Contents:

1. Introduction

Welcome to Globalplacement, interns and placements worldwide! By participating in Globalplacement’s digital marketplace you have joined a worldwide network of students, companies and educational institutions.

The following manual will offer you a detailed description of the franchise formula as applied by Globalplacement. It serves as a helpful guide for franchisor, franchisee and other personnel that operates within the franchise concept.

The manual will first provide you with a brief introduction to Globalplacement and the franchise concept, followed by some important management procedures. The management procedures will assist you in the preparatory phase of the franchise as well as outlining your specific tasks as a franchisee.

In addition to the management procedures, significant attention will be paid to the internal communication between franchisee and Globalplacement, marketing strategy and financial policy.

To secure its leading position in providing international placements and internships, Globalplacement will adjust AND improve its formula on a regular basis. Naturally, this will result in updates of the procedures put forward in this manual. Strengthened by our mutual efforts, Globalplacement will continue its worldwide success!

2. A brief history of Globalplacement

Globalplacement is an initiative of the Dutch company Stageplaza which was founded in 1998. At the time, many students failed to find a suitable internship. After extensive research it became evident that most educational institutions and universities did not offer their students enough internships. Much of this problem proved due to a lack of transparent communication between the different parties involved.

Acknowledging the explosive growth of internet and fully making use of its many benefits as a medium of communication, Stagaplaza set up a digital marketplace which now successfully helps students, educational institutions and companies to match their supply and demand of internships.

Furthermore, many students and companies show a strong interest in internationalization. The increasing mobility of students as well as the overthrow of many trade barriers within Europe and worldwide, has only further increased the demand for international placements. To accommodate this enormous demand Globalplacement came into existence.

In 2001, Globalplacement began the construction of its website, thereby creating a digital marketplace for international placements and internships. Thanks to the website’s revolutionary synchronous multi-language support, all profiles and pages already have been made available in 10 languages, while more languages are added continuously. As a result, CV’s and company profiles can be read in one’s native language.

In addition, Globalplacement supports several partner organizations by means of satellite websites. Together with these satellite websites, Globalplacement has constructed a network of the most important placement sites worldwide (www.globalplacement.com).

Currently, Globalplacement has 25 franchise partners and 5 personal mediation partners. With the number of partners steadily increasing, Globalplacement is well on its way to becoming the world’s largest marketplace for internships and placements. Moreover, Globalplacement is supported by Leonardo da Vinci, an initiative of the European Union for the improvement of education within Europe, which works together closely with the European Commission.

In addition to Globalplacement, the trademark Europlacement is adopted. Together these trademarks address the supply and demand of internships inside and outside of Europe. The information displayed in this manual applies for each of the three trademarks.

2.1 Globalplacement and Soft-franchise

Globalplacement applies a franchise formula. Franchising is a mode of distributing goods or services based on a network of independent partners, whose distinct but combined efforts have proved that franchising can increase the power and efficiency of this distribution.

Franchising operates on the basis of a contractual agreement between two independent business parties, the franchisor and the franchisee, in which the franchisor grants the franchisee his ‘branded and formatted business system’ for a fee (in this case 5000 Euros), and according to the prescribed rules and procedures developed for the system by the franchisor. Hence the term most commonly used to refer to this type of commercial relationship is ‘business format franchising’.ⁱ

Franchising can be divided into two different types, referred to as hard franchise and soft franchise. The difference depends on the degree of management freedom enjoyed by the franchisee; the harder the formula, the less freedom of management is enjoyed. Globalplacement applies a soft franchise. This means that although its formula encompasses several rules, instructions and obligations that need to secure the quality and uniformity of the franchise concept, franchisees nevertheless are allowed considerable freedom as to how they conduct their business.

Globalplacement and the franchisee is legally bond by a franchise agreement.

• The franchisee is attributed its own district for promoting the company. Within this district, the franchisee has the possibility to approach schools, companies and students for registering on the implemented website. Outside this district, the franchisee is not allowed to promote the company under the name Globalplacement. However, the students, companies and schools outside the district can take the initiative to approach the franchisee.

• The service is a determining factor.

2.2 Mission Statement

Globalplacement’s Mission Statement is ‘to become a national and international authority on (online) internship mediation by successfully cooperating with franchise partners through a franchise concept.’

3. Organization

3.1 Organizational chart

Globalplacement was founded by its managing directors, Gijs Bodenstaff and Rob Kriegsman. Globalplacement is already a success formula and is updating its formula continually. To support its daily business, Globalplacement continuously attracts new staff members. Since March 2006, the amount of staff members has already tripled, and expands steadily.

Globalplacement mainly works with interns. Some of the many advantages of working with interns are:

• Interns are young students that show much enthusiasm and prove eager to learn

• Interns contribute many new and innovative ideas, which is an added value to the company

• Working with interns is a way for companies to meet prospective talent

• Interns can support the regular employees by finishing elaborate and long-term projects

• A satisfied intern is a future ambassador for your company

• Interns offer insight into the latest developments in your business branch

Furthermore, since they primarily engage in an internship for personal development, work experience, or as an obligatory part of their studies, interns prove highly motivated workers, while only claiming a modest wage, thereby saving your company costs.

The following subparagraphs describe the way in which Globalplacement operates in the Netherlands. Of course, as a franchisee, you have already developed your own method of business management. Therefore, the following part may be considered as a helpful guideline to support your existing operations.

3.1.1 Managing directors

The managing directors have the end responsibility for all employees and operations. They function as the contact persons of Globalplacement, and manage the organization and the franchise concept.

3.1.2 Sales employees

Sales employees are responsible for attracting and managing new companies that register on the website. In addition to managing companies, sales employees also give considerable priority to attracting and facilitating students.

3.1.2.1 Clients

When a new client registers, the company data as well as the vacancy offered will be verified by the franchisee. Once the data are complete, the vacancy will be accepted and automatically be placed online. If not, the sales employee will contact the client and ask to for the company data or vacancy to be adjusted.

Once a new client has been accepted, the sales employee has to give him a welcome call

within two days after registration (2 days conversation).

All contact between client and franchisee is to be registered in a follow-up file. New registrations are administered by the same employee that manages the E-mail correspondence.

To ensure that they remain satisfied, clients are to be called frequently. Therefore, 30/90 days conversations can be introduced (see also sales procedures). Clients have to be contacted several times a year, to inform them about the status of their online vacancies and their account data in general. To make certain that clients are contacted as planned, a schedule is constructed by the sales employee.

Globalplacement creates different files in which follow-up phone calls and support phone calls are carefully registered. The support files in the appendix of this handbook feature several registrations in which this procedure is illustrated.

Companies that only have placed a single vacancy will be online for three months, while a package deal will remain online for twelve months.

In order to adapt to the specific wishes of each company, the history of the conversations is always checked in advance.

Note: it is of fundamental importance that all that has been said or agreed upon in previous conversations is accurately summarized in the contact files. This way, other employees remain perfectly informed about the profile, history and status quo of each client.

3.1.2.2. Students

Students that register on the website will be checked by the sales person. If the data are complete, the student will not be contacted. If the data prove incomplete, the student will be asked for additional information. Once a student has managed to arrange an internship with a certain company, he no longer is an interesting party for other companies. Consequently, the student will be signed out, and thus placed off-line.

3.1.2.3. Schools

Schools prove to be a fertile breeding ground for acquiring a large number of potential interns, while at the same time offering students the opportunity to gain significant international work experience.

The best way to approach schools is to first send them an E-mail containing all information about your product (implementation of Globalplacement) and the possibilities for cooperation, followed by a telephone call.

The activities described above are all daily activities. At all times, Globalplacement’s priority is to provide companies, students and schools with the best service possible.

3.1.3 Marketing employee

The marketing employee is engaged in analyzing the competition as well as being operative in marketing activities promoting his product. The tasks of the marketing employee include:

• Comparing the quality and quantity of Globalplacement’s internships to those of competing companies in the branch

• Monitoring the percentage of Globalplacement’s internships that are also offered by its main competitors

• Analyzing the quality and quantity of the internships offered by Globalplacement and its main competitors

• Promoting Globalplacement at public fares, congresses, and other branch-related gatherings.

• General marketing actions, such as the distribution of flyers, school presentations

• Creative marketing;

• Research marketing, for example:

A) Which studies require an internship?

B) How often should a student do an internship?

C) In which period would a student do an internship?

Every Friday the marketing employee checks Globalplacement’s ranking at Google, MSN and other search engines using the following keywords: “Internship”, “graduation assignment”, “trainee”, “international internship”. Consequently, he strives to increase the ranking of Globalplacement’s website as well its ‘link popularity’.

Apart from national marketing, the marketing employee is also active in international E-marketing. Some of the most important tasks involve:

 

• Stocktaking all internship bureaus and international bureaus

• Stocktaking the marketing activities of Globalplacement’s partners

• Set up international overture & Ad words

• Stocktaking possible promotion activities

• Stocktaking schools, universities and other educational institutions

3.1.4 Creative designer

The creative designer is concerned with concept and creation. He supports Globalplacement’s mission statement by inventing strategies, marketing activities and promotion materials.

His main activities consist of:

• Copy writing

• Design

• Off-line promotion and web design

Globalplacement in the Netherlands has specifically employed a creative designer to perform these operations. However, it is also possible to outsource these operations. The other functions described above are essential to make the concept Globalplacement successful on your country.

3.1.5 Administration

Working with an online payment system, the only administrative action the franchisee has to perform is to keep track of the payments he receives from Globalplacement. All other data, such as student and company registration can be tracked and monitored within the CMS which also displays the turnover per day, week, month, etc.

3.2 Globalplacement and Franchising

After 5 years of hard work, Stageplaza proved to be a huge success in The Netherlands. The number of the students and companies that register at Stageplaza grows continually and more and more people find their way to Stageplaza.

At the same time, Stageplaza observed that students showed an increasing interest in international internships and placements. As a result, Globalplacement came into existence. After exploring the worldwide market, it became clear that there is huge demand for a global digital network. To support such an immense network, Globalplacement applies the franchise concept.

Although franchising as such is not new -many entrepreneurs took the lead- , it is a new phenomenon in our branch.

Our franchise formula allows you to be an independent entrepreneur within Globalplacement’s worldwide network.

4. Management Information

4.1 Becoming a franchisee of Globalplacement

4.1.1 Selection of the franchisee

The selection of the franchisee is very important to further expand Globalplacement’s success. Globalplacement’s worldwide network will rise or fall with the quality, dedication, and creative input of the franchisee.

Globalplacement uses a questionnaire to select its franchisees. The questionnaire will provide a thorough profile of the franchisees’ business. If the franchisee proves a good candidate, Globalplacement and the franchisee will continue with their negotiations about the franchise agreement.

Furthermore, Globalplacement also encourages you to attract new franchisees. If you know companies and organizations within your network that wish to participate in Globalplacement’s worldwide network, you can redirect them to us. For each new franchisee that has been adapted and implemented into our network successfully, you will receive a bonus of € 1000,-.

4.1.2 Preparatory phase, time path

By searching the internet and talking to entrepreneurs on fares, Globalplacement meets many interesting potential partners.

Possible franchisees will receive an E-mail containing a questionnaire, NDA and information booklet. After two weeks, Globalplacement will contact the potential franchisees. When the franchisee expresses interest in joining and has filled out the questionnaire and NDA, Globalplacement decides whether the negotiations will continue.

Consequently, Globalplacement will send potential candidates a booklet which describes in detail how much the franchisee can earn and what the benefits are of becoming a franchisee.

If the candidate is still interested, he will receive a signed contract from Globalplacement.

After that, Globalplacement will invite potential franchisees to come to Amsterdam. The potential franchisees can share experiences and exchange ideas on the franchise formula.

Once the potential franchisee has decided to sign the contract, he will receive effective training in E-marketing and the specifics of Globalplacement’s content management system (CMS).

4.1.3 Legal business

This part of the handbook discusses which legal guidelines and procedures have to be arranged in order for the Globalplacement- franchisee to start his franchise.

Contract

All franchise partners sign a franchise contract with Globalplacement in order to establish an unequivocal agreement on the rights, obligations and expectations of both Globalplacement and the franchisee.

Terms of delivery

The terms of delivery are applicable to all services provided by Globalplacement to its franchisees.

Chamber of commerce

 

Important: all franchisees must register at the chamber of commerce in their country of residence. The franchisee is responsible for this registration. The franchisee is an independent entrepreneur that operates under his own name. Furthermore, the franchisee has to register at the chamber of commerce as ‘also functioning under the name Globalplacement’.

 

Globalplacement is registered at the chamber of Commerce under the following number: 33306904

 

 

4.2 Operating as a franchisee of Globalplacement

As a franchisee of Globalplacement you already run your own businessⁱⁱ. Participating in the Global Network will allow you to extend the level and scope of services you can offer the students and companies that already are part of your database. At the same time, you can expand your market share nationally and internationally, thereby increasing your revenues. Listed below are some of the many advantages of joining the Global Network:

• A global network of partners worldwide

• A cost-effective, user-friendly solution

• A multi-lingual website crossing language barriers

• Countless possibilities in the field of personal mediation

• Expansion of your market share, nationwide and worldwide

• Considerable increase of revenue

• A user-friendly system specifically designed for matching company and student requirements

• Refined search options

• A simple procedure for the acceptance or denial of applicants and invitations

• The ‘Powered by Globalplacement’-label indicates that you belong to a network

supported by the Leonardo da Vinci programme of the European Union; this programme stimulates the innovation and qualitative improvement of professional education

• Free and unlimited technical E-mail assistance by an expert staff

• Professional training in starting and maintaining the website

 

 

4.2.1 Guidelines for daily activities

All franchisees are already active in a business. Therefore, Globalplacement will not obligate franchisees to run the following daily activities in the exact same way as Globalplacement in The Netherlands. Nevertheless, it is useful to point out the most important guidelines used by Globalplacement for its daily activities.

4.2.2.1 Working method of Globalplacement

Globalplacement is already successful in The Netherlands and its international page ranking heightens constantly. To maintain the present success and at the same time stimulate future improvements, Globalplacement encourages franchisees to be operative in the following activities.

What Globalplacement expects from you:

Each franchisee shall:

• devote his best endeavours to the growth of the franchise business and to the maintenance of the common identity and reputation of the franchise network

• supply Globalplacement with verifiable operating data to facilitate the analysis of the performance and financial statements necessary for effective management guidance. The franchisee will allow Globalplacement or its agents access to his individual premises and records at Globalplacement’s request and at reasonable times

• not disclose the know-how provided by Globalplacement to third parties, neither during nor after termination of the agreement

• present the name of Globalplacement or its logo next to the name of their corporation. When the franchisee is promoting his business, he also has to put Globalplacement’s name or logo on his promotion material (e.g. ‘powered by Globalplacement’) to exploit the name of GP, which will be a trademark

• use all other brand names applied by Globalplacement if this is preferred by the franchisee

• be proactive in improving the website’s traceability on Google. This means that the franchisee has to insert those keywords on his website that are used most often to find an internship, nationally as well as internationally. Globalplacement strongly emphasizes the importance of actively promoting the website’s notability. This way your implementation will attract more attention, which ultimately results in higher revenues

• You will get your own log in within the CMS. In this CMS all students and companies that have registered on your implementation will be visible as well as the registrations of the other franchisees and franchisor. You are only able to adjust the information of the students and companies registered via your implementation. What the franchisee can also seek in this CMS are the statistics how many visitors their website had in a particular period of time. Also the number of vacancies, packages and students that are placed on the website can be consulted.

Due to this CMS the franchisee can analyze how popular the website is and how the balance is between vacancies placed and students registered.

• help with the translation of the website into their language if this language is not yet available on the website.

• Globalplacement expects from franchisees that they will actively search for students and companies to expand their database. This can be accomplished by advertisements, press releases (see appendix for examples) and by visiting many fares to promote your company. In addition, always refer to your participation in Globalplacement’s extensive Global Network

• All franchisees must have a contact person that knows how the CMS works.

Personal mediation

By joining the Global Network you will be able to generate extra income. In addition, you have the opportunity to exchange students with other franchisees on the basis of personal mediation. As a franchisor, Globalplacement will not intervene in such activities, nor ask for any remuneration for them. As a franchisee you have to build up a network of companies that can provide visa and housing.

Internship/ work experience type			Commissions (if applicable)
1-6 weeks			20%
7-12 weeks			20%
13-26 weeks			20%
27-52 weeks			20%
Paid Hospitality internships			20%
General		English course	N/A
General	English course materials fee		N/A
Preparation for the workplace course			15%
Express service (less than 8 weeks notice)			20%
Occupational Trainee visa additional processing charge			N/A
416 visa additional processing charge			N/A
Accommodation fees/Other services			Commissions (if applicable)
Homestay with meals			N/A
Homestay without meals			N/A
Shared house – own room			N/A
Shared house – shared room			N/A
Hostel/Budget hotel			N/A
Airport pickup			N/A
Accommodation placement			10%

National level

The competitive advantage of joining the large global network lies in the fact that cooperation with other franchisees will allow you to get in contact with more and more students that choose for personal mediation from abroad.

Since you will receive more incoming requests from other franchisees to mediate for their students, the network will also expand the demand on your national market.

When a student wants to do an internship in your country, you will provide the personal mediation for that student. The franchisee that has registered the student will receive a percentage for passing on the student to you.

If a student chooses for the personal mediation that is listed on the implementation of your website and you are able to place the incoming intern, your fee will contain a percentage of 80%. Globalplacement will not retrieve any revenue for these activities.

International level

Of course, you can also do it the other way around by sending an intern to another country via another franchisee. Once again, Globalplacement will not retrieve any revenue for these activities.

If a student in your country would like to do an internship in another country, he or she can decide to use your service of personal mediation. In this case, you will contact the franchisee in the country opted by the student. This franchisee will be able to provide the personal mediation for you. The benefit for passing on the student’s request for personal mediation to another franchisee is that you will be able to retain a percentage of 20% of the total fee.

4.2.3.2 What can you expect from Globalplacement?

As a franchisor, Globalplacement performs a supportive role in the franchise concept. The franchisee can expect Globalplacement to:

• operate a business concept with success;

• be the owner, or have legal rights to the use of its network’s trade name, trade mark or other distinct forms of identification

• provide the individual franchisee with initial training and ongoing commercial or technical assistance during the entire life span of the agreement

• play an advisory role on the exploitation of the franchisee’s policy concerning HR, organization, administration, etc. This way the franchise formula will be exploited as good as possible.

 

4.2.2.2 Mutual courtesy

• Both parties shall exercise fairness in their dealings with each other. The franchisor shall give his individual franchisees written notice of any contractual breach and, if necessary, grant reasonable time to remedy default

• Both parties shall rely on one another to resolve complaints, grievances and other disputes in good faith and goodwill, and by means of fair, reasonable and direct communication and negotiation.

4.2.2.3 Education of staff; training program

Globalplacement gives an E-marketing training in Amsterdam. In addition to this training, Globalplacement provides several trainings and workshops during the yearly convention. Franchisees are stimulated to apply and communicate the obtained knowledge and information to their employees. Furthermore, franchisees are expected to read books about e-marketing to update their knowledge. Globalplacement strongly recommends the managers and employees to study the following books:

E-Marketing (4th Edition) by Judy Strauss, Adel El-Ansary, and Raymond Frost (Paperback - Mar 4, 2005)

Search Engine Optimization: An Hour a Day by Jennifer Grappone and Gradiva Couzin (Paperback - Jun 13, 2006)

Search Engine Visibility by Shari Thurow (Paperback - Dec 30, 2002)

Writing for the Web: A Practical Guide by Cynthia L. Jeney (Paperback - Aug 22, 2006)

Search Engine Marketing, Inc.: Driving Search Traffic to Your Company's Web Site by Mike Moran and Bill Hunt (Paperback - Jul 21, 2005)

During their work the employees are coached by the franchisees. Trainings that managers have to give are:

• Basic Commercial Agency Sales

• How to recruit and manage a commercial sales force

• Strategic Sales

• Selling skills

Apart from reading the study books mentioned above, the manual itself also functions as a tool to update the knowledge of the employees.

To conclude: it is of the utmost importance that franchisees and their employees keep their knowledge up to date at all times. This way, their business will function in the best way possible. Globalplacement will provide managers with the proper material for training their staff.

4.2.2.4 Globalplacement’s working method concerning interns

On the work floor, Globalplacement’s employees in the Netherlands perform standard daily activities, depending on the assignment and job they have. Globalplacement mainly works with interns. Since interns generally only work at your company for a maximum of 6 months, you need a structuralized system to maintain the continuity of your company. Therefore, it is very important that all work done by interns as well as the information they have gathered throughout will be properly transferred to the next intern.

Globalplacement initially started out with two interns. These interns have provided the essential documents to ensure that the transfer of the above mentioned work experience and information is done in a proper manner. In this subparagraph, a detailed description can be found of the many activities an intern has to perform.

Some activities are:

•  Creating standard templates for E-mail replies

• Creating standard documents for promoting Globalplacement to companies and students.

• Creating standard procedures for phoning companies that already have received an E-mail from Globalplacement

• Conducting a proper job interview

• Writing telephone scripts

• Writing standard mails

The first interns also have to approach the chamber of commerce, educational institutions, employer organizations, trade unions, organizations for newly started companies, search events that may be of interest to your company.

After a while, Globalplacement hired two more interns. They started in month 5 of the internship period of the first two interns, so that they could prepare the new interns.

One of the two new interns will focus on public relations and promotion.

The most important activities of this intern consist of:

• Writing mailings for new customers, and consequently approach them

• Interviewing teachers and already existing clients, and placing these interviews on the website

• Approaching educational institutions, fraternities, branch journals, student magazines

• Writing articles for Google (ad words campaign)

The second intern will examine which branch is much in use and try to extend the network of companies in specific regions by E-mail contact and telephone calls. This intern will also perform the same tasks as the first sales intern:

• Calling companies that have registered on the website

• Verifying whether all company data are correct and complete

• Replying E-mails from companies and students

• Checking on internships

• Calling new companies, educational institutions, etc.

If your implementation has proven to be successful, you can consider hiring more interns. This way you will keep your costs relatively low.

Once again, it is very important that all activities are carefully registered in a file. Therefore, it is essential to create a preparation manual in which new employees can inform themselves of all previous operations.

4.2.3 Intern policy

In this subparagraph all policies concerning the interns in your own organization, placing internship vacancies, as well as the selection and preparation of interns will be discussed. If you need more advice, you are welcome to contact Globalplacement for useful tips and suggestions (tel. +3120-3305882). This information will prove very helpful when working with interns.

Selecting interns can easily be done by placing a vacancy on your own implementation, or by contacting one of the other franchisees.

4.2.3.1 Intern policy within your organization

• Make an inventory of the assignments that are still available and look for projects for which extra help is needed.

• Determine which person is going to mentor the intern and involve him in the selection.

• If you need an intern at your department the whole year through, it is best to recruit two interns on a yearly basis and let the second one start in the last month of the first intern. This way, the first intern can prepare the second one, thereby saving you precious time!

• Inform your colleagues about the start date of the intern and the assignment

• Make appointments for personal evaluations (at least once a month)

• More than 20 % of all interns will continue to work for the company at which they have done their internship. Therefore, internships prove to be the ideal opportunity for your company to evaluate potential employees during their internship period and hire the best ones.

• Ask your interns to give a presentation on their assignment at the end of their internship and implement their most useful recommendations and experiences.

4.2.3.2 Placing an internship vacancy

• Internship title: present the vacancy in an attractive way

• Internship details: give a clear and precise description of the desired profile for interns. In addition, mention the specific assignments, projects and activities you are offering the intern, and introduce the department in which he or she will be operative

• Duration of the internship: in general, the duration of internships is between 3 and 6 months

• Type of internship: work placement internship (2^nd and 3^rd year of studies); the intern helps at the department, graduation assignment (final year); the trainee works independently on an assignment and gives recommendations in the internship report.

• Internship compensation: principally, it is up to you to decide how much you will compensate interns for their work. However, it can also be done in consultation with your intern. For the average internship compensations, check our website.

• Number of days: most interns work 5 days a week

• Additional information: in this section you can describe which other qualities the intern must preferably have, which way your company can be reached by public transportation, which other types of education fit the profile of the internship, etc.

4.2.3.3 Selection of the interns

• In the first selection procedure, it is wise to pay attention to the educational background of your potential intern, the starting date of his or her internship and the intern’s place of residence

• Send them an E-mail in which you establish first contact and you show your interest

• Since most students prefer to arrange their internship some months in advance, it is advisable to respond in time!

• You can ask the interns to e-mail you an extended motivation letter and CV

• You can approach the potential interns and make a further selection by means of telephone interviews

• The most suitable candidates can be invited for a personal interview

4.2.3.4 Preparation of interns

• In the first week, it is best to place the intern under the supervision of an experienced employee. Provide the intern with a clear account of the company house rules, policy and procedures

• In the second week, the intern has to set up a clear assignment and planning

• Help the intern with the preparation of the planning and formulate deadlines for the internship assignment

• If you are working with an intern for the first time, it is important to document the proceedings in an intern preparation book. This book will help the next intern to start quickly and independently!

• Telephone script (see appendix)

4.2.4 Insurance

It is the franchisee’s responsibility to be insured against all risks that belong in the branch of his franchise. The following types of insurance are obligatory:

• Extended fire and theft insurance. This type of insurance covers risks against fire, explosion, water damage and theft of your inventory, including the hard and software.

• Third party insurance with a minimal coverage of 1.000.000 euro per affair

• Insurance against company damage

If the franchisee’s website has dropped out, visitors will be diverted to www.Globalplacement.com

 

4.2.5 Complaints

In order to keep your clients satisfied, it is essential that complaints will be dealt with in a correct manner. To make sure that all complaints re handled in the best possible way, Globalplacement will assist the franchisee in this matter.

When you receive a complaint from a school, student or company, you must forward this complaint (in English) to Globalplacement within one working day. This way Globalplacement stays aware of all the complaints within the global network. If the complaint is manageable, you can answer it yourself. However, if the complaint involves a more complicated and greater issue, make sure you fully inform us. Globalplacement will solve the problem within 5 working days. In addition, send an E-mail reply to the complainant that Globalplacement is working on a solution for the complaint. If, after this procedure, the complainant still is not satisfied, Globalplacement will get in contact with the complainant directly.

4.2.6 Finance

The fundamental idea behind Globalplacement’s calculation model is straightforward: you will generate revenue through the number of student and company registrations on your implementation website.

Source of income

Your source of income consists of students that like to gain work experience by doing an international internship and companies that seek international talent and offer placements to students or recent graduates.

Furthermore, schools will also be included in the global network’s database of target market groups. Offering schools an implementation of the network will eventually lead to an increase of the number of student registrations. Schools that join Globalplacement will receive an implementation of the global network. Globalplacement will provide the implementation under the name of the franchisee of the school’s country of residence.

4.2.7.1 Costs for students, companies & schools

Students

Students that register on our website can choose between a trial and premium membership period. In trial period, the student is given three credits which he can use to apply for a desired internship. After the credits are used, he will need to upgrade his profile into premium membership. The payment is processed online.

Students have the following choices when updating profile for a premium membership:

Premium membership for 3 months €19.90 (excl.VAT)

Premium membership for 6 months € 29.90 (excl.VAT)

Premium membership for 12 months € 49.90 (excl.VAT)

Students have the following choices when going for a premium membership during registration:

Companies

Company fees are calculated differently. Posting one vacancy on the Globalplacement website is free. After this acceptance the contact details of both student and company will become visible on the website. This enables both parties to contact one another, so that job interviews can be held.

Alternatively, companies can purchase different kinds of packages. The larger the package,

the smaller the costs per vacancy. The costs for each package have to be paid upon registration.

As a premium member you will receive the following benefits:

• Full access to all students contact details, such as e-mail address and phone number.

• Your contact details will be showed to all students.

• Matching service, to match your placement to all relevant students.

• Get top ranked on our internship search results.

 

Companies have the following choices when going for a premium membership:

Free member for 90 days € 0,00 (excl.VAT)

Premium member for 1 month € 29,00(excl.VAT) Premium member for 3 months € 79,00(excl.VAT) Premium member for 12 months € 219,00*(excl.VAT)

* As a partner you can also choose to make the services for the clients for free.

Schools

Schools pay a yearly fee of €990 for an implementation on Globalplacement’s network.

4.2.7.2 Revenue of income

Joining Globalplacement’s unique franchise formula is a smart way to maximize your revenue. The fees paid by students and companies are deposited on the bank account of Globalplacement through the online payment system. All transactions are transparent and can be screened online; you can track your account day and night via the CMS.

Globalplacement will pay the franchisee on a monthly interval. The franchisee receives up to a maximum of 50% of the fees paid by the students and companies that are registered in his database on the condition that the database is in balance.

Online payment

The online payment system used by Globalplacement is called Ogone. This system allows the client the possibility to pay with credit card (Visa, MasterCard, American Express, etc.) and by bank transfer through iDeal.

VAT and turnover

Students and companies are obliged to pay VAT on top of the net prices mentioned in paragraph 3.1. The revenues including VAT are directly transferred to the bank account of Globalplacement in Curacao. Globalplacement transfers the percentage of the generated revenue according to the calculation model (see subparagraph 3.3) back to the franchisee including VAT, but only when the amount has not been taken back after registration. It is the responsibility of the franchisee to transfer the VAT back to the tax authorities of the franchisee’s country. This amount is referred to as the turnover of the franchisee.

Starting fee

Naturally, Globalplacement incurs expenses when a new franchisee joins its global network. The starting fee for a new franchisee is €5,000 (excluding VAT)which amount can be paid in two instalments. If you choose for the latter option, the first instalment of €2,500 is due at the signing of the contract. We expect to receive the remaining €2,500 once the implementation of the franchisee website is completed.

Bonuses at the yearly conference

Globalplacement actively stimulates and supports the business activities of its franchisees, for instance by organising a yearly conference (see chapter 6). At these occasions, Globalplacement awards bonuses in a number of categories.

5. Internal communication

5.1 Relationship with the franchisee

In this subparagraph the relationship between Globalplacement and its franchisees as well as the relationship between individual franchisees will be discussed. By pursuing the Code of Ethics, which is established by the International Franchise Association, the core values that are the basis for the resolution of challenges that may arise in franchise relationships are providedⁱⁱⁱ.

IFA members believe that adherence to the values expressed in the IFA Code will result in healthy, productive and mutually beneficial franchise relationships. The Code, like franchising, is dynamic and may be revised to reflect the most current developments in structuring and maintaining franchise relationships.

The following principles prove essential for building a good and healthy franchise relationship. These principles are important for Globalplacement, which strives to act according to these principles.

5.1.1 Trust, truth and honesty

Every franchise relationship is founded on the mutual commitment of both parties to fulfil their obligations under the franchise agreement. Each party will fulfil its obligations, will act consistent with the interests of the brand and will not act so as to harm the brand and system.