Wife Promotion Plan Of The Court Of Auditors 2014/2015

Original Language Title: Frauenförderungsplan des Rechnungshofs 2014/2015

Read the untranslated law here: http://www.ris.bka.gv.at/Dokumente/BgblAuth/BGBLA_2014_II_304/BGBLA_2014_II_304.html

304. Proclamation of the President of the Court of Auditors concerning the Frauenförderungsplan of Auditors 2014/2015

Table of contents



Wife promotion plan of the Court of Auditors



Preamble



1. section representation status (deadline 31 December 2013)



§ 1.



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



§ 2.



Representation of women



§ 3.



Used in the audit service



§ 4.



Representation of the functions in the Court of Auditors, taking into account the percentage of women



§ 5.



Education and training



§ 6.



Applications



§ 7.



Working time regulation



§ 8.



Under-representation



§ 9.



Commissions and working groups



2. section representation of the ideal condition (long term) to eliminate the under-representation of women



§ 10.



3. cut turnover, forecast and including 2019 and binding targets



§ 11.



Fluctuation and forecast



§ 12.



Targets of the Court of Auditors to increase the percentage of women in certain functions until 31 December 2015 in accordance with § 11a paragraph 3 B GlBG



4 section special mandatory affirmative action for women according to § 11a paragraph 3 B GlBG



§ 13.



Organization



§ 14.



Intake and career advancement



§ 15.



Education and training



§ 16.



Returning to full-time staff



§ 17.



Support the compliance officer of woman promotion plan of the Court of Auditors

In accordance with section 11a, paragraph 1, of the federal equal treatment Act (B-GlBG), Federal Law Gazette No. 100/1993, as last amended by Federal Law Gazette I no. 210/2013 will be announced:

Preamble

The Court of Auditors is committed to the principle of conditions of equivalence and gender equality, to the concerns of the advancement of women and the creation of positive and career of women and provides for the equality of the sexes. All employees and employees of the Court of Auditors have to work together on achieving the goals of gender equality.

Measures to promote women find their adequate precipitation in the Court of Auditors in the staffing and organizational development. The Court of Auditors is aiming for a balance of gender, particularly in the managerial. Any form of discriminatory action or behaviour towards women is against. These measures are in particular by all persons in leiten-the functions in the Court of Auditors to share.

That was regulated rate of women in § 11 para. 2 B GlBG with Federal Law Gazette I no. 153/2009 by 40% to 45% increase. With Federal Law Gazette I no. 140/2011 learned the women's quota a further increase to 50%, 2014/2015 underlying the Frauenförderungsplan due to its entry into force as of 1 January 2012.

The Court of Auditors has a women's quota in 2013 at 306 employees and employees a total of 45.1%. In the test personnel, comprised of persons in the use of Group A1 and A2, the % proportion of women has grown since the Frauenförderungsplan (by 11.5% to 37.0%) 1994/1995 to more than three times.

1 section

Representation status (deadline 31 December 2013)

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:

 



Web Analytics



Group



Proportion of women



% Share of



Total workforce



Men-



share



% Share of



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 women

§ 2. As from the confrontation, the female rate below 50% is in particular at the use groups A1 and A2. There is an increase in the use of Group A1 of 33,18% 36.99%, and in the use of Group A2 42,42 46,67% % compared to the Frauenförderungsplan 2012/2013.

Used in the audit service

§ 3. The core tasks of the Court of Auditors are testing and building on the advice. Therefore the proportion of women in the testing service is represented in the following separately.

Of 306 staff employed in the Court of Auditors, 248 in the validator Service involved; 94 Examiners (37.90%) 154 inspectors (62,10%) face (Frauenförderungsplan 2012/2013: 34,13% and 65,87% respectively).

The following table shows the development of women 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 submission of the Mrs promotion plan 1996/1997.

 



Frauenfoerde-



rungsplan



Examiners



%



total



Supervisors



Examiner



%



total



Supervisors



Sum



Supervisors



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 68,12% in the audit service involved of the 138 women employed by the Court of Auditors, of the 168 in the Court of Auditors, 91.67% employed men, however, (Frauenförderungsplan 2012/2013: 64,66% and 92,22%, 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: • section: 1 woman, 4 men; 0 vacant • delegate of the section line: 3 women, 2 men; 0 vacant • Department management: 8 women, 23 men; 3 vacant • delegation of Department and audit management and Department management: 18 women and 38 men. 7 vacant overall are thus in the A1 use Group 97 occupied (and 10 vacant) functions; thereof 30 women 30,92% are occupied, this (Frauenförderungsplan 2012/2013: 25,96%).

(2) using Group A2: • management of library: 1 female (3) using Group A3: • line facility service: 1 man • line of General Office: 1 woman • management of administrative support posts of the sections: 5 women • delegate of the administrative support posts of the sections: 3 women; 2 vacant total there are thus in the use Group A3 10 occupied (and 2 vacant) functions; subject are manned 9 women, 90% (Frauenförderungsplan 2012/2013: 90.00%).

Education and training

§ 5. In the period from 1 January 2012 to 31 December 2013, following course registrations or graduated from Seminary days for staff in the audit service recorded were:

 

 



Type of course



Registration of



Seminar day attended by



Women



Men



Women



Men



Basic education (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



Sum



208



318



1.878,0



2.729,0 this results in an average number of seminar days per participant per participant 8.58 days (Frauenförderungsplan 2013/2014: 8.43 or 7.61 days) and 9.03 days.

Applications

§ 6. A total of 255 women and 339 men, of which 189 women and 249 men for the testing service, as well as 66 women and 90 men for other areas (central services) applied in the period from 1 January 2012 to 31 December 2013.

Included were 15 women and 9 men, whereby all recordings for the inspection service took place. This corresponds to a proportion of 62.50% women to 37.50% men in the recording.

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 in claim. It promotes the compatibility of family and career.

Under-representation

§ 8 women are indeed in the Court of Auditors in using groups A1 and A2 in accordance with § 11 B GlBG underrepresented, the success of efforts to attract women for the Court of Auditors, show however the constant increase in the rate of women in testing services and in particular to the high proportion of women (62.50%) in the recording.

Commissions and working groups


§ 9. In the composition of the commissions, B GlBG pursuant to § 10 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 commissions as follows: • recording Commission (7 women) • Disciplinary Commission at the Court of Auditors (5 women) • performance assessment Commission (3 women) • Commission for innovation (1 woman) • Ethics Commission (1 woman) • service examination Board (7 women) 2. section

Representation of the ideal condition (long term) to eliminate the under-representation of women

§ 10 (1) is to strive for a women's quota of 50% in the audit service. The target State is achieved once in the validator Service an increase of 81 on 109.5 women (+ 37,19%) and in the use of Group A2 an increase from 13 to 14.5 women (+ 11.54%) recorded would be • in the use Group A1.

(2) a complete approach to the women's quota by 50% in the area of the functions will be possible only in the long term. This would be achieved, if • 3 women the lead of the section • 18 women as head of Department and • 32 women exercised the Deputy Head of a Department or the lead. As 3 women exercise the Deputy Head of a section, the women's quota was fulfilled this function by 50%.

(3) since the creation of woman promotion plan 1996/1997 an increase of level at examiners was in the testing service at 59, while the number of Auditors decreased to 49.

3. section

Fluctuation and forecast including 2019 binding targets

Fluctuation and forecast

§ 11 (1) the turnover was created 1 January 2012 to 31 December 2013 with the target up including the year 2019 on the basis of the data obtained for the period where the following assumptions were based:

Officials eliminated by 1 January 2012 to 31 December 2013:

 



 



Women



Men



In sum



Termination of active service:

Conversion and retirement in accordance with

sections 13, 14, 15, 15a, 15 c, as well as sections 236 b to 236d of the official service Corporation Act of 1979 (BDG 1979)



6



14



20



Outlet in accordance with § 21 BDG 1979



0



4



4



Transfer in accordance with section 38 BDG 1979



1



3



4



Death pursuant to § 20 paragraph 1 Z 7 BDG 1979



1



1



2



Time expiration of fixed-term employment, mutual resolution, notice according to § 30 VBG 1979



3



1



4



Total



11



23



34 (2) until the end of the year 2019 can be expected with further disposals - caused by reaching the statutory retirement age - by 3 men and 21 women, namely

 



 



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 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 until 31 December 2015 in accordance with § 11a paragraph 3 B GlBG

§ 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 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 applicants (deadline 31 December 2013).

 



Function



Women



Men



total



Proportion of women



in %



Binding targets



in %



Section



1



4



5



20.0



40.0



Section delegate



3



2



5



60.0



60.0



Department management



8



23



31



25.8



27.0



Department head delegate, testing



and management of Department of



18



38



56



32.1



34.0 section 4

Special binding affirmative action for women according to § 11a paragraph 3 B GlBG

Organization

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) which are transparency of decision-making structures and the implementation of woman promotion bid to ensure in particular by the following measures in the Act: 1. is the compliance officer to include: • when the issue of woman promotion plan, • organisational changes in the Court of Auditors, • in the composition of commissions 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 staff: • in assessing tenders, • the competition of functions and function orders, • in the rejection of parental vacations and part-time employment of service workers • use changes by employees.

3. the compliance officer is to inform about following had personnel and organizational measures: • rejection by recording recruiters and record seekers, • end the trial use of employees, • rejection by staff to the education and training, • granting of parental leave holidays and use changes, • tender training seminars and • General personnel decisions regarding female employees in terms of on complying with the B GlBG.

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 part-time off - and training of the employees and the employees of the Court of Auditors by the leadership development from the perspective of the advancement of women, creation of education, survey of training needs and individual advice.

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 their missions to the B GlBG. The resources and information you are to to provide.

Moser