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171. Regulation of the President of the Administrative Court relating to the Women's Development Plan for the Administrative Court
Due to § 11a of the Federal Equal Treatment Act (B-GlBG), Federal Law Gazette (BGBl). N ° 100/1993, as last amended by the Federal Law BGBl. I No 210/2013, shall be arranged:
Women's development plan for the administrative court
1. Objectives
§ 1. (1) The Administrative Court shall commit itself to equality and equal treatment of women and men.
(2) The aim of the implementation of the Women's Development Plan is to achieve and achieve the following objectives in particular:
| 1. |
the promotion of recognition of women as equal and equal partners in the professional world and the promotion of a positive attitude towards women's professional activities at all levels of the hierarchy, |
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| 2. |
the promotion of the professional identity and self-awareness of women, |
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| 3. |
the promotion of consensus on the equivalence of women's and men's work; |
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| 4. |
the reduction of existing disadvantages for women, |
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| 5. |
the improvement of the reconciliation of work and family life for women and men, |
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| 6. |
the promotion of equal representation of women in all decision-making structures and advisory bodies; |
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| 7. |
the objectification of the aptitude assessments by the removal of discriminatory, role-stereotypes evaluation criteria, |
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| 8. |
the increase in the proportion of women in use and pay groups in which women are under-represented, particularly in management functions and commissions. |
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2. Measures
Protection of human dignity, prohibition of bulbings
§ 2. (1) It is necessary to respect a working atmosphere, which is carried out by mutual respect. In their area of responsibility, managers and training managers have a conscious awareness of compliance with this principle and, if necessary, to intervene. In addition, managers and training managers in particular have an obligation to act as a model.
(2) The dignity of women and men in the workplace must be protected. Behaviour which violates human dignity, in particular degrading statements and representations (posters, calendars, screensavers, etc.), bullying, bossing and sexual harassment, as well as harassment of a different kind, are to be found in: .
(3) The employees shall be informed of the appropriate legal and other possibilities to defend themselves against such conduct. In the event of a complaint being raised on its own behalf or as a witness in the case of third parties, the employees are not allowed to experience discrimination on account of harassment, bulbings or bossings. Similarly, other unjustified sequellations (such as: B. Discrediting).
Priority
§ 3. In the case of admission to the planning area of the administrative court, applicants who are equally suitable for the planned job as the best-suited competitor under the conditions of § 11b B-GlBG are to be included as a priority. This also applies if, in spite of the fact that the 50% female quota is exceeded or exceeded in a group by the inclusion of a man, the proportion of women in this group would fall below 50%.
Priority on career advancement
§ 4. (1) Applicable candidates who are equally suitable for a sought-after use (function) as the best-suited competitor, must be ordered as a priority under the conditions of § 11c B-GlBG. This also applies if, in spite of the fact that the 50% female quota is exceeded or exceeded in a group by the inclusion of a man, the proportion of women in this group would fall below 50%.
(2) These support measures should already be taken into account in the case of the betting with activities relevant to the advancement of the project.
Priority in education and training
§ 5. (1) Women are to be given priority in the case of their under-representation in the event of their under-representation, in order to participate in training and further education measures which qualify for the acquisition of higher-value uses (functions) (§ 11d B-GlBG). Decisions concerning the admission of employees to basic training shall be made without taking any account of their partial employment. The participation and/or the care of a child or of a dependants of caregimps is also the participation and/or the to make the application possible.
(2) The employer shall have an opportunity to participate in the organisation and in particular in the time and local implementation of internal training and further training events, to take account of the participation of employees who are subject to care. consideration.
RFQ
§ 6. (1) In invitations to tender for posts of a particular use (grading) or of certain functions, if the proportion of women in such use or function is less than 50%, the indication that applications should be submitted by Women are particularly welcome for these posts and functions.
(2) If the proportion of women in a particular use (classification) or a specific function is less than 50%, the invitation to tender shall also include a notice indicating that women are equally qualified in the cases of § § 11b and 11c B-GlBG should be given priority in accordance with the Frauenförderungsplanes (§ 7 para. 3 B-GlBG). The tendering procedure must also be used to inform the caregier of a child or of a dependants, who are in need of care, of a child.
(3) The intended occupancy of jobs which are not subject to a tendering procedure but whose allocation is accompanied by a career advancement shall be the appropriate means of the eligible group of applicants and candidates; and of the Equal Treatment Officer or of the Equal Treatment Officer. These are also to be agreed upon for the care of a child or of one or more of the dependants of the caregier.
Representation in commissions
§ 7. (1) In the case of the composition of commissions provided for in the rules of service, which are called for the preparation of decisions or decisions on personnel matters, the members to be appointed by the service provider shall be: At least one member is female and one member is male. The chairman of the working party on equal treatment matters, or a staff member of the staff of which he or she has been repudiated, or a staff member of which he or she is well known, shall have the right to attend all meetings of the Commission, except in the case of: meetings of the Disciplinary Commission, with a consultative vote. The provisions relating to membership and confidentiality also apply to employees with an advisory vote (Section 10 (1) B-GlBG, § § 12 (1a) and 35 (1a) of the German Foreign Law).
(2) The nomination of members for other commissions also takes account of the numerical relationship between female and male staff.
(3) The Chairman of the Working Party on Equal Treatment Questions, or a staff member of whom he or she is a reputable servant, or a staff member of whom he or she has been reputable pursuant to § 10 B-GlBG, shall be referred to by the Commission Chairman or Chairperson of the Commission. Necessary preparation for the meeting in a timely way.
Other measures
§ 8. (1) In the context of their duty of care, the service superiors shall have the professional advancement of their employees, for example by motivating them for functions and higher-quality uses or by invitation to participate in the service. To promote training events.
(2) After the return of female service workers from the maternity protection or In the case of the transfer of tasks (work organisation), special attention should be paid to the responsibilities of these staff, in particular in the division of services, in the case of the transfer of tasks (work organisation). Applications for change of use to facilitate the reconciliation of work, family and nursing are to be taken into account, unless there is an important service interest.
Support for the Equal Treatment Officer or the Equal Treatment Officer
§ 9. (1) The Service Authority shall ensure that the Working Party on Equal Treatment Issues and its members have the resources necessary to carry out their work.
(2) The Working Party on Equal Treatment Issues and its members shall provide the representatives of the service provider with the necessary information necessary for the performance of their duties. They must not have a professional disadvantage from their activities.
(3) the names and telephone numbers of the equal treatment officer or of his/her deputy or of his/her deputy; and the chairman of the Working Party on Equal Treatment Issues in the Administrative Court, in the division of business and in the telephone register under the heading " Equal Treatment Officer, Chairman/r of the AGG " or "Delegate/in the Equal Treatment Officer, Deputy/in the Chairperson of the AGG" separately to lead.
Reports and understandings
§ 10. (1) In accordance with Section 29 (3) B-GlBG, the Working Group on Equal Treatment may, if required by the President of the Administrative Court, by the end of January of each year, report a written report on the implementation of the equal treatment and promotion of women in the previous calendar year.
(2) The President or the President of the Administrative Court shall be reimbursed up to 31 December 2008. Each year of the Working Party on Equal Treatment Questions, a breakdown of the changes in the proportion of women in the total number of persons employed and of the functions, up to and including 31 December of the previous year, and presents them with the figures from the last report. In addition, in addition, written reports on the causes and reasons leading to non-compliance with the mandatory requirements will be connected.
(3) Within the framework of § 31 B-GlBG, the Equal Treatment Officer and her/her deputy or his/her deputy shall be responsible for the shall, in addition, transmit to her or his deputy any requested other information, in so far as it is necessary for the performance of its tasks, in particular statistical evaluations. Statistical data are to be prepared in the desired form, in particular on request, separated by sex and salary, as well as by use and remuneration groups or functional areas.
(4) All procedures relating to posts in use and pay groups or functional areas in which the mandatory requirements are not met shall be submitted by the person responsible for the treatment or the equal treatment officer by the transmission of the Call for tender or search for interested parties immediately and informally. In this context, the person responsible for equal treatment shall be informed, in particular, of the posts which are to be written out publicly or internally. The Equal Treatment Officer or the Equal Treatment Officer shall be informed of the applications received and shall be entitled to submit a written statement on this subject. The Equal Treatment Officer or the Equal Treatment Officer shall be informed of the final date of admission or appointment.
Annex
| The Women's Development Plan of the Administrative Court Targets according to § 11a B-GlBG |
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| 1. Judge/Inside |
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| Number of staff members 1.4.2014 |
female |
Male |
Share of women 1.4.2014 |
|
| President |
1 |
0 |
1 |
0 |
| Vice-President |
1 |
1 |
0 |
100 |
| Judges (R3) |
66 |
16 |
50 |
24.2 |
| The representation of women in the judicial panel of the Administrative Court has increased from 20% to 31 December 2011 to 24% on 31 December 2013; the proportion of women in the post-occupation of judicial posts in the period mentioned above was 57%. Under the assumption of post-occupation of judicial posts (to the extent that these are foreseeable) with a proportion of women of 50%, women in the judicial panel would be represented by around 26% by 31 March 2016 and by 31 March 2020 at around 32%. In order to achieve at least these target values or If possible, support measures in accordance with § § 3 et seq. of the Women's Promotion Plan are necessary in the salary group R3. |
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| 2. Functions (Functionists are included in 1. and 3.) |
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| Number of staff members 1.4.2014 |
female |
Male |
Share of women 1.4.2014 |
|
| Presidential Executive/Presidential Executive |
1 |
0 |
1 |
0 |
| Head/in evidence office |
1 |
0 |
1 |
0 |
| Head/Public Relations |
1 |
0 |
1 |
0 |
| Head of Department/Presidium |
3 |
0 |
3 |
0 |
| Head/Library |
1 |
0 |
1 |
0 |
| Head of Budget and Controlling |
1 |
1 |
0 |
100 |
| Head of evidence office at the office of the office |
1 |
0 |
1 |
0 |
| Head/office |
1 |
0 |
1 |
0 |
| Head of Economic Affairs |
1 |
0 |
1 |
0 |
| Head/in Presidential Office |
1 |
0 |
1 |
0 |
| Head/Service Point |
vacant |
-- |
-- |
-- |
| Due to the age structure of the employees in highlighted uses and/or Functions in accordance with Section 11a (3) Z 3 B-GlBG is expected to be very low in the area of personnel turnover in this area until 31 March 2020. In addition, these functions are mainly carried out by only one person at a certain level of function, which is why specific targets for increasing the proportion of women in this area are not currently possible. In sum, however, women in the group of highlighted uses (functions) are clearly under-represented; for this reason, support measures in accordance with § § 3 et seq. of the Women's Promotion Plan are still necessary in respect of these functions. |
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| 3. Officials and contract staff according to functional and evaluation groups |
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| Number of staff members 1.4.2014 |
female |
Male |
Share of women 1.4.2014 |
|
| A1/6, v1/4 |
3 |
0 |
3 |
0 |
| A1/4, v1/3 |
3 |
2 |
1 |
66.6 |
| A1/2, v1/2 |
40 |
28 |
12 |
70 |
| A2/5, v2/4 |
2 |
1 |
1 |
50 |
| A2/4, v2/3 |
1 |
1 |
0 |
100 |
| A2/2, v2/2 |
2 |
1 |
1 |
50 |
| A2/1, v2/1, VB I/b |
3 |
2 |
1 |
66.6 |
| A3/7, v3/5 |
2 |
0 |
2 |
0 |
| A3/5, v3/4 |
5 |
5 |
0 |
100 |
| A3/4, v3/3 |
2 |
1 |
1 |
50 |
| A3/3, v3/3 |
5 |
4 |
1 |
80 |
| A3/2, v3/2 |
13 |
9 |
4 |
69.2 |
| A4/2, v4/3, h2/3 |
1 |
0 |
1 |
0 |
| A4/1, v4/2 |
24 |
21 |
3 |
87.5 |
| A5/2, v4/1, h3/1 |
10 |
1 |
9 |
10 |
| A7/GL, v5/1, h5/1 |
11 |
9 |
2 |
81.8 |
| In the individual functional and evaluation groups of the officials, civil servants and contract staff, women are predominantly more than 50% (in the function and/or the operating system). Rating group A1/2 and/or v1/2 with about 70%). In those functional or Assessment groups in which women are under-represented cannot be set targets at present due to the age structure of the female service employees. In the case of appointments in these areas, support measures in accordance with § § 3 et seq. of the Women's Promotion Plan are necessary. |
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| Total Result |
195 |
102 |
93 |
52.3 |
Source : pm-sap MIS (PAG 1100: federal equal treatment headcount day 1.4.2014)
Thienel
