We would like to create a space for
companies to discuss and share opinions on how to attract
global talents and at the same time to showcase AIESEC as
an international HR solution.
Profile of participants:
>> An entrepreneur who is looking for innovative ways to develop own business
>> Responsible for Human Resources
>> Manager of a company that is or plan to expand to new markets
Programme
9.00-9.30 Registration
9.30-9.40 Welcome Elise Lindbæk, EVP and Director of Staff at Eksportfinans ASA, AIESEC
BoD Chairman
9.40-10.00 The future is global Amir Sasson, professor at BI, research project at BI ''A knowledge-based
Norway''
10.00-10.30 Opera Software- how we built an international organization Rolf Assev, former Chief Strategy Officer at Opera Software
10.30-10.50 Global Future – recognizing and mobilizing multicultural talents Anne Stavnes, project manager Global Future, NHO (also pre-vious HR
Manager at Opera Software)
10.50- 11.10 Coffee break
11.10-11.40 AIESEC and The Third Wave Mark Burgess, Founder and CTO at CFEngine
11.40-12.00 MY AIESEC experience Nuno Sitima, Business Development at Opera Software (previous AIESEC
intern)
12.00-12.30 AIESEC- how does it work? What do we offer? Beata Danowska, Corporate Relations at AIESEC Norway
12.30-12.40 Closing of the seminar
12.40-14.00 Networking Lunch
BI Norwegian Business School in Oslo, Nydalsveien 37, 0484 Oslo
Room B2-050
Date:07.03.2012
Time: 9.00 - 14.30
Number of expected participants: 50
Number of registered participants: 4
Number of accepted participants: 1
Registration Deadline: 02.03.2012
More information: http://aiesec.no/en/partners/global-talent-seminar
Seminar in media: http://www.na24.no/article3327675.ece
Achieve 2012
Date : 19 – 22.04.2012
Main objectives:
Final Sprint preparation: Members and leaders to be excited, prepared and gained
functional knowledge for achieving [finance for the future, people to perform, 5 star
EBs, United Leadership and ACHIEVE IT]
To have the vision and focus areas for AIESEC Norway for the term 2012-13
Main stakeholders:
MC current
MC elect
EB current
EB elect
experienced members
experienced PMs
Members from February
PMs from February
Possible BoD involvement needed: session delivering, planning part.
Agenda status: Final agenda will be designed after International President Meeting, 5th
of
March based on Global AIESEC directions.