3. How would you ensure that growth on results of AIESEC El Salvador is aligned with quality of experiences? First of all, you have to be very clear; we cannot forget one of the main goals of AIESEC: "Providing experiences that change your life". By having clear this mentality, the delivery process of each of the experiences, in the various programs, will have a better quality. After the emotional part, it is the operational part: you can increase the number of experiences and maintain the same level of quality, if we have a few people that are part of the process. That's why we increase the number of members and leaders, properly trained, and will make that the experience do increase, putting the same level of importance the quality and quantity. Exchange programs can be developed as long as TMP and TLP develop, if we have members capable of carrying the exchange process of about 1-5 EPs, we are getting a very effective membership. Saying this, we would need an average of 20 members for the 80 OGX that are planned, each ensuring the correct delivery of between 3 and 4 trainees. As the number is a bit higher than the current capacity of the membership, the ideal is to increase the number of members, not to mention education to be given to each of them. Speaking of education, and exchange members, a training cycle for all members of the exchange processes is the solution for everyone to have clear all the steps to follow. Having worried about the membership comes the other side that is all trainees. The training cycle should be done not only to the members but also to the EPs. If we have educated EPs and members, the quality of the experience will follow. 4. What do you consider as your main achievement on your AIESEC experience? My greatest achievement in AIESEC, was specifically in AIESEC El Salvador, and started when I was working as Recruitment Manager. Being in charge of the first recruitment of 2011, with only four months in the organization, I managed to get to enter into two new universities (ESEN and ECMH) and consolidate the already existing committee (MatĂas). Making a total of 60 new members that became operational force of AIESEC El Salvador. Then, a few months later, the new extension begins: AIESEC UCA. I was responsible for all Infosessions, classroom work, coordination meetings, assessment centers and induction conferences. I can say that three of the four existing entities, came by my work and for those who were working with me at the time. 5. Mention 2 different functional areas or 3 different program parts where you feel yourself confident to work in and why? Options: oGCDP, oGIP, iGIP, iGCDP, TMP, TLP, LCD, Finance & Legal, ER, Communication
OGCDP IGCDP
TLP
As part of the recruitment corner during my two terms as MCVP, I realize how great it is to work to generate exchange experiences. Working directly with GCDP, I also developed another very important area in my life that is social responsibility. Sending or bringing people to the development of an NGOs is an activity that should never stop, in fact, it must continue to increase the volume of people who do social work, as it is a way to help improving our country, and obviously our world . As I developed some aspects of leadership from an early age, I realized that it was a native ability and that I should never stop developing. TLP is the program that takes the address of the organization; we cannot put it aside when we know they are and will be the leaders and those who make things happen within AIESEC.