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.