Wife Promotion Plan For The Federal Ministry For Defence And Sports

Original Language Title: Frauenförderungsplan für das Bundesministerium für Landesverteidigung und Sport

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198. Presentation of the Federal Minister of Defense and Sport concerning the Women's Development Plan for the Federal Ministry of Defense and Sport

On the basis of § 11a of the Federal Equal Treatment Act (B-GlBG), BGBl. N ° 100/1993, as last amended by the Federal Law, BGBl. I No 140/2011, shall be announced:

The Federal Ministry of Defence and Sport's Women's Development Plan for the period from 1 January to 12 June 2013 January 2008 to December 31, 2013-Adjustment for the period of 1. January 2012 to 31 December 2013

CONTENTS

1. Section-Objectives and measures to achieve objectives

§ 1. Objectives

§ 2. Equal opportunities as part of personnel and organisational development

§ 3. Calls for tenders and notices

§ 4. Selection criteria

§ 5. Preferred recording

§ 6. Preferred appointment or appointment

§ 7. Protection and dignity at work

§ 8. Linguistic equality

§ 9. Information work

§ 10. Employee Talk

§ 11. Equal treatment officer and women's representative

Section 2-Special support measures

§ 12. Increase in the proportion of women through training measures

§ 13. Career and career planning

§ 14. Networking of Soldatinnen

§ 15. Information

§ 16. Childcare facilities

§ 17. Part-time employment and management responsibility

§ 18. Representation of women in commissions

§ 19. Responsibility

§ 20. Service obligations

3. Section-Final provisions

§ 21. Enter Into Force

1. Section-Objectives and measures to achieve objectives

Objectives

§ 1. (1) The Federal Ministry of Defence and Sport is committed to an active equal treatment policy in order to ensure equal opportunities for women and men.

(2) The provisions of the Women's Development Plan shall apply to all members of the Federal Republic of Germany as well as to all members of the Austrian Federal Army.

(3) The aim of the implementation of the Women's Development Plan is, in particular, to pursue and implement the following objectives:

1.

the promotion of the acceptance of the equivalence of the work of women and men at all levels of hierarchy,

2.

the increase in the proportion of women in all use and pay groups, particularly in management positions,

3.

the promotion of equal representation of women in all decision-making and advisory bodies according to their share in employment,

4.

the improvement of the reconciliation of work and family life;

5.

the promotion of acceptance for the use of parental leave and part-time employment by men.

Equal opportunities as part of personnel and organisational development

§ 2. (1) Equal treatment and equal opportunities for women and men should be achieved on the basis of the highest level of management.

(2) Measures to promote women are to be integrated into the system of human resources planning and human resources development and training.

(3) Existing differences in the working conditions for women and men should be compensated by means of personnel and organisational measures.

(4) The subject of equal treatment and equal opportunities for women and men should be included in the training contents of the basic training of all groups of users and remuneration groups.

(5) The representatives of the service provider, in particular the departments and commanders responsible for personnel and training agendas, have to take part in all the measures and to participate in the preparation of these measures.

Calls for tenders and notices

§ 3. (1) All tendering and disclosure texts in accordance with the German Procurement Law 1989 (AusG), BGBl. No. 85, or B-GlBG are to be taken into account in gender-neutral form. All qualifications relevant to the occupation shall be included in these texts.

(2) The term "function" means the classification (use) in a work place which is within a grade or a remuneration scheme of a group of uses or remuneration and in that one function group, or is assigned to an evaluation group.

(3) As long as the requirements of § § 11b and 11c B-GlBG (50% women's quota in the respective function) are not fulfilled, it should be expressly stated in the tender and announcement texts that the Federal Ministry for National Defence and sport seeks to increase the proportion of women and therefore explicitly calls for qualified women to apply, and that women are, in principle, primarily taken up or appointed for the same qualification.

(4) If the proportion of women in the scope of action of the respective service or of the respective command is less than 50% in a use or function, it shall be expressly stated in the text of the invitation to tender or announcement that: Applications of women for planning of this function are particularly desirable.

(5) Staff members shall be subject to calls for tenders or notices of functions carried out by the service manager or manager concerned, respectively. the head of service concerned or the relevant command or command, or the commander concerned also during a Karenz (except in accordance with the Federal Law on Civil Service (BB-SozPG), Federal Law Gazette (BGBl). I n ° 138/1997).

(6) In the case of an invitation to tender or a notice pursuant to § 20 AusG or § 7 B-GlBG, the tendering and notification texts of the equal treatment officer or representative of the respective representative area must be brought to the attention of the person concerned.

(7) The names of the candidates must be brought to the attention of the Equal Treatment Officer (s) of the respective representative area. The application documents must be submitted upon request.

(8) The Working Party on Equal Treatment Questions shall establish agreement with the Working Group on Equal Treatment for the intended invitation to tender of a function pursuant to sections 2 to 4 or § 15a of the German Foreign and Security Council. The intended invitation to tender and the text of the invitation to tender shall be brought to the attention of the Chairman or Chairperson of the Working Party on Equal Treatment Questions at the latest two weeks prior to its intended implementation. The agreement shall be deemed to have been established if the Working Party on Equal Treatment Questions gives explicit consent or does not express its opinion within a period of two weeks after notification. The Working Party on Equal Treatment Questions can raise objections within the two-week period and, if necessary, make counter-proposals. The objections or counter-proposals shall be justified.

(9) The provisions of paragraphs 1 to 8 shall apply to both civil and military functions.

Selection criteria

§ 4. (1) In interviews with women, discrimination against women (such as family planning) is inadmissible.

(2) In assessing the suitability of applicants, no selection and evaluation criteria should be used which are based on a discriminatory, role stereotype understanding of the sexes. In particular, the selection criteria according to § 5 B-GlBG must be observed.

Preferred recording

§ 5. (1) In the case of all functions in which there is a under-representation of women according to § 11b B-GlBG, applicants who are equally suitable for the planned job as the best-suited competitor should in principle preferably be included.

(2) If the right of preference was given to a woman in front of a woman, this should be justified on the part of the service authority (staff office). The explanatory statement shall be submitted in writing to the responsible equal treatment officer or persons responsible for the treatment.

(3) The responsible equal treatment officer (s) shall be informed in writing of new recordings of female staff.

Preferred appointment or appointment

§ 6. (1) In accordance with § 11c B-GlBG, applicants who are equally suitable for the intended function as the best-suited competitor are to be appointed or ordered in accordance with § 11c B-GlBG.

(2) Applications of women during a Karenz (except for the BB-SozPG) are to be considered on an equal footing with other applications.

(3) If the appointment or appointment has given rise to an equal man of preference in front of a woman, this shall be justified on the part of the service authority (staff office). The explanatory statement shall be submitted in writing to the responsible equal treatment officer or persons responsible for the treatment.

Protection and dignity at work

§ 7. (1) An immediate remedy is to be remedied against a degrading utterance or approach, bullying or sexual harassment. The Federal Ministry of Defense and Sport has to take appropriate measures to raise awareness.

(2) Employees shall be informed of the relevant legal and other possibilities of the prior art or of the previous legal provisions.

Linguistic equality

§ 8. Legislation, internal and external documents, as well as publications of the portfolio are to be formulated in a gender-appropriate way. Names of persons are in female and male form or gender neutral form.

Information work

§ 9. (1) New members of staff and women in the training service are the women's promotion plan from the Office of the Service (Human Resources Office) or to demonstrate to the Office of the Office of the Army.

(2) The current women's promotion plan is each one of the offices of the department. each Head of Service and any command or command to notify each commander.

(3) The current promotion plan for women is to be published in every service and in every command for inspection as well as published on the intranet. The annually recurring cadre instruction should be pointed out to this opportunity. At the request of one or one staff member, the women's promotion plan shall also be made available in paper form.

(4) The Federal Ministry of Defence and Sport has to hold training and information events on demand for the Equal Treatment Offiders, their deputy representatives and the women's representatives.

(5) Employees shall be allowed to participate in information sessions of the equal treatment officers or women's representatives, provided that there are no serious service interests in the way of the employees.

(6) In the division of business, an employee or an employee of the staff responsible for personnel matters is to be particularly dismissed for the agendas of the women's and parents ' relevant questions of duty.

(7) The measures provided for in the Women's Development Plan are to be discussed and implemented in regular discussions between equal treatment officers and the management of the section and the service authorities.

Employee Talk

§ 10. Once a year, the supervisor, who is directly responsible for the supervision of the subject, has an employee interview with each employee in accordance with § 45a of the Civil Service Act 1979 (BDG 1979), BGBl. No. 333. In doing so, the goals and measures to achieve the goal of the present women's funding plan can be proven by the supervisor or the supervisor.

Equal treatment officer and women's representative

§ 11. (1) The equal treatment officer and her deputy or deputy as well as the women's representative shall have the free time necessary for the performance of their duties. The use shall be communicated to the service staff or to the service staff. The failure to take advantage of the necessary free time is possible only for serious reasons.

(2) The competent departments shall ensure the administrative support of the equal treatment officers and the provision of the necessary resources (space, property and personnel costs).

(3) The work of the women's representatives is an unrested honorary office, which is to be exercised in addition to the professional duties and, if possible, without any impairment of the service operation. In this connection, consideration should be given to the additional burden arising from this activity.

(4) On the basis of the activity as an equal treatment officer or as an equal treatment officer, as a deputy or deputy or as a women's representative, there must be no discrimination against any kind of professional disadvantage.

(5) Equal treatment officers, their alternates and women's representatives shall be entitled to perform their duties at their workplace and shall be entitled to the facilities available to the workplace. hats.

(6) Travel movements in the performance of the activity as an equal treatment officer or an equal treatment officer, as a deputy or deputy as well as a women's representative are in the place of service in the place of employment or as a business trip within the meaning of travel fee rule 1955 (RGV), BGBl. 133, to be ordered and to be deducted.

(7) The Working Party on Equal Treatment Questions shall be provided with an adequate budget to carry out its tasks.

(8) In accordance with § 31 B-GlBG, the Equal Treatment Officer must be provided with information and, if desired, to provide all requested information, such as statistical evaluations, in the form and preparation required.

(9) In the electronic telephone book of the Federal Ministry of Defence and Sport, the responsible equal treatment officer and her/her deputy or deputy is under the heading " Equal treatment officer or equal treatment officer or Deputy or deputy for the representative area xx ". The women's representatives of the respective services are also to be found.

Section 2-Special support measures

Increase in the proportion of women through training measures

§ 12. (1) The term "training" is to be understood as meaning in the following all basic training courses, further education and further training courses.

(2) Female staff members shall be available for their current or possible future use in both the internal and external training, regardless of the type and place of the training facility, in particular and with all to support and promote existing resources. This applies in particular to career courses, language courses and seminars for personality training, as well as to seminars on equal treatment or gender mainstreaming.

(3) Female staff shall be given preferential treatment for training with the same suitability as admissions advertisers. This applies in particular to continuing training courses which qualify for the acquisition in a higher-order function.

(4) The office manager or the head of service or the command or the commander has to inform female staff about events of the part-time vocational training, in particular via training events for managers, in principle in a timely and demonstrable way. It should be noted that applications for women are particularly welcome.

(5) The commanding or the commander has to ensure, through organisational, material and personnel support, that the necessary framework conditions for admission to female soldiers are created as well as the positive completion of career courses . In particular, it is necessary to take care of adequate training and learning times.

(6) The Service Director the head of service or the command or the commander shall ensure that training can be completed on the full scale and that the female staff member is sufficiently supported and time to prepare, in particular in the handling of Registration formalities as well as the procurement of documents, weapons or equipment are made available.

(7) Training projects shall be recorded in the employee interview in accordance with § 10.

(8) The paragraphs 1 to 7 also apply to part-time employees.

(9) If necessary, the training department shall, upon request, consider whether training events with child care can be offered.

Career and career planning

§ 13. (1) In the context of their duty to support, service staff have to expressly encourage them to attend training events and also to discuss the individual training opportunities that may be considered for them. to be informed in a comprehensive and timely way.

(2) The promotion of women is actively integrated at all organizational and hierarchical levels.

(3) In addition, this obligation to support must be proven in the context of the employee interview pursuant to § 10.

(4) From the office manager or the head of service or the command or command; the commander must take appropriate measures to qualify women for the take-over of leadership responsibilities.

Networking of Soldatinnen

§ 14. (1) According to the recommendations of the Bundesheer-Reform Commission, an improvement in the coordination of matters of female soldiers in close cooperation with relevant career guidance, including targeted mentoring, the creation of to provide for communication platforms throughout Austria as well as the material promotion of the establishment and maintenance of interests and social organizations of female soldiers.

(2) The Working Group on Equal Treatment Questions can appoint a female soldier who is willing to be available for one or more other female soldiers as a mentor. The willingness to pursue an activity as a mentor, as well as the activity itself, shall be determined by the commandant or by the command. to support and promote the commander.

(3) The work of the mentor is an unrested honorary office, which is to be exercised in addition to the professional duties and, if possible, without impairment of the service operation. In this connection, consideration should be given to the additional burden arising from this activity. In order to fulfill her duties, the mentor is free to spend 4 hours per calendar month. The failure to take advantage of this free time is possible only for serious service reasons.

(4) In the light of the activity as a mentor, there must be no discrimination against any kind of professional disadvantage.

(5) Travel movements in the performance of the activity as a mentor are to be taken as a service on the place of employment or should be considered as a mission within the meaning of the RGV and must be deducted.

(6) The graduates of the Theresians Military Academy and the Heeresunteroffiziersakademie (Heeresunteroffiziersakademie) are able to hold an annual graduate meeting in the extent of a working day. The times of these meetings are considered to be service hours, the necessary travel movements are to be used as a service in the place of service or should be considered as a mission within the meaning of the RGV and must be deducted.

Information

§ 15. (1) Staff members are to be informed of all models of flexible working time arrangements in connection with Karenzurlaubs-and part-time arrangements in the event of approval by the service authority (staff office). In particular, men should be aware of the legal possibility of using a carence or the division of the carence between the mother and the father.

(2) Staff members shall be informed of the conditions and effects of the reduction of the weekly service period in the event of a starting date.

Childcare facilities

§ 16. The Federal Ministry for National Defence and Sport has to regularly carry out needs surveys for childcare facilities and to take all appropriate measures to meet the needs of childcare facilities for children of staff. Cooperation possibilities with childcare facilities are also available in the vicinity of services and/or services. To check the information and to make the information available.

Part-time employment and management responsibility

§ 17. Organisational conditions must be created in order to make leading positions accessible to part-time workers.

Representation of women in commissions

§ 18. (1) In the case of the composition of commissions pursuant to § 10 B-GlBG, at least one woman shall be appointed by the service provider as a Commissioner. The right of the Chairman of the Working Party on Equal Treatment or Equal Treatment or This shall not affect any of the officials who are well known to him or her to attend meetings of the Commissions with a consultative vote. At the request of the chairman of the Working Party on Equal Treatment Questions, an opinion shall be sent to the minutes, or in an opinion.

(2) The office manager or the head of service or the command or the commander has to promote and support women with regard to membership in commissions.

Responsibility

§ 19. The implementation of the measures referred to in this Women's Development Plan shall be the responsibility of the institutions which, after each division of business, shall make decisions or proposals relating to the staff, financial, organisational or training activities shall be made or have to be reimbursed.

Service obligations

§ 20. The implementation of the measures referred to in this Women's Development Plan is one of the duties of the institutions responsible for this. The violation of the provisions contained in this Women's Development Plan must be punished in accordance with the provisions of the European Parliament and of the Council.

3. Section-Final provisions

Enter Into Force

§ 21. (1) This women's support plan shall be 1. Jänner 2012 in force.

(2) The Federal Ministry of Defense and Sport's Women's Development Plan, published in the BGBl. II No 304/2010, enters into force on 31 December 2011.

Darabos