Frauenförderungsplan Of Ombudsman

Original Language Title: Frauenförderungsplan der Volksanwaltschaft

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293. Presentation of the chairman of the public prosecutor's office concerning the women's promotion plan of the People's Office

According to § 11a of the Federal Equal Treatment Act (B-GlBG), BGBl. N ° 100/1993, as last amended by the Federal Law BGBl. I n ° 65/2015, shall be made known:

Women's promotion plan of the People's Office

Objectives

§ 1. (1) The Public Prosecutor's Office is committed to an active equal treatment and gender equality policy to ensure equal opportunities for women and men. The objectives of the implementation of the women's support plan are as follows:

1.

The promotion of the recognition of women as equal and equal partners in the professional world and the promotion of a positive attitude towards the professional activities of women at all levels of the hierarchy.

2.

The promotion of consensus on the equivalence of the work of women and men.

3.

The promotion of the professional identity and self-awareness of women in order to increase their willingness to influence, to help shape, to make decisions and to take responsibility.

4.

The reduction of the disadvantages of women, which are defined by existing socio-political conditions and which work into the working life.

5.

Improving the reconciliation of work and private life for women and men.

6.

The promotion of the use of parental leave and part-time employment by men through appropriate measures and their acceptance by all employees.

7.

The increase in the proportion of women in the use and pay groups in which women are under-represented, in particular in management functions and commissions.

Measures to achieve objectives

§ 2. (1) The conditions for equal participation of women in decision-making structures in proportion to their share in employment should be created.

(2) The Federal Employment Equality Act (B-GlBG), in particular the Women's Development Plan, is to be brought to the attention of all, including newly entering employees, in a suitable manner.

(3) All staff members shall be informed of the function and duties of the Equal Treatment Officer.

(4) All employees shall participate in information events of the to enable equal treatment to be carried out within the framework of the service possibilities within the service period.

Elimination of inequalities

§ 3. Existing differences in the working conditions for women and men, as well as structural conditions that lead to gender discrimination, must be eliminated.

§ 4. The superiors have to support and implement the measures to be taken to promote women and to eliminate existing gender gaps. The the equal treatment officer shall be involved in an appropriate manner.

Linguistic equality

§ 5. (1) Staff designations in general or gender-neutral terms shall be given to staff members in general matters of human resources or gender. For documents in individual personnel matters, the wording corresponding to the respective sex shall be used.

(2) Employees who have been awarded an academic degree by a recognised domestic or foreign post-secondary educational institution within the meaning of Section 88 of the University Act 2002 shall have the right to do so in the Certificate of lending, including abbreviated form, whereby the academic degree, including a gender-specific supplement, may be carried out.

(3) In the context of the current and future use of IT software, consideration should be given to the use of gender-appropriate language.

RFQ

§ 6. (1) All tender texts according to the tendering law and internal tenders shall be drawn up in a gender-neutral form.

(2) Requirement profiles for functions must be formulated in such a way that they do not directly or indirectly discriminate against women, in particular.

(3) 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 desirable for this site or function.

(4) Where 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).

Representation in commissions

§ 7. 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: At least one member is female and one member is male.

Other measures

§ 8. (1) The task of the immediate superiors is to inform their employees on the basis of their choice of available education offers in time, to encourage them to participate and to propose concrete training steps. The information has been shown to be (e.g. B. within the framework of the staff Employee interviews).

(2) According to § 11d B-GlBG, women are to be allowed to participate in training and further education measures, which qualify for the acquisition of higher-value uses (functions), in accordance with the guidelines of the women's subsidy plan.

(3) Part-time workers shall be allowed to take part in training activities. The hours worked are to be calculated on the service obligation.

(4) The service provider shall ensure that personnel managers and all staff members perform a pre-legislative function, through the B-GlBG, the related issues of the promotion of women and equal treatment and the The women's promotion plan of the People's Office is informed. In the course of their training, managers are particularly aware of their obligation to promote women.

(5) 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.

Career and career planning

§ 9. (1) The service provider must ensure that a family break does not adversely affect the career and career planning of women and men.

(2) In The Staff Employee interviews are also to be explicitly addressed in the area of working time design.

(3) It is the responsibility of the superiors to motivate employees to take over managerial positions and to train them, and to promote them through the transfer of tasks to their own responsibility.

Measures to promote the reconciliation of work and family life
Child care obligations and/or part-time employment

§ 10. (1) For women and men with care obligations, individual arrangements of their working time and their division of work should be made possible in the context of the possibilities of the service, if necessary.

(2) Applications pursuant to § § 50a and 75 Officials of the Officials of the Civil Service Act (BDG) shall be in accordance with the situation of the persons concerned, as far as possible, in accordance with the circumstances. In the case of contract staff, it is appropriate to proceed accordingly.

(3) It is the responsibility of the superiors to make provision, within the framework of the work planning of an organizational unit, to ensure that the tasks of the individual employees are generally in the normal working hours, including the stipulated Overtime flat-rate or of the temporal multi-performance part of the system. Part-time employment or The reduced weekly service period shall be duly taken into account.

(4) In the definition of meeting dates, consideration should be given to the working time of part-time employees and persons with child-care obligations in the context of the service possibilities. In any case, the dates are to be announced in a timely way by the staff.

(5) In the case of staff members, part-time employment, reduced weekly service and/or caring duties shall not result in an objectively unjustified disadvantage.

Referral to other federal laws

§ 11. Insofar as provisions of federal laws are referred to in this announcement, these are to be applied in the respectively applicable version.

entry into force

§ 12. This agreement will enter into force on 1 November 2015.

Fichtenbauer

Annex

People's Office

Line functions

Women

Men

Share of women
in percent

Business Unit Line

2

1

66.7

Management Line

0

1

0

Management Internationales/IOI General Secretariat

1

0

100

Line EDV u. Statistics

0

1

0

Line Reception u. Information service

1

0

100

For line functions, the average proportion of women is 57,1%

Stellv Business Unit Line

0

3

0

Stellv Management Management

1

0

100

For the line functions incl. Stellv. is the average female share at 45.5%

Verw.-/Entl. -Gr.

Women

Men

Share of women
in percent

A1/8 or 1/6

2

1

66.7

A1/7

0

4

0

A1/6 or v1/4

24

9

72.7

A1/3 or 1/3

5

2

71.4

Total A1 or v1

31

16

66.0

A2/6

2

0

100

A2/5 or v2/4

8

2

80

A2/3 or v2/3

1

0

100

Total A2 or v2

11

2

84.6

A3/5 or V3/4

2

1

66.7

A3/4 or V3/3

9

3

75

V3/1

0

1

0

Total A3 and v3

11

5

68.8

V4/2

5

1

83.3

v4/1

0

1

0

Total v4

5

2

71.4

In all uses and/or Remuneration groups account for the proportion of women over 66%

Source: pm-sap MIS (PAG 1100: federal equal treatment headcount date 1.6.2015)