2002 - 2003 Annual Report - Tourism Australia

Organisational Development
The role of Organisation
Development is to build optimum
organisational performance which
includes developing the ATC’s
corporate and tourism strategic
direction, driving change in all
aspects of the organisation’s
operations including
re-engineering business processes;
and ensuring the organisation has
the appropriate human capability,
culture and structures to meet
ever-changing needs.
People and Internal
Communications
• Staff numbers as at 30 June 2003
were 88 employees in the Sydney
Office and 105 in 13 overseas
locations.
Highlights and activities
• A set of consistent global
recruitment strategies and
guidelines were developed,
incorporating the ATC’s vision,
values, core competencies
and behaviours, along with
a full recruitment guide to
assist all managers.
• Two separate leadership training
programs were conducted globally
for all managers, focusing on
equipping managers with key
management skills. Seventy
managers completed the program
during May and June 2003.
• A Global Employee Survey was
conducted measuring a number
of key indices including core
management behaviours, internal
communications, reward and
recognition, vision and values and
communication.The survey
provided valuable information on
how to improve in such areas as
career development, recognition
and work/life balance.
• A new performance management
program was implemented globally,
with outcomes including a
distribution curve in line with best
practice and a globally consistent
approach to performance
management – a first step in
aligning performance with pay.
• Global Team Development
workshops provided ATC staff
with valuable skills to improve
team working and interaction
in the workplace.
• An intranet site, ATC Central,
was developed to better inform
employees about all aspects of the
ATC, along with a monthly team
briefing process.
Workplace diversity
• The ATC maintains workplace
diversity by ensuring equity in
recruitment procedures and the
creation of promotional
opportunities both in the Sydney
office and on a global basis.The
ATC’s Equal Employment
Opportunity (EEO) program
especially recognises employees’
domestic and family responsibilities.
In furthering ‘family friendly’
policies, the ATC offers part-time
employment and flexibility in
working hours.
• Of the 193 employees at 30 June
2003, 61 per cent were females.
Women held 17 out of 41
management positions. Of the total
permanent employees some 37
per cent were from non-English
speaking backgrounds.
Occupational health and safety
• The ATC is fully compliant with
all occupational health and safety
requirements.The ATC’s Safety
Improvement Team meets regularly
and ensures that the regulatory
guidelines determined by Comcare
are achieved.
Employee relations
• There were no industrial disputes
in the past 12 months.
Commonwealth Disability
Strategy
• In line with the Commonwealth
Disability Strategy, our recruitment
information is provided in multiple
formats as required.
• ATC programs, where possible, are
held in locations that are accessible
to people with disabilities.
50