97. Ordination of the Federal Minister of Science and Research on measures to promote women in the sphere of action of the Federal Ministry of Science and Research (FrauenförderPlan im Scope of the Federal Ministry of Education and Research for the Federal Ministry of Education and Research) Science and research)

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 65/2004, shall be assigned:

I. Section

General provisions

Under-representation of women

§ 1. (1) Women are under-represented when the proportion of women in the total number of women

1.		permanently employed persons in the grade concerned, in the corresponding wage scheme or in the relevant group of uses or remuneration, or
2.		permanently employed persons in the group concerned-if there is a subdivision into functional groups (including basic runway), salary groups or assessment groups-or
3.		other highlighted uses (functions), which are attributable to the permanently employed persons in the categories according to Z 1, which do not have any subdivision into groups
is less than 40% in the area of action of the service authority concerned. If a group of uses is opposed to a corresponding pay group, it should be included in the comparison. The employment of remuneration schemes v and h is to be attributed to the group of uses and the functional group (including the basic career path) which corresponds to their evaluation in the law of civil servants.

(2) The statistics connected to this Regulation as annexes A and B (as of 1 July 2007) are the cases of an existing under-representation of women within the meaning of Section 1 in the department of the Federal Ministry of Science and Research .

Objectives of the Women's Development Plan

§ 2. (1) The aim of the women's promotion plan is to increase the proportion of female employees in all grades, remuneration schemes, use groups and pay groups, as well as functions in the field of the Federal Ministry of Science and Technology. research to at least 40%. All measures that directly or indirectly influence the women's quota are to be aligned with this objective. Measures of the advancement of women are to be integrated into human resource planning and human resources development. The urgency of the promotion of women is determined by the extent of the under-representation (Annexes A and B).

(2) Support measures should be applied with the aim of female participation in each of the grades, remuneration schemes, groups of uses and remuneration groups, as well as functions in each case (percentage of women in total in the total number of women in the total number of women in the total number of persons in the Individual grades, remuneration schemes, groups of uses and remuneration groups, and functions in the sphere of action of a service authority or office) within two years from the date of the presentation of this Regulation in the sphere of action of the 20% increase in the service authority or service, up to a 40% Women's quota is achieved. If the existing women's quota is less than 10%, support measures should be applied with the aim of doubling the existing quota for women within two years from the date of the adoption of this Regulation. If the proportion of women is 0%, support measures should be applied with the aim of achieving a female share of 5% within the next two years.

Women's Promotion

§ 3. (1) The representatives of the service provider (§ 2 para. 4 B-GlBG) are obliged to:

1.		to work towards the elimination of an existing under-representation of women in the total number of permanent employees and functions,
2.		to work towards the elimination of existing disadvantages of women in relation to the employment relationship,
3.		in any event, a 40% female quota has been achieved, and
4.		to take account of the objectives set out in § 2 in the case of any other measure which directly or indirectly influences the quota of women.

(2) Applicant applicants who are the same as the best-suited competitor for the planned post are, unless there are grounds in the person of the competitor, to be given priority for such a long period of time until the proportion of women in the applicant's Total number of permanent employees

1.		in the grade concerned, in the relevant remuneration scheme or in the relevant use or pay group, or
2.		-if there is a subdivision into functional groups (including basic runway), salary groups or rating groups-in the group concerned
at least 40% in the area of action of the service authority concerned. If a group of uses is opposed to a corresponding pay group, it should be included in the comparison.

(3) Applicant applicants who are equally suitable for the desired highlighted use (function) as the best-suited competitor, shall, unless the person of a competitor outweighs the reasons for this, to order as a matter of priority until the end of the period of time until the date of the application. the proportion of women in the total number of permanent employees

1.		in the functional group concerned (including the basic course), the salary group or the evaluation group, or
2.		in the other highlighted uses (functions)
at least 40% in the area of action of the service authority concerned.

(4) In assessing whether applicants are not less suitable than the best-suited competitor, in particular, the statutory intake or appointment requirements, the call text and the job profile of the workplace ,

(5) Women are to be given priority to participate in training and further training which qualifies for the acquisition of higher-value uses (functions).

II. Section

Promotion of women

§ 4. All representatives of the service provider must ensure that measures to promote women are set at all organisational and hierarchical levels.

Public relations

§ 5. As part of their public relations work, representatives of the employer have to pay special attention to the promotion of women in the public sector, in order to increase the motivation for women to receive applications.

RFQ

§ 6. (1) Calls for posts and functions shall be formulated in such a way as to affect women and men in the same way. You do not have any additional annotations that can be made to close a particular gender.

(2) All relevant qualifications (requirement profile) for the posts to be filled shall be included in the call text.

(3) Tendering texts for the filling of posts and for management functions have to contain the indication that the service authority (duty station) aims to increase the proportion of women and therefore explicitly qualified women to apply for the application calls for priority to be given to women with equal qualifications.

(4) invitations to tender for posts and functions shall also be provided by officials of the service concerned, even during a statutory absence of service or service; To make the place of service known in a timely way. This also applies to internal calls for tenders.

Tendering procedure

§ 7. (1) Prior to the appointment of all functions in the Central Office of the Federal Ministry of Science and Research, the Chairman of the Working Group on Equal Treatment shall be provided with the following information (documents) with the possibility of: Opinion to be taken note of:

1.		the planned occupation or tendering procedure;
2.		the act of the invitation to tender before the invitation to tender;
3.		the names of the candidates;
4.		the composition of the review board;
5.		the candidates ' horseback,
6.		the selection decision.

(2) Prior to the occupation of functions in the field of subordinated services subject to the 1989 Law on Tendering (AusG), the act of appointment of the chairpersons of the Working Party on Equal Treatment Questions shall be submitted to the opinion of the Commission for the opinion of the Committee on Employment and the as well as prior to deposit.

Selection procedure

§ 8. (1) In the case of reception meetings, women's problems are not to be addressed. In assessing the suitability of applicants, it is not possible to use selection and evaluation criteria which are based on a discriminatory, role stereotype understanding of the sexes.

(2) Applications for women during a statutory form of absence from the service; The place of service shall be included in the selection procedure and shall be taken into account in the same way as other applications.

Measures for career planning

§ 9. (1) In the context of their duty to support, the respective members of the service have to encourage employees to attend training and further education events and also to discuss the individual, for them in question. to provide comprehensive and up-to-date advice on future training and education opportunities.

(2) In service descriptions and suitability considerations, no assessment criteria may be included, resulting in a disadvantage for the female staff, or on a discriminatory, role-stereotype understanding of the Gender orientation.

(3) The definition of service obligations shall not be subject to discriminatory, career-specific task assignments based on a gender stereotype understanding of the sexes. The same applies to the description of jobs.

Measures in the field of education and training

§ 10. (1) The service staff shall ensure that all female employees, including part-time workers, also during a statutory absence from the service, The place of service is to be informed about events of the in-service training and about training events for managers. It should be noted that applications for women are particularly welcome. Each department has an updated list of the above mentioned events for all employees regularly to make known.

(2) In the planning of training seminars, a family-friendly organisation is to be taken into consideration in accordance with the budget funds (e.g. childcare facilities).

(3) The service staff shall have the right to participate in training and training seminars if they so wish. If changes in service time are necessary to take part in training and further training events, these are to be granted by the service superiors, insofar as there are no compelling service interests in the opposite direction.

(4) Training courses, in particular those which qualify for acquisition in higher-quality uses and functions, should be allowed to give priority to women until a 40% female quota has been reached. In any case, an already achieved 40% female quota should be maintained. This also applies to initial and continuing training courses with limited participation.

(5) The admission to the basic training courses, as well as to seminars and advanced training courses, is also to be made possible for part-time staff.

(6) Staff responsible and staff members in the pre-legislative function are obliged to inform themselves about the B-GlBG and related issues of the advancement of women and equal treatment. With regard to the qualification measures of superiors, consideration is given to topics such as the promotion of women, the Federal Equal Treatment Act, the handling of employees and the appropriation of management knowledge and personnel management. .

Measures to promote the reconciliation of work and family life

Child care obligations and/or part-time employment

§ 11. (1) The task of the superiors is to make provision in the context of the work planning of an organizational unit for the purpose that the tasks of the individual employees are usually to be managed in the normal working hours. In the event of a change to part-time employment, particular attention should be paid to the corresponding reduction in the number of tasks.

(2) The definition of meeting dates shall take account of the working time of part-time workers and persons with child-care obligations. Meetings are to be set up within the time of the block and to plan as long as possible.

(3) In order to arrange service appointments-especially for overtime and multi-time work
-consideration should be given to the time requirements arising from (children) care obligations. There must be no discrimination on the part of staff.

(4) In the case of staff members, part-time employment shall not be subject to any discrimination.

(5) Employment and management positions must be designed in such a way as to ensure that their acquisition is compatible with the responsibility for children and the family.

(6) Personnel planning and development should take into account the possibility of a family break in the career planning of both sexes.

Composition of Commissions

§ 12. (1) In the case of the composition of commissions within the meaning of Section 10 (1) B-GlBG, a corresponding number of women are to be ordered as commissioners. In the event that a number of women or no women are not appointed as a member of such a commission or of the relevant Senate, the Chair of the Working Party on Equal Treatment or the Appointment Of A Woman of the same name has made a name for it. Staff shall be entitled to participate in meetings of the Commission or of the Senate concerned with a consultative vote.

(2) In the case of the composition of other commissions, advisory boards, working parties or comparable decision-making bodies or advisory bodies, the employer shall have a gender balance when ordering the members. to work. In particular, it is also important to note that women are appointed as chairmen and full members.

Support for equal treatment officers, contact women and the Working Party on Equal Treatment

§ 13. (1) In the case of the transfer of tasks of the workplace and in the definition of service obligations, the additional burden arising from the activity as an equal treatment officer or a contact woman must be taken into account. The performance of the tasks of the Equal Treatment Officer or contact woman is to be seen as an important contribution to the performance of the duties in the field of administration. The person responsible for equal treatment and the contact women must not have a professional disadvantage as a result of their function, either during the exercise of their function or after leaving this function.

(2) The Heads of Service and Services shall ensure the administrative support of the Equal Treatment Offiders and the provision of the necessary resources (personnel, space and equipment).

(3) The equal treatment officers shall be entitled to perform their duties in equal treatment matters at their workplace and to use the facilities available to the workplace.

(4) The Working Party on Equal Treatment Questions shall be provided with a separate budget appropriate for the performance of its tasks.

(5) The activity of an equal treatment officer or a contact woman requires a travel movement, this travel movement must be deducted from a duty trip within the meaning of the travel fee rule in 1955.

(6) In the context of § 31 B-GlBG, information should be provided to the equal treatment authorities and their representatives and, upon request, to provide all requested information such as protocols, personnel data or statistical evaluations.

Childcare places

§ 14. The heads of service managers shall regularly carry out needs surveys, in particular in accordance with the special guidelines for the granting of a grant to the Federal Government's operating kindergartens, and shall take all appropriate measures to To meet the needs of childcare places for the children of the employees of the respective department.

Contract research for and funding by the Federal Ministry of Science and Research

§ 15. In the distribution of the budget funds dedicated to the procurement research of the Federal Ministry of Science and Research, the existing women's quota (share of project participants in the total number of project participants) is (a) increase by 20% over a period of two years until a 40% female quota is reached.

Information on relevant legislation

§ 16. (1) The Federal Ministry of Science and Research has every department head and each Head of Service, all relevant and up-to-date legislation relevant for equal treatment and women's promotion matters, and further information. shall be transmitted.

(2) The Head of Service or the Head of Service shall publicly disclose all legislation and information which has been received by him or her to the Service, as well as the Equal Treatment Officer and the Contact Women, in accordance with paragraph 1 of this Article. Copy to be transmitted.

(3) In the respective business units and telephone directories of the central management and of all departments, the names of the equal treatment officers and their alternates as well as the contact women, under the guidance of their function, are: ,

(4) The Federal Ministry of Science and Research has regularly held training and information events for equal treatment officers and contact wives.

Linguistic equality

§ 17. In legislation, internal and external documents as well as publications of the resort, inaccurate differentiations between women and men must be avoided. Formulations and organ and function designations must be chosen in such a way that they affect women and men alike.

III. Section

Implementation of the promotion of women

Responsibility

§ 18. The implementation of the measures to promote the promotion of women's rights under this Regulation shall be the responsibility of the institutions which, in accordance with their respective organisational requirements, shall take decisions or proposals relating to the staff, financial, organisational or organisational arrangements. and further training in these matters.

Service obligations

§ 19. The implementation of the measures referred to in this Regulation is one of the duties of the organ walters responsible for this. The breach of the provisions contained in this Regulation shall be punishable in accordance with the provisions of the European Parliament and of the Council.

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