Tag: reporting

PACE Airports to Revolutionise International Standards for Airport Emissions Reporting

PACE, Fexco’s leading aviation sustainability data and analytics platform, has expanded its product offering with PACE Airports and is announcing Christchurch Airport as its first customer. PACE has established itself as the market leader for aviation financiers and is trusted by the world’s largest banks, like JP Morgan, and the second largest aircraft lessor in the world, SMBC AC, to inform them on their financed aviation emissions.

Christchurch Airport is a global leader in sustainable airport management and a pioneer in the Airport Carbon Accreditation (ACA) program. It is the first airport in the world to reach level 4 in 2020 and to achieve level 5 accreditation in 2023. It is among only 18 other airports worldwide to achieve this rating. The airport chose PACE Airports so they can track, analyse and action live data rather than on an annual basis. Leveraging multiple new data points allows the sustainability team to have more accurate data-led conversations with airline operators and external stakeholders.

Airports globally are challenged to understand and track their aviation-related emissions. One of the leading causes of this is a considerable lack of consistency within the industry in defining a standardised methodology that can be independently verified. Calculating carbon emissions is usually done on an annual basis at the end of the year, so the lack of real-time data inhibits airports from making actionable decisions to lower their carbon footprint. PACE Airports offers real-time aviation emissions calculations at the click of a button, allowing sustainability teams to focus on the actions rather than the calculations.

In addition, banks can use PACE Airports to evaluate emissions in airport financing deals. Both banks and airports can rely on a single source of truth for emissions metrics to measure performance in sustainability-linked finance deals.

PACE Airports tracks all commercial flight activity globally and calculates specific emissions based on over 10 billion data points, right down to the engine on the wing. It is highly configurable to allow airports to track specific runway taxi times and distances, enabling them to drill down into the minute details for highly accurate output data.

Claire Waghorn, Sustainability Transition Leader at Christchurch Airport, said: “Christchurch Airport has always leaned into sustainability and innovation. We first started tracking our emissions in 2006, and we have continually challenged what more we can do in decarbonisation through innovation and adaptability. Our strategy has always been data-driven, and PACE unlocks a new level of insight and intelligence that is really exciting for us as we continue our sustainability journey. At Christchurch Airport, our key focus on this sustainability journey has always been optimising our entire operations to reduce emissions; the insights from the PACE Airports platform now give us data to consider our aviation-related emissions across the entire airport operations.”

Bertie Murphy, CSO of Fexco Group, added: “Our vision at PACE is to be the independent aviation emissions source across the aviation value chain, trusted and relied upon by all stakeholders. Expanding into Airports is a natural next step in the evolution of our product. We are thrilled to welcome Christchurch Airport, a global leader in sustainability, as a customer. We are enthused to see the impact the data and insights from PACE are having at Christchurch Airport, supporting the team in delivering on their emissions reduction targets.”

PACE delivers up-to-date emissions data, covering over 99% of commercial flights, recording over 370,000 individual routes and over 10 billion flight data points, which are updated every 24 hours. PACE is trusted by the largest aviation financiers in the world, such as JP Morgan Chase. To find out more, visit the PACE website.

New road reporting features coming to Waze

Waze has one of the most passionate mapping communities in the world, with drivers who actively report road incidents and editors who add critical local information to the map, like new roads and sharp curves. Over the years, they’ve launched updates to help drivers get around more safely and confidently — and today, they are adding two new features to keep drivers up to date on their journeys.

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Speak naturally to report road incidents
On Waze, you can already report a range of incidents, including traffic, potholes, construction and more. Now we’re introducing a new Conversational Reporting feature to make this safer and easier. Say you’re cruising down the highway and spot a sudden slowdown. All you need to do is tap the reporting button and speak naturally, as if you’re chatting with a friend: “Looks like there are cars jammed up ahead!” With the help of Gemini capabilities, Waze will understand what you’re saying and quickly add a real-time report to the map for you — no need to use a specific voice command or tap extra buttons.
Waze will even ask you a follow-up question when it needs more information or details. If you let Waze know there’s something up ahead, it may ask “Can you describe what you see?” After sharing more information – like that you see a trash can on the road – Waze can categorize the report, helping other drivers be aware and avoid the hazard.
Conversational Reporting launches in beta to Waze trusted testers globally this week in English on Android and iOS, with plans to expand to more users and languages in the coming months.

See school zones on the map
To help keep students, pedestrians and drivers safer when they’re near these busy areas, we’re making it easy for Waze map editors to add school zones to the map. This means that when you’re driving near a school when it’s open and we have information for that school zone available, you’ll receive an alert that reminds you to be extra cautious.
School Zones start rolling out on Android and iOS globally later this year.
Waze combines the power of community and technology to bring you features that keep you informed

Workhuman Launches New Reporting Feature in Admin Hub to Elevate Recognition Program Management

WorkhumanÒ, the company revolutionizing the way employees celebrate, connect with, and appreciate each other in the workplace, is introducing new Reporting features in its Admin Hub, enhancing a Program Manager’s control and access to insights of their organization’s Social Recognition program.  Breaking down traditionally rigid HR reporting systems, Admin Hub’s updated Reporting functionality provides the ability to adapt report details, increases the efficient process of customizing and disseminating data, and improves collaboration in the analysis and interpretation of data.

The data from an organization’s Social Recognition program holds a treasure trove of insights: data points like the percentage of employees who give or receive recognition, how frequently it is given, and the dollar amount associated with each award. This information can help track recognition program outcomes and impact; the latest features now allow for upgraded report management and access functions that make better use of that recognition data.

 

‘Manage Reports’ feature – Enhanced Program Reporting

Workhuman’s ‘Manage Reports’ feature equips HR and business leaders with the intelligence they need to turn recognition into business success. With ‘Manage Reports,’ program managers can create and customize reports to meet the specific needs of different department leaders, modify data measures and fields in real time to accommodate ever-evolving initiatives, and add charts and graphs to seamlessly visualize data in presentations and communications.

Manage Reports facilitates the efficient communication of data across the organization. By presenting reports in a self-service manner, the data becomes more comprehensible and actionable for different stakeholders.

‘Report Access’ function – Effortless Access Management

The new ‘Report Access’ feature eliminates the need for complex Excel files or additional Workhuman account team support – allowing managers to authorize users across the company to access and centralize their reports in one location. Program Managers can provide report access on-demand, reducing the burden of ad-hoc data requests.

With ‘My Reports,’ authorized users can easily find the data they need, viewing and downloading report data as required. They can access up to three main report types, including Award Activity Reports; Recognition Intelligence, with dashboards offering a comprehensive view of recognition program performance; and, if applicable, Conversations, which displays activity like participation rates and performance metrics across the Conversations feature.

This new feature streamlines report access and enhances the efficiency of managing recognition programs by making it easier for authorized users to access the necessary data.

“Workhuman’s platform captures those authentic human moments within an organization and turns them into actionable insights, revealing patterns in the data that can inform strategy and actively shape culture. Our latest updates empower Program Managers to uncover this valuable intelligence more efficiently and effectively,” said Zoe Peterson-Ward, Workhuman’s Chief Customer Officer. “We’re revolutionizing the reporting experience for our customers, offering program owners capabilities and visibility like never before. What was once a cumbersome process is now an on-demand, self-service one, and we’re thrilled to announce that we have even more enhancements planned for later this year, all aimed at providing our customers with the ultimate recognition program experience.”

For 25 years, Workhuman has pioneered the employee recognition market. The company’s Social Recognition solution, backed by data and science, cultivates appreciation, enhances performance, fosters social connections, and promotes inclusivity. As Workhuman and Gallup research has shown, a strategic investment in recognition can boost a company’s bottom line.”

To learn more about how Workhuman’s Social Recognition solution empowers organizations to redefine cultures that inspire connection, drive innovation, promote adaptability, and build stronger workplaces, please visit www.workhuman.com.

Employers urged to establish whistleblowing reporting channels in advance of December deadline

As the implementation of the upcoming amendments to the Protected Disclosures Act approaches, the Compliance Institute are calling on the new cohort of Irish employers falling under the Act’s remit, to take the necessary steps to ensure they meet their new obligations.

From the 17th of December 2023, the scope of the Act will expand to include all organisations with 50 or more employees. The Compliance Institute, which is a representative body, consisting of 3,500 Compliance Professionals working in sectors across the economy, predominantly in the financial sector, are strongly advising these organisations that will be impacted by the changes to ensure they have begun the work necessary to establish internal channels for their workers who wish to report any wrongdoing in the workplace.

The new legislation stipulates that these organisations must appoint a designated person or function to operate the required internal reporting channel .

All entities governed by EU laws and regulations pertaining to financial services, anti-money laundering, counter-terrorism financing, transport safety, and safety of offshore gas and oil operations are obliged to create internal reporting channels – irrespective of size. Additionally, this requirement applies universally to all public sector organisations irrespective of their size.

Michael Kavanagh, CEO of the Compliance Institute commented,

“The scope of this Act is vast – it applies to individuals in the public, private, and non-profit sectors and now includes board members, shareholders, volunteers, and job applicants, in addition to the original scope of employees, agency workers, contractors, and trainees.

Employers must be proactive in adapting to the new legal requirements and the advice is not to delay in putting the wheels in motion to ensure they are fully compliant when December rolls around”.

“This law is imperative to foster a safe environment for those who want to speak up and raise concerns about possible wrongdoing they witness in the workplace”.

“Wrongdoing” covered by the Act includes criminal offences, failure to comply with legal obligations, endangering the health and safety of individuals, breaches of European Union laws, causing damage to the environment, misuse of public funds, or attempts to conceal or destroy evidence of such wrongdoings. The legislation also protects those who make a ‘protected disclosure’ otherwise known as a whistleblower, from dismissal or penalisation for reporting possible wrongdoing. Anonymous whistleblowers are also safeguarded in the event that their identity becomes known. Even if the disclosed information is proved to be incorrect, individuals are still protected, providing they have reasonable belief that the information is true.

Mr Kavanagh explained what employers will need to look at in advance of December,

“The operational framework that must be put in place will encompass maintaining communication with the reporting party, diligent follow-up on the report made, and providing feedback to the reporting individual. The designated individual must possess the requisite authority to fulfil the Act’s specified functions and possess the necessary expertise in managing reports. Organisations have the option to delegate this role externally if necessary”.

Mr. Kavanagh added,

“The emphasis on guaranteeing the confidentiality of those reporting misconduct is crucial as, it not only encourages reporting but also protects individuals from potential retaliation, fostering a culture of trust and accountability within the workplace. The role of operating the channel is a pivotal one. It is their responsibility to ensure that there is accountability and expertise in managing the entire reporting process, from receipt of the report to its resolution in accordance with legal requirements”.

Failure to establish the appropriate internal channels may result in criminal penalties. Penalisation or making threats of penalisation to an individual who has reported workplace wrongdoing is also now a criminal offence under Section 12 of the Act.

Mr. Kavanagh concluded,

“The Act places a significant legal obligation on employers to ensure they have the necessary reporting infrastructure in place. It also sends a clear message that any form of intimidation or retaliation will not be tolerated, thereby reinforcing the Act’s commitment to fostering a safe reporting environment for whistleblowers. If workplace misconduct is detected early and addressed promptly, it is hugely beneficial for the organisation in question. Employers have until the 17th of December to get the infrastructure in place to avoid legal penalties”.