In 2018/19, the ABS` recruitment processes included the shutdown of: The Fair Work Commission can also help employers and workers negotiate with its « New Approaches » program. Learn more about the new approaches on the Fair Labour Commission website. In order to support our commitment to an inclusive and diverse organisation, some strengths from 2018 to 2019 are included: registered contracts are valid until termination or replacement. As with office workers who are concerned about the performance of an ABS interviewer, employees and managers work together to implement an informal PIP. In 2018/19, an ABS interviewer started with a PIP, and an ABS interviewer went from a PIP to a formal underperformance process. This performance index was completed within the allotted time, which led an UNWTO interviewer to terminate his employment. If a job has a registered contract, the premium does not apply. However, during the 2018/19 period, UNWTO launched three PIPs for current office workers, four of which were closed during this period. Of these four employees improved performance, and one voluntarily reduced their classification before the end of the PIP. If an employee`s performance has not been improved through a PIP, a formal under-performance process begins. Two staff members have undergone formal PIP sub-benefit management processes. On both formal under-performance processes, one staff member resigned and one staff member was reassigned to the same level. In 2018/2019, the Australian Statistician has encouraged the change in culture being led by leaders through a number of activities, including: since 2015, UNWTO has identified organizational culture as one of the six decisive factors in the success of organizational transformation.
Integrating the culture of the organization was a response to a series of independent audits calling for cultural change to position UNWTO for the future, with a change to become a more open, engaged and outward-looking agency, working with others. In 2017, UNWTO developed a culture change strategy and conducted a baseline assessment of its real and desired future culture with the Cultural OrganisationAl Inventory (OIC). This work culminated in the development of « ABS: Our Culture 2018-2021 » – a statement that describes the organization`s expectations and expresses the associated high performance behaviors. During the 2018/19 period, no non-current contract for office workers was terminated prematurely. During the period 2018/2019, UNWTO has opened four investigations into allegations of non-compliance with the GSP code of conduct by ongoing ABS officers. None of them were violated by privacy. One employee resigned before the investigation was completed and three investigations are ongoing. An investigation opened in 2017/18 was completed in 2018/19, resulting in an infringement investigation, not a sanction.