Wife Promotion Plan For The Administrative Court

Original Language Title: Frauenförderungsplan für den Verwaltungsgerichtshof

Read the untranslated law here: http://www.ris.bka.gv.at/Dokumente/BgblAuth/BGBLA_2014_II_171/BGBLA_2014_II_171.html

171. Regulation of the President of the Administrative Court concerning the woman promotion plan for the Administrative Court

As a result of section 11a 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, is prescribed:

Wife promotion plan for the Administrative Court

 

1. objectives

The Verwaltungsgerichtshof § 1 (1) is committed to the equality and equal treatment of women and men.

(2) with the implementation of the plan of woman promotion, you want track and reached in particular the following objectives:



1. the promotion of the recognition of women as equivalent and equal partners in the professional world and promoting a positive attitude towards the employment of women at all levels, 2. the promotion of professional identity and self-awareness of women, 3. the promotion of consensus about the equivalence of the work of women and men, 4. the removal of existing disadvantages for women, 5. improving the reconciliation of work and family for men and women , 6. the promotion of an equitable representation of women in all decision-making structures and advisory bodies, 7 the objectification of the proficiency assessment through the Elimination of discriminatory, stereotypical roles evaluation criteria, 8 raising the percentage of women in the use and remuneration groups in which women are under-represented in management positions and commissions.

2. measures

Protection of human dignity, prohibition of harassment

2. (1) is to a working atmosphere, which is supported by mutual respect. Management and trainers have deliberately in their area of responsibility to ensure compliance with this principle and, if necessary, to intervene. Moreover, especially managers and trainers meets the commitment to the precedent.

(2) the dignity of women and men in the workplace is to protect. Behaviors which violate human dignity, especially derogatory statements and representations (posters, calendars, screen savers, etc.), bullying, bossing and sexual harassment and harassment another way must be avoided.

(3) the employees are of the appropriate legal and other options, to defend themselves against such behaviour, to inform. Employees may experience no discrimination in the case of making a complaint in their own right or as witnesses or witnesses in the case of third parties because of the harassment, bullying or due bossings. There are also other unjustified sequelae (such as such as discrediting) to stop.

Priority recording

§ 3. When shooting in the position area of the Administrative Court, who are equally suitable for the desired position as the best competitors under the conditions of § are 11 b B GlBG primarily to record. The same applies if in spite of reaching or exceeding the 50%, the proportion of women in this group fell women's quota in a group through the inclusion of a man under 50%.

Priority in promotion

Applicants which are equally suitable for a desired higher use (function) as the best competitors, are § 4 (1) to order B GlBG primarily under the conditions of § 11 c. The same applies if in spite of reaching or exceeding the 50%, the proportion of women in this group fell women's quota in a group through the inclusion of a man under 50%.

(2) on affirmative action thoughtfully is already at the entrustment with promotion-related activities.

Priority in the education and training

Women are § 5 (1) to participate in education and training, which qualify to take of higher-quality usages (functions), primarily to allow (11 section d B GlBG) in the case of their under-representation. Decisions concerning the admission of service workers and employees to basic training have without to be consideration on their part-time employment. The participation or the application to enable is also the service workers karenzierten for the care of a child or an or a dependent family and service workers.

(2) the employer has to take into account a participation possibility of care obligation of employees in the Organization and particularly in the temporal and spatial implementation of internal education and training events.

Invitation to tender

6. (1) in tenders of positions of a certain use (classification) or certain functions is then, if the proportion of women in one such use or function is below 50%, the note to record that applications from women for these positions and functions are particularly desirable.

(2) the proportion of women on a certain use (classification) or a particular function under 50%, also a note about is the tender to absorb that women at equal fitness in cases of §§ 11 are primarily absorb b and 11 c B GlBG accordance of woman promotion plan or order (§ 7 para 3 B GlBG). Of the invitation to tender, for the care of a child or a or a dependent family member karenzierten service workers and employees are to communicate.

(3) the intended occupation of jobs, which are not subject to a call for tenders, a career advancement associated with the award, however, is to make known the relevant for this circle of applicants and applicants, and the or the compliance officer in appropriate ways. These are for the care of a child or a or a dependent family member karenzierten service workers and employees to communicate.

Representation on committees

7. (1) in the composition of the commissions provided for in the legislation of the service, who are called to prepare decisions or to the decision in personnel matters, has members to be ordered by the employer at least one Member female and to be a member of the male. Or the Chairman of the Working Group for equal treatment issues or a servant designated made by him or her or a staff member designated by him or her has the right to participate in all meetings of the commissions - except at the meetings of the disciplinary Commission - Advisory. The provisions relating to the membership and confidentiality also apply to officials with an advisory vote (article 10, paragraph 1 B GlBG, §§ 12 par. 1a and 35 para 1a output).

(2) likewise is in the nomination of members for other committees on the ratio between female and male employees to take into account.

(3) or the Chairman who is working group on equality issues or a servant designated made by him or her or a staff member designated by him or her in accordance with § 10 B GlBG to invite in a timely manner by which or the Commission Chairman to the necessary preparation for the session.

Further measures

8. (1) the superiors have to promote the official advancement of its employees within the framework of its duty of care by motivating to applications for functions and higher-value uses, or by invitation to participate in training events.

(2) after service workers return from maternity and karenzierten parents in the workplace is particularly important in the transfer of tasks (Labour Organization) on the childcare duties of these staff to set, in particular during the Service Division. Applications for change of use to facilitate the reconciliation of work, family and care are taken into account, provided that no important an interest contrary.

Support the or of the compliance officer

§ 9 (1) has the administrative authority to ensure that the resources needed to carry out their activities available to the Working Group for equality issues and its members.

The desired are (2) of the Working Group for equality issues and its members by the representatives and representatives of the employer, to provide necessary information for the performance of their functions. No professional detriment may arise from joining them.

(3) names and phone numbers of or the compliance officer and her or his Deputy or her or his place representative, and the or of the Chairman of the Working Group for equality issues in the Administrative Court are in the business division and in the telephone directory under the heading "Equal treatment/r, Chairperson of the AGG" or "Deputy of the compliance officer, Deputy of the Chairperson of the AGG" separately to lead.

Reports and communications

§ 10 (1) can the Working Group for equality issues whenever the President B GlBG pursuant to § 29 3 or the President of the administrative court until end of January of each year to submit a written report on the implementation of equal treatment and the promotion of women in the previous calendar year.


(2) the President or the President of the administrative court reimbursed a structured representation of including 31 December of the previous year's changes in the proportions of women in the total number of employees and the functions until 31 January each year of the Working Group for equal treatment issues, and compares them to the numbers from the last report. If necessary, also written reports on the causes and reasons that have led to the non-compliance with the mandatory requirements, be connected additionally.

(3) in the context of § 31 B GlBG are or the compliance officer and her or his Deputy or his or her Deputy in all other information requested, insofar as these are necessary to the exercise of their functions, to submit in particular statistical evaluations. Statistical data are doing to prepare in the desired form - especially at the request separately by sex and moderate content ratings, as well as to use and remuneration groups or functional areas.

(4) all cast proceedings relating to posts in use and remuneration groups or functional areas in which the binding specifications are not met, are by submitting the tender or prospective buyer search promptly and informally to bring the or the compliance officer. Doing that or the compliance officer in particular is to communicate what posts are advertised publicly or internally. That or the compliance officer is to inform about the incoming applications and is entitled to submit a written statement. That or the compliance officer is to inform about the ultimately successful recording or appointment.

 







Plant



Wife promotion plan of the Administrative Court





Targets to be achieved in accordance with § 11a B GlBG











1. judges









 







Number of staff to the





1.4.2014









female









male









The proportion of women as a percentage to the





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 also increased from 20% to 31 December 2011 until December 31, 2013, to 24%; the percentage of women in judicial positions in the stated period for occupations was 57%.

Assuming from subsequent formations judicial positions (insofar as these are foreseeable) with a female share of 50% women in the Judicial Committee would be represented by 31 March 2016 with about 26% and up to 31 March 2020 at about 32%.

Promotion measures to reach at least these target values or to exceed are necessary in the pay grade R3 according to §§ 3 ff of woman promotion plan.







2. functions (function carriers included in 1 and 3.)







 







Number of staff to the





1.4.2014









female









male









The proportion of women as a percentage to the





1.4.2014









Executive Board/Executive Officer





1





0





1





0







Chief evidence Office





1





0





1





0







Manager public relations





1





0





1





0







Head of Department Bureau





3





0





3





0







Chief library





1





0





1





0







Chief budget and controlling





1





1





0





100







Head Office evidence Office





1





0





1





0







Head Office





1





0





1





0







Chief economic point





1





0





1





0







Chief Presidential Chancellery.





1





0





1





0







Chief Service Centre





vacant





--





--





--







Due to the age of service workers and employees in highlighted uses or functions according to § 11a paragraph 3 Z staff turnover in this area will be expected to be very low 3 B GlBG 31 March 2020. Moreover these functions be exercised mostly by only one person of a certain level of function, why specific targets for increasing the share of women in this field are currently not possible.

In sum, women in the Group of highlighted uses (functions) are but significantly underrepresented; for this reason affirmative action remain necessary with respect to these functions according to §§ 3 ff of woman promotion plan.























 







3. civil servants/officials and contract agents according to functional and review groups









 







Number of staff to the





1.4.2014









female









male









The proportion of women as a percentage to the





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







V4/1, A5/2, h3/1





10





1





9





10







A7/GL, v5/1, h5/1





11





9





2





81.8







In the individual function and evaluation groups of officials, officials and contract staff, women are mainly more than 50% (in function of evaluation group A1/2 and v1/2 with around 70%) represented.

In those functions or groups, where women are under-represented, no targets can be set currently due to the age of service workers and employees. Support measures in the case of subsequent occupations in these areas are necessary anyway, according to §§ 3 ff of woman promotion plan.









Total comprehensive income









195









102









93









52.3







Source: pm-sap MIS (PAG 1100: Federal equal treatment staff stand date 1.4.2014)

 

Thienel