Wife Promotion Plan Of The Court Of Auditors 2014/2015

Original Language Title: Frauenförderungsplan des Rechnungshofs 2014/2015

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304. Statement by the President of the Court of Auditors on the Court of Auditors ' Women's Development Plan 2014/2015

table of contents

The Court of Auditors ' Women's Plan

Preamble

Section 1
Representation of the actual condition
(STICHTAG 31 December 2013)

§ 1.

Representation of staff by sex and groups of use and function: comparison of female and male employees in the Court of Auditors

§ 2.

Representation of the women's quota

§ 3.

Use in the Examination Service

§ 4.

Presentation of the functions of the Court of Auditors, taking account of the proportion of women

§ 5.

Education and training

§ 6.

Applications

§ 7.

Working Time

§ 8.

Underrepresentation

§ 9.

Commissions and working groups

Section 2
Representation of the target state (longer term) for the elimination of the under-representation of women

§ 10.

Section 3
Fluctuation, prognosis up to and including 2019 and binding targets

§ 11.

Fluctuation and prognosis

§ 12.

Objectives of the Court of Auditors to increase the proportion of women in certain functions by 31 December 2015 in accordance with Article 11a (3) B-GlBG

Section 4
Special binding support measures for women according to § 11a para. 3 B-GlBG

§ 13.

Organization

§ 14.

Admission and career advancement

§ 15.

Education and training

§ 16.

Reentry for charmed staff

§ 17.

Support for equal treatment officers

The Court of Auditors ' Women's Plan

According to § 11a (1) of the Federal Employment Equality Act (B-GlBG), Federal Law Gazette (BGBl). N ° 100/1993, as last amended by the Federal Law BGBl. I n ° 210/2013 will be announced:

Preamble

The Court of Auditors is committed to the principle of equivalence and gender equality, to the concerns of women's promotion and to the creation of positive and career conditions for women, and ensures equal opportunities for women the sexes. In order to achieve gender equality, all the staff of the Court of Auditors have a common role to play.

Measures for the promotion of women are reflected in the Court of Auditors in personnel planning and in organisational development. The Court of Auditors aims to achieve a balance of gender distribution, particularly in the management functions. Any form of discriminatory action or behaviour towards women must be countered. These measures shall, in particular, be carried out by all persons, with the functions of the Court of Auditors.

The women's quota, regulated in § 11 paragraph 2 B-GlBG, was established with BGBl. I n ° 153/2009 from 40% to 45%. With BGBl. I n ° 140/2011, the quota for women was raised by a further increase to 50%, which was due to its entry into force 1. January 2012 is based on the women's promotion plan 2014/2015.

In 2013, the Court of Auditors has a total female quota of 45.1% for 306 employees. In the test staff, which is made up of persons in the A1 and A2 applications, the percentage of women has risen to more than three times since the 1994/1995 women's support plan (from 11.5% to 37.0%).

Section 1

Representation of the actual condition
(STICHTAG 31 December 2013)

Representation of staff by sex and groups of use and function: comparison of female and male employees in the Court of Auditors

§ 1. The proportion of women and men in the use groups A1 to A7 is as follows:

Usage

Group

Women's share

% Share

Total workforce

Men-

Share

% Share

Total workforce

Employees

Total

A1

81

36.99

138

63.01

219

A2

14

46.67

16

53.33

30

A3

36

87.80

5

12.20

41

A4

4

80.00

1

20.00

5

A5

1

25.00

3

75.00

4

A6

0

0.00

1

100.00

1

A7

2

33.33

4

66.67

6

Total

138

45.10

168

54.90

306

Representation of the women's quota

§ 2. As can be seen from the comparison, the women's quota is below 50%, in particular in the case of the A1 and A2 groups. Compared with the 2012/2013 women's promotion plan, an increase in the A1 use group is from 33.18% to 36.99% and in the A2 use group from 42.42% to 46.67%.

Use in the Examination Service

§ 3. The core tasks of the Court of Auditors are the audit and, on this basis, the advice. Therefore, the proportion of women in the examination service will be shown separately below.

Of 306 employees employed in the Court of Auditors, 248 are active in the audit service; 94 examiners (37,90%) are faced with 154 examiners (62.10%) (women's promotion plan 2012/2013: 34.13%). 65.87%).

The following table shows the development of the women's quota in the examination service, in particular the constant increase in the proportion of women and the fact that the women's quota in the examination service has been in place since the presentation of the Women's support plan for 1996/1997 has more than doubled.

Women's förde-

rplan

Examiners

% Share

to Sum

Reviewers

Reviewer

% Share

to Sum

Reviewers

Total

Reviewers

1996/1997

35

14.71

203

85.29

238

1998/1999

46

19.01

196

80.99

242

2000/2001

53

21,46

194

78.54

247

2002/2003

59

23.98

187

76.02

246

2004/2005

62

26.27

174

73.73

236

2006/2007

72

30,00

168

70.00

240

2008/2009

73

31.06

162

68.94

235

2010/2011

80

32.92

163

67.08

243

2012/2013

86

34.13

166

65.87

252

2014/2015

94

37,90

154

62.10

248

Of the 138 women employed in the Court of Auditors, 68.12% are employed in the audit service, whereas of the 168 men employed in the Court of Auditors, 91.67% (2012/2013 Women's Development Plan: 64.66% and 92.22%).

Presentation of the functions of the Court of Auditors, taking account of the proportion of women

§ 4. The gender-specific occupation of the functions of the Court of Auditors is as follows:

(1) Use Group A1:

Section line: 1 woman, 4 men; 0 unoccupied

Secondhand: 3 women, 2 men; 0 unoccupied

Department line: 8 women, 23 men; 3 unoccupied

Deputy head of department as well as head of department and head of department:
18 women, 38 men; 7 unoccupied

In total, there are a total of 97 (and 10 vacant) functions in the A1 usage group; 30 of these are occupied by women, 30.92% (women's promotion plan 2012/2013: 25.96%).

(2) Use group A2:

Management of the library: 1 woman

(3) Use Group A3:

Line Facility Service: 1 man

Head of the general law firm: 1 woman

Management of the administrative support points of the sections:
5 Women

Deputy of the administrative support points of the sections:
3 women; 2 unoccupied

In total, there are 10 (and 2 vacant) functions in group A3 10, 9 of which are occupied by women, 90% of them (women's promotion plan 2012/2013: 90.00%).

Education and training

§ 5. In the period of 1. January 2012 to December 31, 2013, the following course registrations and/or Attended seminar days for staff members in the examination service:

Course type

Login

Seminar days attended by

Women

Men

Women

Men

Basic training (MBA)

12

23

270.0

453.0

Basic training (BKA)

5

1

20.0

3.0

Other courses (BKA)

35

38

174.0

195.0

External seminars

28

67

86.0

267.5

Internal seminars

128

189

1.328,0

1,810,5

Total

208

318

1,878,0

2.729.0

This results in an average number of seminar days per participant of 9.03 days and per participant of 8.58 days (women's promotion plan 2013/2014: 8,43 and/or respectively). 7.61 days).

Applications

§ 6. In the period of 1. January 2012 to 31 December 2013, a total of 255 women and 339 men, of whom 189 were women and 249 men for the examination service, and 66 women and 90 men for other areas (central services).

It included 15 women and 9 men, all of which were taken for the examination service. This corresponds to a share of 62.50% women to 37.50% men on the shots.

Working Time

§ 7. The legal possibility of flexible working hours is already being implemented in the Court of Auditors and, in individual cases, it is also used. This will promote the reconciliation of family and work.

Underrepresentation

§ 8. While women are under-represented in the Court of Auditors in categories A1 and A2 according to § 11 B-GlBG, the success of the efforts to attract women to the Court of Auditors is demonstrated by the steady increase in the number of women in the audit service; and particularly the high proportion of women (62.50%) in the recordings.

Commissions and working groups

§ 9. In accordance with Section 10 (1) B-GlBG, the composition of commissions is to be taken into account by the numerical ratio of female and male service employees. The participation of women in working groups is to be made possible. Women are represented in Commissions as follows:

Reception Commission (7 women)

Disciplinary Commission at the Court of Auditors (5 women)

Performance Commission (3 women)

Commission for Innovation (1 Woman)

Ethics Commission (1 woman)

Commission of the Commission (7 Women)

Section 2

Representation of the target state (longer term) for the elimination of the under-representation of women

§ 10. (1) A women's quota of 50% in the examination service is to be sought. The target state would be reached if the exam service

in the A1 use group, an increase of 81 to 109.5 women (+ 37.19%) and

in the A2 use group, an increase of 13 to 14.5 women (+ 11.54%)

would have been recorded.

(2) A full approximation of the 50% women's quota in the area of functions will only be possible in the long term. This would be achieved if:

3 women the management of a section,

18 women's management of a department and

32 women the deputy head of a department or the investigative board

exercise. Since 3 women are responsible for the deputy management of a section, the women's quota of 50% has been fulfilled in this function.

(3) Since the creation of the women's promotion plan for 1996/1997, the audit service has seen an increase in the level of examiners by 59, while the number of examiners has decreased by 49.

Section 3

Fluctuation, prognosis up to and including 2019 and binding targets

Fluctuation and prognosis

§ 11. (1) The fluctuation was due to the data obtained for the period 1. January 2012 to 31 December 2013 with the target date up to and including 2019, based on the following assumptions:

1. January 2012 until 31 December 2013 retired staff:

Women

Men

in total

Termination of active service:

Transfer and transfer to retirement in accordance with

§ § 13, 14, 15, 15a, 15c as well as § § 236b to 236d of the Civil Service Act 1979 (BDG 1979)

6

14

20

Withdrawal according to § 21 BDG 1979

0

4

4

Offset according to § 38 BDG 1979

1

3

4

Death pursuant to § 20 (1) Z 7 BDG 1979

1

1

2

Time-lapse of fixed-term contracts, unambiguous resolution, termination in accordance with § 30 VBG 1979

3

1

4

Total

11

23

34

(2) By the end of 2019, a further departure of 3 women and 21 men-as a result of the statutory retirement age-may be expected, and

2014

2015

2016

2017

2018

2019

Women

0

1

1

0

0

1

Men

3

4

3

3

4

4

(3) The Court of Auditors is interested in an increased application of women in the vacancy notice and thus expresses the fact that it particularly invites women in its calls for tenders to apply.

Objectives of the Court of Auditors to increase the proportion of women in certain functions by 31 December 2015 in accordance with Article 11a (3) B-GlBG

§ 12. The Court of Auditors aims to continue to reduce the under-representation of women and, in the longer term, to achieve the fulfilment of the women's quota in all uses and functions, and lays down the following binding guidelines for increasing the number of women. Women's share.

These binding targets refer to women who are at least equally suitable as the best-suited male candidate (deadline of 31 December 2013).

Function

Women

Men

total

Women's share

in%

Binding targets

in%

Section Line

1

4

5

20.0

40.0

Section Management-Deputy

3

2

5

60.0

60.0

Department Line

8

23

31

25.8

27.0

Department Management-Deputy, Examination

and faculty management

18

38

56

32.1

34.0

Section 4

Special binding support measures for women according to § 11a para. 3 B-GlBG

Organization

§ 13. (1) The Court of Auditors is committed to the principle of equivalence between women's and men's work and equal opportunities for all staff. All the holders of functions in the Court of Auditors shall have the necessary support for the promotion of women.

(2) Women's promotion activities should be taken into account in the overall planning, in personnel planning and in organisational changes.

(3) The transparency of the decision-making structures and the implementation of the promotion of women are to be ensured, in particular, by the following measures in the case of the file flow:

1.

The Equal Treatment Officer shall be involved:

In the discharge of the Women's Promotion Plan,

in the case of organisational changes in the Court

in the composition of commissions and working groups, and

in the survey of educational needs.

2.

Prior to the intended implementation of the following staff measures, the Equal Treatment Officer shall have the right to a written opinion:

In the setting of alerts,

in the call for tenders for functions and in the case of functional orders,

in the case of the rejection of the carence and part-time work of
Female employees and

in case of changes in the use of staff

3.

The Equal Treatment Officer shall be informed of the following staffing and organisational measures:

Rejection of female and female host workers,

Termination of the trial use of employees,

Non-admission of employees to education and training,

Granting of Karenzurlauben and changes in the use thereof,

Invitation to tender for training seminars and

general staff decisions relating to female staff with a view to
Compliance with the B-GlBG.

Admission and career advancement

§ 14. (1) The invitation to tender or Publication of posts and functions which have been submitted for occupation has to be carried out with the aim of attracting, in particular, women to the audit service in the Court of Auditors.

(2) After admission, the staff must be introduced into the organisation of the Court of Auditors in the course of integration modules, with the participation of the equal treatment officers.

(3) The professional advancement of staff is to be promoted through priority admission to external educational events, in particular to the training of managers.

Education and training

§ 15. Education and training must be carried out in accordance with the approach developed by the Court of Auditors. The concept regulates the vocational education and training of the staff of the Court of Auditors by means of individual advice, the collection of educational needs and the preparation of the educational provision, as well as the development of Leadership in the field of women's promotion.

Reentry for charmed staff

§ 16. Women must be given any support to facilitate their re-entry into the profession. In particular, they can be offered the opportunity to participate in the integration modules, which constitute an essential part of the initial and further training concept, after the end of their carence holidays.

Support for equal treatment officers

§ 17. The Equal Treatment Officer is to be supported in order to carry out their duties according to the B-GlBG. The necessary resources and information are to be made available to it.

Moser