Shaping WIPO’s Future

Workforce 2018
Index of tables Shaping WIPO’s Future
Workforce at a glance 2 WIPO’s workforce, of which the bulk The data in this brochure shows
Table 1 WIPO workforce by category 4 and core are its staff, is the human a breakdown of the workforce by
capital of the Organization. Staff are category, sector, funding and type
Table 2 Staff by contract / funding type 6
the Organization’s greatest asset. of staff appointment. Organizational
Table 3 Staff distribution per sector 7
Characterized by rich diversity and performance is principally measured
Table 4 Productivity 8
inclusion, near-parity in representation through the productivity data of the
Table 5 Staff costs 9 of men and women, a dynamic inter- Patent Cooperation Treaty and Madrid
generational mix and flexibility in its registration systems. Various indicators
Diversity 10 configuration, WIPO’s workforce is of broad geographical representation
Table 6 Geographical representation of staff by region 12 shaping the Organization’s future, and gender balance demonstrate
Table 6a Geographical representation of staff by region (details) 14 strengthening its role as the global the Organization’s commitment to
Table 7 Member States represented among staff 16 champion of innovation and creativity. enhancing staff diversity and inclusion.
Table 8 Top 10 represented countries 17
Efforts at talent sourcing are also
measured, while information on
Table 9 Gender by grade 18
learning activities and development
Table 10 Gender by category 19
programs catering to existing staff is
Table 11 Average age by category 19 provided. Finally, the brochure provides
data relating to WIPO’s internal justice
Talent sourcing 20
system as part of organizational
Table 12 Vacancy announcements by grade 22 conflict management.
Table 13 Applications received by category 23
Table 14 Applications and appointments by region 24
Table 15 Expected retirements 26
Table 16 Separations 27

Development 28
Table 17 Training categories 30
Table 18 Performance evaluation 32
Table 19 Staff on part-time work schedules 33

Conflict management 34
Table 20 Cases filed by staff 36
Table 21 Cases filed per subject matter 37

Data are as at June 30, 2018, unless otherwise stated.

1
 Workforce
at a glance

70/30
flexibility

2 3
 Table 1

WIPO workforce by category

Staff financed under Reserves and
Funds-in-Trust (FIT)
9+9

Men + Women 18
Temporary Professional and
higher categories
25 + 19

Director and higher 1

44
51 + 22
Temporary General Service

73 2 + 14

Professional
16
262 + 248
Interns, Fellows and UNDP-JPOs 2
69.6% 30.4%
510 23 + 51

Core workforce
(regular staff)
Flexible Workforce
(474) 74
(1,084)
Other non-staff 3
General Service
187 + 308

495 322

UN staff on loan 4
2+1

3
1
The Executive Category (DG, DDG and ADG = 9 posts) is included.
2
UNDP-Junior Professional Officers are assigned on a loan basis to WIPO National Professional Officer
under an agreement between UNDP and WIPO. 0+3
3
This group also includes individuals from the Syni programme of the
Swiss Bureau of Subsidized Temporary Employment, who are assigned
to WIPO for training purposes. For the other non-staff in this group, only
those working on WIPO premises in Geneva are included in the count.
3
4
UN staff on loan under the Inter-Organization Agreement concerning
Transfer, Secondment or Loan of Staff among the Organizations applying
the United Nations Common System of Salaries and Allowances.

4 5
 Table 2 Table 3

Staff by contract / funding type Staff distribution by sector*

Regular budget funded
Other funding sources

External Offices and

Permanent (635) Continuing (77) Coordination Office 1

54.6% 6.6% 1.5%

Patents and Administration and
Technology Sector Management Sector 2

32.8% 20.0%

Fixed-term (369)

31.8% Brands and

1,162
Designs Sector

UN staff
on loan (3) 12.7%
0.3% Copyright
Global Issues and Creative
Sector Industries Sector

FIT and project

3.0% 2.2%
personnel (18)
Global Infrastructure Development
1.6% Sector Director General 3 Sector

Temporary (60) 5.4% 15.4% 6.9%

5.2%
1
Not a standalone sector although shown separately; these offices fall under either the Office of the Director General,
the Brands and Designs Sector, the Global Issues Sector or the Global Infrastructure Sector (there is no double-counting).
2
Office of the Assistant Director General, Information and Communication, Technology Department, Conference and
General Services Division, Language Division, Procurement and Travel Division, Department of Program Planning and
Finance, Security and Information Assurance Division and Premises Infrastructure Division.
3
Director General’s Front Office, Office of the Director General, Office of the Legal Counsel, Human Resources
Management Department, Economics and Statistics Division, Communication Division, Internal Oversight Division,
Office of the Ombudsperson, Department for Transition and Developed Countries, WIPO Ethics Office.

* Regular budget, permanent, continuing, fixed-term and temporary appointments

6 7
 Table 4 Table 5

Productivity Staff costs

+7% 100%

+7% +4%
75%

-3%
+12%
+17% 50%

Patent Cooperation
Treaty
+5%
-1%

Madrid System
25%

1,543 1,534 1,558

66.6% 67.5% 64.5% 65.5% 60.2%

1,414
1,354 Personnel
WIPO workforce expenditure
214.2 208.5 215.4 211 220.5

Non-personnel
expenditure
107.5 100.3 118.4 111.2 146

1,084 Total 321.7 308.8 333.8 322.2 366.5

1,038 1,053 1,059 In CHF millions

Core workforce 1,007

(regular staff) 2013 2014 2015 2016 2017

2014 2015 2016 2017 2018

Jan – June * Note: Figures are on a budgetary basis, (i.e. before IPSAS adjustments).
* Data covering the first six months of 2018 may not be representative of the entire year. Source: WIPO’s financial systems

8 9
 Diversity

118 48
nationalities average age
46/54
men–women

10 11
 Table 6

Geographical representation
of staff by region *
Men Women

Western Europe 44.6%

27 + 23

50
141 + 145

286
33 + 27

60 6+5

11
Asia and the Pacific 19%

Africa 10.1%
22 + 25 41 + 24 76 + 46

47 65 122
North America 9.4%

Eastern and
Central Europe 7.8%
and Central Asia

Latin America
and the Caribbean 7.3%

* In the Professional and higher categories, regular and temporary staff. Middle East 1.7%
12 13
 Table 6a

Geographical representation
of staff by region (details)
Men
Women

Fixed-term, continuing, permanent appointments All appointments per regions

Africa (60) 38 / 22 10.1% Africa (65) 41 / 24 10.1%

Asia and the Pacific (110) 70 / 40 18.5% Asia and the Pacific (122) 76 / 46 19%
Eastern and Central Europe Eastern and Central Europe
and Central Asia (46)
26 / 20 7.7% and Central Asia (50)
27 / 23 7.8%
Latin America and Latin America and
the Caribbean (45)
21 / 24 7.6% the Caribbean (47)
22 / 25 7.3%

Middle East (7) 3/4 1.2% Middle East (11) 6/5 1.7%
North America (54) 29 / 25 9.1% North America (60) 33 / 27 9.4%

Western Europe (273) 38 133 / 140 45.9% Western Europe (286) 38 141 / 145 44.6%

Total (595) 320 275

46% 100% Total (641) 346 295
46% 100%

Temporary appointments
Africa (5) 3/2 10.9%

Asia and the Pacific (12) 6/6 26.1%

Eastern and Central Europe
and Central Asia (4)
1/3 8.7%
Latin America and
the Caribbean (2)
1/1 4.3%

Middle East (4) 3/1 8.7%

North America (6) 4/2 13%

Western Europe (13) 38 8/5 28.3%

Total (46) 26 20
46% 100%

14 15
 Table 7 Table 8

Member States represented Top 10 represented countries *

among staff
Represented Member States

150
1. France 310

2. United Kingdom 71

100

3. Switzerland 52

50
4. United States of America 47

5. China 41

118 114 118 121 118

6. Japan 39

2014 2015 2016 2017 2018

Jan – June
7. Italy 38

Unrepresented Member States

8. Germany 37

100

9. Spain 35

50
10. Canada 25

69 74 71 70 73

2014 2015 2016 2017 2018

Jan – June

List of unrepresented Member States:

Afghanistan, Albania, Andorra,Angola, Antigua and Barbuda, Bahamas, Bahrain, Barbados, Belize, Botswana, Brunei Darussalam,
Burundi, Cabo Verde, Central African Republic, Chad, Comoros, Cook Islands, Congo, Djibouti, Dominica, Dominican Republic,
Equatorial Guinea, Eritrea, Estonia, Eswatini, Fiji, Gambia, Guinea, Guyana, Holy See, Iraq, Kiribati, Kuwait, Lao People’s
Democratic Republic, Liechtenstein, Luxembourg, Maldives, Mali, Malta, Marshall Islands, Mauritania, Monaco, Montenegro,
Mozambique, Namibia, Niger, Niue, Oman, Panama, Papua New Guinea, Paraguay, Qatar, Saint Kitts and Nevis, Saint Lucia,
Saint Vincent and the Grenadines, Samoa, San Marino, Sao Tome and Principe, Saudi Arabia, Sierra Leone, Slovenia, Somalia,
Sudan, Tajikistan, Thailand, Timor-Leste, Tonga, Turkmenistan, Tuvalu, United Arab Emirates, Uzbekistan, Vanuatu and Yemen. * All Staff

16 17
 Table 9 Table 10

Gender by grade Gender by category

Men (493) Men (493)
Women (578) Women (575)

D2 83% 17% 10 / 2 Director 69% 31% 44 / 20

D1 65% 35% 34 / 18 Professional 51% 49% 262 / 248

P5 67% 33% 67 / 33 General Service 38% 62% 187 / 307

P4 53% 47% 96 / 85
Total 46% 54% 493 / 575

P3 50% 50% 80 / 80

0% 25% 50% 75% 100%

P2 30% 70% 19 / 45

P1 100% 0/5

Table 11
NPO 1 100% 0/3

G7 14% 86% 5 / 32
Average age by category
G6 32% 68% 72 / 150 Director 54.5

G5 44% 56% 86 / 108 Professional 47.2

Director +
G4 56% 44% 19 / 15 48
Professional

G3 71% 29% 5/2 General Service 48.8

0% 25% 50% 75% 100% 0 25 50 75

1
National Professional Officers.

18 19
 Talent
sourcing
12,508
Total number of applications
in 2017

20 21
 Table 12 Table 13

Vacancy announcements Applications received

by grade * by category *
2017 fixed-term vacancies (100) Men (6,057)
2017 temporary vacancies (32) Women (6,445)

1,779
2

21

18

916
760
14

12 3

11

1,376
1,243
9

1,100

769
602
7 4

127 / 401
320

465
123
3

81 / 298
2

534

468
436
3

348
36 / 12

308
2 2

0 1 8 13 22 17 20 5 0 0 23 12 7 4 48 559 854 2,004 2,017 3,157 815 1,070 1,077 528 379

DDG D2 D1 P5 P4 P3 P2 P1 NPO G7 G6 G5 G4 G3 D2 D1 P5 P4 P3 P2 P1 G6 G5 G4 G3

Director Professional National General Service Director Professional General Service

and higher (77) Professional (46) and higher (8,847) (3,054)
(9) Officers (607)
* In 2017 (0) * In 2017

22 23
 Table 14

Applications and appointments

by region *
Applications received 1 Appointments made 1
Men (3,939) Men (24)
Women (2,979) Women (25)

Africa (17.06%) 1,181 772 409 Africa (4.08%) 2 2

Asia and the Asia and the

Pacific (17.48%)
1,210 736 474
Pacific (28.57%)
14 9 5

Eastern and Central Eastern and Central

Europe and Central 1,025 399 626 Europe and Central 2 1 1
Asia (14.81%) Asia (4.08%)

Latin America and Latin America and

the Caribbean 600 297 303 the Caribbean 4 4
(8.67%) (8.16%)

Middle East Middle East

(4.06%)
281 157 / 124
(2.04%)
1 1

North America North America

(6.88%) 476 236 240
(22.45%) 11 3 8

Western Europe 2,140 1,339 801

Western Europe 15 8 7
(30.91%) (30.61%)

No specified 10 8/2
No specified -
nationality (0.14%) nationality (0%)

Externally advertised vacancies in the Professional and higher categories.

1

* Fixed-term positions in the Professional and higher categories in 2017. Excluding appointments to posts under Funds-In-Trust.
1

24 25
 Table 15 Table 16

Expected retirements Separations

Executive (5) Retirement (98)
Director (24) Termination of appointment (51)
Professional (84) Resignation (30)
General Service (80) Expiration of appointment (25)
Disability (8)
Inter-Agency Transfer (7)
Death (2)
Men Women 19

21 30
20

40 4 1 5
5 1 6

3 5 8
14
4 1 5 2 2 11 4 15

12 7 19
30

3 3 5 6 11
10 6 16 17 16

9 6 15

20 13 8

9 10 19 2
7 11 18
4

1 7 8

5 8 13 6 2
3 9 12 7
10 4 7 11 2 4

6
7
3 4 7 4 3

3
4
2 3
1
1 1 1

Total 15 29 41 34 34 40 Total 49 48 54 49 21
2018 2019 2020 2021 2022 2023 2014 2015 2016 2017 2018

26 27
 Development

6,000
training days for staff

28 29
 Table 17

Training categories *
Number of days (5,945.4) Total number of participants
Men
Women
Management 11.7% 692.9
Men (40%) Women (60%)

Communication 14.6% 865.9 1,569 2,384

Languages 32.0% 1,904.6

IT 10.5% 622.0

ERP/AIMS 1 0.4% 21.6

Intellectual 3.4% 204.5

Property

Registration
Systems
10.4% 620.6
3,953
Induction
Program
3.7% 222.5

Diversity
1.0% 57.9
(incl. Gender)

Ethics & Integrity 0.8% 46.4

Health / Safety /  2.6% 153.3

Security

Technical Training 2.8% 166.7

4.8
Pre-retirement
4.5% 268.0
Training

Other 1.7% 98.5

Average training days
per staff member
* In 2017.
1
ERP/AIMS: Enterprise Resource Planning / Administrative Integrated Management System.

30 31
 Table 18 Table 19

Performance evaluation * Staff on part-time work schedules

Men
Women

Ratings Regular staff

Full-time 100% 503 449 952

Outstanding
performance
219 20.8%

Part-time 90% 4 31 35
Effective
795 75.4%
performance
80% 5 93 98

50% 15 15
Improvement
in performance 1 0.1%
needed
Total regular staff 512 588 1’100
Unsatisfactory 1 0.1%
performance
Total part-time 1.8% (9) 23.6% (139) 13.5%
No rating 1 38 3.6%

Temporary staff

PMSDS Full-time 100% 27 31 58

23 2.1%
not completed

Part-time 4 4

Total temporary staff 27 35 62

Total part-time 0.0% (0) 11.4% (4) 6.5%

Total staff 539 619 1,162

* Status of 2017 cycle as at June 2018. Total part-time 1.7% (9) 23% (143) 13.1%
1
These comprise those who, due to absences, do not have an evaluation rating for 2017.

32 33
 Conflict
management

34 35
 Table 20 Table 21

Cases filed by staff Cases filed per subject matter

between July 2014 and June 2018 between July 2017 and June 2018

Requests for review of administrative decisions (83)

Rebuttals of performance appraisals (8)
Grievances (harassment) (15)
Internal appeals to WIPO Appeal Board (78)
Complaints to ILO Administrative Tribunal (33)

29

Other appointment-
17
related

Miscellaneous 13

4 27 1

5
Harrassment 8

32  2 18
15

Benefits / 
7
entitlements 1
1
2 1
5 2 4
13 14
18 Disciplinary matters 5

12
93 94 Non-renewal /  2
termination
4

Total 5 82 43 45 54 Classification 1

Jul. 2014 – Jul. 2015 – Jul. 2016 – Jul. 2017 –

Jun. 2015 Jun. 2016 Jun. 2017 Jun. 2018
Performance 1
management
1
One case includes 318 requests for review filed by staff serving in Geneva in the Professional and higher categories,
against the pay cut resulting from the reduction of the post adjustment multiplier.
2
One case includes 78 appeals filed by (current or former) staff members regarding their former contractual status.
3
One case includes 44 complaints filed by (current or former) staff members regarding their former contractual status.
4
One case includes 4 complaints filed by (current or former) staff members regarding their former contractual status.
5
A single case could be recorded more than once during the same period or during different periods, as it goes through
the internal justice system (e.g., a request for review, a rebuttal or a grievance may become an appeal to the WIPO
Appeal Board, then a complaint to the ILOAT). 1
One case includes the 318 requests for review against the pay cut (see Table 20, footnote 1).

36 37
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