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