41. Proclamation of the President of the Court of Auditors concerning the woman promotion plan of the Court of Auditors
In accordance with section 41, paragraph 1, of the federal equal treatment Act (B-GBG), Federal Law Gazette No. 100/1993, as last amended by Federal Law Gazette I no. 119/2002, will be announced:
Wife promotion plan of the Court of Auditors
Representation of the actual state (as of July 1, 2003)
Representation of staff broken down by gender, as well as use and function groups:
Comparison of male and female employees in the Court of Auditors
§ 1. The women and men share in the use of Group A1 to A7 is as follows:
% Share of
% Share of
Proportion of women
Representation of women
§ 2. As from the comparison, the rate of women under 40% is in particular at the use groups A1 and A2. There is however an increase in the use of Group A1 19.66% 22,60% and in the use of Group A2 35,29 37,29% % compared to the Frauenförderungsplan 2002/03.
Used in the audit service
§ 3. As the core task of the Court of Auditors the audit work, the proportion of women in the testing service is represented in the following separately.
Of 306 staff employed in the Court of Auditors, 236 in the validator Service involved; 62 Examiners (26,27%) 174 Auditors (73,73%) face (Frauenförderungsplan 2002/03: 23.98% and 76,02%, respectively).
The following table shows the development in the inspection service, and in particular to the steady increase of women and to point out is that the rate of women in the testing service has more than doubled since the template of woman promotion plan 1994/95 the women's quota.
52,99% in the audit service involved 117 women employed by the Court of Auditors, by the 189 in the Court of Auditors 92,06% employed men, however, (2002/03: 51,75 Frauenförderungsplan % and 93,03%, respectively).
Representation of the functions in the Court of Auditors, taking into account the percentage of women
§ 4. The gender-specific occupation of the functions in the Court of Auditors is as follows:
(1) use Group A1: -.
Head of section: 4 men; 1 vacant;
Section line delegate: 2 men; 3 vacant;
Department head (excluding section management delegation): 29 men, 4 women;
Delegate of the Department head as well as test lead and faculty lead: 61 men, 15 women; 4 vacant.
Total 115 thus occupied (and 8 vacant) are functions; thereof 19 women 16,52% are occupied, this (Frauenförderungsplan 2002/03: 10.19%).
(2) use category A2:
Management of the library: 1 man;
The Economic Institute: 1 woman.
Overall there are 2 functions; one is exercised by a woman, these are 50% (Frauenförderungsplan 2002/03: 100%).
(3) use of group A3: -.
Delegate of the line of the economy controlled: 1 man;
The Ministerial Office Directorate: 1 man;
Delegation of Ministerial Office Directorate: 1 woman;
Management of General Office: 1 woman;
Management of administrative support posts of the sections: 5 women.
Overall are therefore 9 functions; subject 7 women are busy, 77,78% (Frauenförderungsplan 2002/03: 87.50%).
Education and training
§ 5. In the period from 1 July 2001 to 1 July 2003 following course registrations and graduated from Seminary days for staff in the audit service recorded were:
Seminar day attended by
Type of course
other courses at the Academy of management
This results in an average number of seminar days per participant 2.32 days, and each participant days of 2.20.
§ 6. Total 1 063 men and 642 women, of which 994 men and 520 women for the testing service, and 69 men and 122 women for other areas (central services) competed for the period from 1 July 2001 to 1 July 2003. 14 women and 11 men for the testing service, 3 women and 1 man for central services have been recorded. This corresponds to a share of the recordings of women 56% to 44% men and a share related to the central services of the recordings by 75% of women and 25% men related to the testing service.
Working time regulation
§ 7. The legal way to the flexible working time system is already implemented in the Court of Auditors and in some cases also already taken. It promotes the compatibility of family and career.
§ 8 women are indeed in the Court of Auditors into the use groups A1 and A2 and all functions relating to the use of groups A1 and A2 according to § 40 the success of efforts to attract women for the Court of Auditors, is underrepresented, B-GBG but on the increase in the rate of women in the validator Service.
Commissions and working groups
§ 9. In the composition of the commissions, B-GBG pursuant to § 9 para 1 is on the ratio of female and male employees carefully to take. The participation of women in the working groups is to allow. Women are represented in committees as follows:
Admissions Committee (7 women);
Disciplinary Commission at the Court of Auditors (3 women);
Commission for the suggestion (1 woman);
Performance assessment Commission (5 women).
Representation of the ideal condition (long term) to eliminate the under-representation of women
§ 10 (1) a 40% rate of women in the testing service aim is to. The target State would be achieved, if in testing service
in the use of Group A1 an increase from 40 to 79 women (+ 98%) and
in the use of Group A2 an increase from 22 to 26 women (+ 20%) there would be.
(2) an approach to the 40% proportion of women in the area of the functions will be possible only in the long term. This would be achieved, if
2 women the lead of a section,.
2 women the Deputy Head of a section.
15 women head a Department and
32 women exercised the Deputy Head of a Department or the checking line.
(3) since the creation of woman promotion plan 1994/95, an increase of level at examiners in the audit service was at 34 increasing while the number of Auditors decreased to 42.
Fluctuation forecast until 2009 and binding targets
Fluctuation and forecast
§ 11 (1) fluctuation was created 1 July 2001 and 1 July 2003 with the objective to including the year 2009 on the basis of the data obtained for the period where the following assumptions were based:
Officials eliminated by July 1, 2001 to July 1, 2003:
Termination of active service: conversion and retirement pursuant to sections 13, 14 and 15, as well as sections 236 b and 236 c of the official service Corporation Act of 1979 (BDG 1979) and in accordance with section 22 g of the Federal employees Sozialplan-law (BB-SozPG)
Decommissioning in accordance with § 19 BDG 1979
Termination of employment pursuant to § 20 BDG 1979
Transfer in accordance with section 38 BDG 1979
Service allocation in accordance with § 39 BDG 1979
Time in accordance with section 30 of the contract staff Act 1948
(2) from the date of July 1, 2003 until the end of the year 2009 can with further, reaching the statutory retirement age-induced retirements of 3 women and 59 men be expected, namely
(3) the Court of Auditors is interested in the vacancy on an increased application of women and expressing this this, that he especially invites women in its tender, to apply.
Targets of the Court of Auditors to increase the percentage of women in certain functions by 31 December 2005 in accordance with article 41, paragraph 3 B-GBG
§ 12. The Court of Auditors aspires to continue to reduce the under-representation of women and in the longer term to achieve compliance with the women's quota of 40% in all uses and functions, and sets the following binding targets to increase the proportion of women.
This binding specifications refer to women who are at least equally suitable as the best male (as of July 1, 2003).
The proportion of women in %
Binding targets in %
Department head delegate, audit and administration of Department of
Two section leaders have already reached the earliest retirement age. In our experience, however, is the actual retirement age in the functions section Director and section head Deputy hardly before the age of 65 years, so no binding target for the period until 2005 for these functions is possible.
Special binding affirmative action for women pursuant to § 41 3 B-GBG
The Court of Auditors section 13 (1) is committed to the principle of the equivalence of the work of woman and man, and of equal opportunities for all employees. All holders and holders of functions in the Court of Auditors have to go along with the necessary affirmative action.
(2) affirmative action are in the overall planning of staffing and organizational changes into account.
(3) the transparency of decision-making and the implementation of woman promotion bid is to ensure in particular by the following measures in the file:
1. the compliance officer is to include:
When the issue of woman promotion plan.
Organizational changes in the Court of Auditors,
composition of committees and working groups and
the survey of training needs.
2. the compliance officer has the right to the written observations before the intended implementation of the following personnel:
in assessing tenders,.
the competition of functions and function orders,.
in the rejection of parental vacations and part-time employment of service workers and
When using changes to employees.
3. the compliance officer is to inform about following had personnel and organizational measures:
Rejection of recording recruiters and record seekers,
Termination of trial use by employees.
Non-admission of workers to education and training,
Granting of parental leave vacations and use changes,
Tender of training seminars and
General personnel decisions regarding female employees in regard to compliance with the B-GBG.
Intake and career advancement
14. (1) the tender or notice posts to the occupation of and functions with the aim to attract women for the testing service in the Court of Auditors, in particular, must be made.
(2) after inclusion, the employees in the course of integration modules with the assistance of the compliance officer in the organisation of the Court of Auditors are to introduce.
(3) the professional rise of employees is by priority admission to external educational events, in particular to the management training to promote.
Education and training
§ 15. The education and training has to be based on the concept developed by the Court of Auditors. The concept governs the in-service education - and training of the employees and the employees of the Court of Auditors through individual consulting, survey of training needs and preparation of the training offer, the leadership development from the perspective of the advancement of women.
Returning to full-time staff
§ 16 women is to offer any assistance to facilitate their re-entry into the profession. Especially the possibility to participate in the integration modules is them after her maternity leave to offer, representing a substantial part of the education and training concept.
Support the compliance officer
§ 17. The compliance officer is to support the exercise of their functions to the B-GBG. The resources and information you are to to provide.