118. Presentation by the President of the Court of Auditors concerning the Court of Auditors ' Women's Development 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 ° 65/2004, shall be announced:

table of contents

Type/Clause	Object/Label
Preamble
Section 1 Representation of the actual condition (STICHTAG 1. JULY 2009)
§ 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
§ 10.	Representation of the target state (longer term) for the elimination of the under-representation of women
Section 3
Fluctuation, forecast up to including 2015 and mandatory targets
§ 11.	Fluctuation and prognosis
§ 12.	Objectives of the Court of Auditors to increase the proportion of women in certain functions by 31 December 2011 in accordance with Section 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

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. All staff members of the Court of Auditors have a common role in achieving gender equality.

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 be carried out, in particular, by all persons in senior functions in the Court of Auditors.

In 2009, the Court of Auditors has a total female quota of 42.5% for 308 employees. In the test staff, which is made up of persons in the A1 and A2 applications, the percentage of women has risen almost three times since the 1994/1995 women's support plan (from 11.5% to 32.9%). In the section of the section management, the 40% quota is already met.

Section 1

Representation of the actual condition (STICHTAG 1. JULY 2009)

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	Share of women	% share of total workforce	Male share	% share of total workforce	Total employed
A1	65	32.02	138	67.98	203
A2	16	39,02	25	60.98	41
A3	37	88.10	5	11.90	42
A4	10	90.91	1	9.09	11
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	131	42.53	177	57.47	308

Representation of the women's quota

§ 2. As can be seen from the comparison, the women's quota is less than 40%, in particular for the categories A1 and A2, but the women's quota of 40% is met in the A1/9 application group. Compared with the women's promotion plan in 2008/2009, an increase in the A1 usage group is from 29.51% to 32.02% and in the use group A2 from 37.74% to 39.02%.

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 308 staff employed in the Court of Auditors, 243 are in the audit service; 80 examiners (32.92%) face 163 examiners (67.08%) (women's promotion plan 2008/2009: 31%, respectively). 69%).

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 The 1994/1995 women's promotion plan almost tripled.

The Frauenförde rplan	Examiners	% share of total Reviewers	Reviewer	% Share Sum Reviewers	Total Reviewers
1994/1995	28	11.48	216	88.52	244
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

Of the 131 women employed in the Court of Auditors, 61.07% are employed in the audit service, whereas of the 177 men employed in the Court of Auditors, 92.09% (women's promotion plan 2008/2009: 58.40%, respectively). 91.53%).

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: 3 men, 2 women; 0 unoccupied
		•Deputy of the section line: 4 men, 1 woman; 0 unoccupied
		•Department line: 27 men, 5 women; 1 unoccupied
		•Deputy head of department as well as head of department and head of department: 45 men, 22 women; 2 unoccupied

In total, there are thus 109 (and 3 vacant) functions in the A1 usage group; 30 of them are occupied by women, which is 27.52% (women's promotion plan 2008/2009: 23.81%).

(2) Use group A2:

		•Management of the library: 1 man

(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: 4 women; 1 unoccupied

In total, there are 11 (and 1 vacant) functions in the category A3 11, 10 of which are occupied by women, 90,91% (women's promotion plan 2008/2009: 90%).

Education and training

§ 5. In the period from 1 July 2007 to 1 July 2009, the following course reports 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	18	393	712
Basic training (BKA)	1	-	9	-
Other courses (BKA)	38	24	190	124
External seminars	96	71	105	274
Internal seminars	104	134	471	708
Total	251	247	1.168	1.818

This results in an average number of seminar days per participant of 5.99 days and per participant of 7.36 days (women's promotion plan 2008/2009: 3.01 and/or 3.01 respectively). 2.62 days).

Applications

§ 6. In the period from 1 July 2007 to 1 July 2009, a total of 316 women and 373 men, of whom 216 were women and 265 men for the examination service, as well as 100 women and 108 men for other areas (central services) were given the order.

It included 12 women and 22 men for the examination service, and 1 woman for central services. This corresponds to a proportion of 35.3% of women receiving 64.7% of men and a proportion of 100% women recorded on the central services, which is related to the audit service.

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 fact that the rate of female participation in the audit service is constantly increasing. In the section management, the women's quota of 40% is fulfilled, while in the other functions of the use groups A1 and A2 the women are still under-represented.

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 (6 women)
		• Disciplinary Commission at the Court of Auditors (5 women)
		• Performance Commission (3 women)
		• Commission for Innovation (1 Woman)
		• Ethics Commission (1 woman)

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 40% 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 from 65 to 81 women (+ 24.92%)
		would have been recorded.

In the A2 usage group, the 40% women's quota is almost reached (39.02%).

(2) An approximation to the women's quota of 40% in the area of functions will only be possible in the long term. This would be achieved if:

		• 2 women, the deputy head of a section,
		• 13 women lead a department and
		• 28 women the deputy head of a department or the examination board
		exercise.

The women's quota of 40% is reached in the section of the section management.

(3) Since the creation of the women's promotion plan in 1994/1995, the examination service has seen an increase in the level of examiners by 52, while the number of examiners has decreased by 53.

Section 3

Fluctuation, forecast up to including 2015 and mandatory targets

Fluctuation and prognosis

§ 11. (1) The fluctuation was made on the basis of the data obtained for the period 1 July 2007 to 1 July 2009 with the target date up to and including the year 2015, based on the following assumptions:

Officials who were retired from 1 July 2007 to 1 July 2009:

	Women	Men	in total
Termination of the active service: transfer and transfer to retirement according to § § 13, 14, 15, 15a, 15c as well as § § 236b and 236c of the civil service law 1979 (BDG 1979) and in accordance with § 30 VBG	3	18	21
Termination of the service according to § 20 BDG 1979, § 30 VBG	4	4	8
Offset according to § 38 BDG 1979	0	1	1
Service allocation according to § 39 BDG 1979	1	0	1
Total	8	23	31

(2) From the date of 1 July 2009 to the end of 2015, further payments of 13 women and 40 men may be expected to be carried out by attaining the statutory retirement age, namely:

	2009	2010	2011	2012	2013	2014	2015
Women	4	3	1	1	2	1	1
Men	6	8	6	6	8	3	3

(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 2011 in accordance with Section 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 40% women's quota in all uses and functions, and sets out the following binding guidelines: Increase in the proportion of women.

These binding targets refer to women who are at least equally suitable as the best-suited male candidate (deadline of 1 July 2009).

Function	Men	Women	total	Percentage of women in%	Binding targets in%
Section Line	3	2	5	40.0	-
Section Management-Deputy	4	1	5	20.0	-
Department Line	27	5	32	15.6	18.8
Department Management-Deputy, Examination and Division Management	45	22	67	32.8	34.3

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:
		• When the women's promotion plan is released,
		• 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 employment of female service workers,
		• 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 concerning female staff with regard 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 the recording, the staff are to 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.

Support for equal treatment officers

§ 17. The Equal Treatment Officer shall be responsible for the performance of their duties according to the B-GlBG

support. The necessary resources and information are to be made available to it.

Moser