190. Regulation of the Federal Chancellor concerning the Women's Development Plan for the Federal Chancellery

Due to § 11a of the Federal Equal Treatment Act (B-GlBG), BGBI. N ° 100/1993, as last amended by the Federal Law BGBI. I No 65/2004, shall be assigned:

Women's promotion plan for the Federal Chancellery

CONTENTS

1. Main item-objectives and measures to achieve objectives
§ 1	Objectives
§ 2	Measures to achieve objectives
§ 3	Preferred recording
§ 4	Preferred appointment/appointment
§ 5	RFQ
§ 6	Selection criteria
§ 7	Measures for the protection of dignity at work
§ 8	Linguistic equality
§ 9	Information work
§ 10	Reform measures/Future programmes
§ 11	Resources in support of equal treatment officers and contact women Implementation of the FFP and further measures to achieve comprehensive equal opportunities
§ 12	Information rights
2. Main piece-Special support measures
1. Measures in the field of education and training
§ 13	Increasing the proportion of women through education and training measures
§ 14	Lectures and teaching materials
2. Promotion of career advancement
§ 15	Career and career planning
§ 16	Line functions
§ 17	Improvement of internal information
3. Promotion of re-entry
§ 18	Information
§ 19	Sliding back-up
4. Measures to promote the reconciliation of work and family life
§ 20	Child care obligations and/or part-time employment
Section 21	Part-time employment and management responsibility
5. Measures to increase the proportion of women in commissions and advisory councils
Section 22	Promotion of the participation of women
Section 23	Opinion commissions on a case-by-case basis
§ 24	In-force pedals
Annex 1 Representative areas of the equal treatment officers
Annex 2 Objective to increase the proportion of women

1. Main item

Objectives and measures to achieve objectives

1. Objectives

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

(2) The aim of the implementation of the Women's Development Plan is to achieve and achieve the following objectives in particular:

1.		To promote the recognition of women as equal and equal partners in the professional world and to promote a positive attitude towards women's professional activities at all levels of the hierarchy,
2.		the promotion and strengthening of the professional identity, the self-awareness of women, the willingness to influence and take on responsibility,
3.		the promotion of consensus on the equivalence of women's and men's work and the promotion of the acceptance of the use of parental leave by men in the resort;
4.		the reduction of existing disadvantages for women,
5.		the improvement of the reconciliation of work and family life for women and men,
6.		the promotion of equal representation of women in all decision-making structures, at least in proportion to their share in employment,
7.		the increase in the proportion of women in all uses and remuneration groups,
8.		raising the proportion of women in leadership positions, as well as in functions, commissions and committees, and
9.		to integrate the guiding principle of the "gender mainstreaming" into all measures and policies of the Federal Chancellery.

2. Measures to achieve objectives

§ 2. (1) Equal opportunities are to be guaranteed at all levels in the Federal Chancellery and equal treatment should be achieved.

(2) In particular, the representatives of the Human Resources Department and of all functionally responsible departments must take part in the measures to be taken and participate in the elaboration of these measures.

(3) All employees, including new members of staff, shall be notified in an appropriate manner by the Equal Treatment Officeof the Women's Development Plan.

(4) All employees shall be allowed to participate in information sessions of the Equal Treatment Offiders or to contact the responsible Equal Treatment Officer individually within the service period.

Preferred recording

§ 3. For all categories of use/remuneration groups where there is under-representation of women in accordance with § 11b B-GlBG, applicants who are not less suitable for the planned post than the best-suited competitor, are: preferably to receive.

Preferred appointment/appointment

§ 4. (1) Applications for women during a statutory form of absence from the service; The place of service shall be considered on the same level as other applications; § 3 shall apply mutatily.

(2) In the case of more than one suitable application, the applicants must be informed that they are open to appeal to the Equal Treatment Commission.

RFQ

§ 5. (1) All tender texts according to the Tendering Act (AusG), BGBI. No 85/1989, and internal invitations to tender are to be drawn up in a gender-neutral manner.

(2) As long as the requirements of § § 11b and 11c B-GlBG are not fulfilled, it is expressly to be noted in all calls for tenders of posts and functions in the call text, the proportion of women at posts and in Therefore, you want to increase the number of management functions and women are therefore strongly invited to apply. It should also be pointed out in the call for tenders that applicants with the same suitability are preferred to include applicants.

(3) If the proportion of women in the scope of action of the respective service authority is below 50% in a use or function, it should be explicitly stated in the call text that applications from women for posts in this The use (classification) or function is particularly desirable.

(4) Prior to the call for tenders of a function, it is to be examined whether this function can also be exercised with reduced weekly service time (partially employed). An indication should be included in the call for tenders.

Selection criteria

§ 6. (1) The selection criteria according to § 5 B-GlBG must be observed.

(2) In interviews with women, discrimination against women (such as family planning) is inadmissible. In assessing the suitability of applicants, it is not possible to use evaluation criteria based on a discriminatory, role-stereotypical understanding of the sexes.

Measures for the protection of dignity at work

§ 7. (1) Statements and statements which violate the dignity of women and men in the workplace, in particular degrading remarks, bullying and sexual harassment, must not be tolerated. The service provider will take appropriate measures to raise awareness.

(2) The employees shall be informed by the supervisor of the legal and other possibilities to defend themselves in the event of sexual harassment and bullying violations of their dignity in the workplace, and in particular also on the occasion of the employee interview.

Linguistic equality

§ 8. On all occasions, as well as internal and external documents of the resort, the names of persons are in female and male or female. gender neutral form.

Information work

§ 9. (1) The current women's support plan must be published via the Schwarze Brett "Mitteilungen des Präsidiums".

(2) The staff member shall be allowed to participate in information sessions of the equal treatment officers in the individual departments, after consultation with the Head of Service.

Reform measures/Future programmes

§ 10. (1) Working groups on administrative reform measures, human resources planning and personnel development, reorganisation and future projects of the management innovation programme shall be accompanied by an appropriate proportion of women.

(2) In structure and reorganization programmes for personnel planning and human resources development, consideration should be given to the promotion of women.

Resources in support of equal treatment officers and contact women to implement the FFP and other measures to achieve full equality of opportunity

§ 11. (1) In order to carry out their duties according to the B-GlBG, the equal treatment officers and contact women shall be supported. The necessary budgetary resources and other necessary resources shall be made available to them. Equal treatment officers and contact women can use these property and human resources according to the principles of economic efficiency, expediency and economy.

(2) Travel movements in the performance of the function as an equal treatment officer or as a contact woman, such as participation in meetings or submissions with the Federal Equal Treatment Commission shall be deemed to be a business trip within the meaning of the travel fee rule 1955, BGBI. No. 133.

Information rights

§ 12. The chairperson of the Working Party on Equal Treatment Questions is the following: Data to be transmitted in automated form:

1.		In accordance with § 31 B-GlBG, the Equal Treatment Officer and their alternates are to be provided with information and, if requested, all requested information, such as evaluations from pm/sap or other statistical evaluations, are available. . Statistical data are to be made available in the form and preparation requested by the Equal Treatment Officer;
2.		Statistical data are according to the Federal Minister for Social Security and Generations regulation on the statistical data to be included in the equal treatment reports, BGBl. No 774/1993, up to 1. (to the Chairperson of the Working Party on Equal Treatment), to make available each second year;
3.		Reports of the completed trainings are up to 1. (to the chairperson of the Working Party on Equal Treatment). From this statistical data, the proportion of women in the respective educational activities, as well as the number of days of schooling-separated by gender-should be visible;
4.		written information on planned training;
5.		written information in the case of functional tenders:
a)			Call text at the same time as the information to the Staff Committee
b)			Appointment of the Review Commission
c)			Names and horseback of applications
d)			who has been assigned the role of the function.

2. Main piece

Special support measures

1. Measures in the field of education and training

Increasing the proportion of women through education and training measures

§ 13. (1) The task of the immediate superiors is to inform and encourage their employees to participate in the selection of available education offers in a timely and demonstrable way.

(2) The persons responsible for education must draw the attention of the employees to suitable internal and external training events; for example, via the Schwarze Brett "Newsletter and Service Instructions".

(3) In the case of seminars at the place of employment, the course times should, if possible, be used in such a way that inexorable social activities, such as the removal of the children from the kindergarten, can be carried out despite the course attendance.

(4) Part-time staff shall be able to participate in training activities by providing appropriate framework conditions.

Lectures and teaching materials

§ 14. (1) The increase in the proportion of women as a person to be present is to be sought. Once a year, a list of examiners in the portfolio is sent to the Equal Treatment Officer. The responsible Equal Treatment Officer will be involved in the search for new auditor and examiner.

(2) curricula may not contain any (indirect) women discriminating content and should be extended to include women-specific themes.

2. Promotion of career advancement

Career and career planning

§ 15. (1) The employer shall have the effect of ensuring that a family break does not adversely affect the career and career planning of women and men.

(2) The promotion of women does not only have to be carried out in management positions, but must be actively promoted by the employer and immediate superiors at all organizational and hierarchical levels.

(3) In the employee interview, topics such as more flexible working time arrangements, etc. to be addressed.

(4) It is also the responsibility of the supervisor to motivate employees to take over management positions or to motivate them to take over management positions. encourage appropriate staff to participate in special training seminars and to promote them through the transfer of tasks to their own responsibility (project management, grant and extension of the appropriation of approbation).

(5) The participation of female (including part-time) staff in management channels is to be encouraged, especially in those areas where women are under-represented in the functions.

Line functions

§ 16. (1) It shall apply here for inclusion, appointment and/or appointment Order in accordance with § § 3 to 6.

(2) Do not apply to women for management functions, to set appropriate measures by the service authority in order to qualify and motivate women in the context of succession planning for the assumption of leadership responsibility.

(3) In accordance with the law on tendering, the commissions have, if the conditions of § 10 (1) B-GlBG are fulfilled, the Chairperson of the Working Group for Equal Treatment Questions or one of these nominated female staff as not to be attached to voting experts.

Improvement of internal information

§ 17. In order to promote the mobility of employees and to increase the potential of interested applicants, all possibilities of the internal exchange of information should be used, respectively. are made known.

3. Promotion of re-entry

Information

§ 18. (1) The employees shall be informed by the responsible HR department of all models of flexible working time arrangements related to motherhood. In particular, men are also responsible for the legal possibilities of taking advantage of the Karenzurlaubes and/or the Part-carence should be noted.

(2) At the latest four weeks before the re-entry, the staff member shall be invited by the responsible human resources department or the superiors for a call in which the future use will be clarified after the re-entry.

(3) Karenzurlauber/innen shall be informed about planned internal and external training events, provided that the training measure is temporally after the completion of the Karenz.

(4) The respective service authorities shall ensure that the re-entering, carded staff are re-trained.

(5) On a voluntary basis, staff members are allowed to participate in service meetings or training.

Sliding back-up

§ 19. A sliding re-entry should be made possible in accordance with the service requirements in all areas of activity with accompanying measures such as reorganisation and the corresponding reduction of the task area. It is demonstrably necessary to have an employee interview.

4. Measures to promote the reconciliation of work and family life

Child care obligations and/or part-time employment

§ 20. (1) According to budgetary possibilities and requirements of the service, women-and family-friendly organisational changes and facilities, such as more flexible working hours (eg. Shortening the block time, flexible possibilities of leisure equalisation, job sharing, rotation models, etc.), re-entry programmes for carded staff or the securing of child care facilities.

(2) A working group of internal and external experts will be set up for the purpose of optimal implementation of these objectives. Organizational units, which implement the measures in an exemplary manner, are mentioned as "best practice" models.

(3) For women and men with care obligations, individual rules of their working time and their division of work should be sought.

(4) Applications pursuant to § 50a Official-Service Law (BDG), BGBI. No. 333/1979-reduction of the weekly service period on any occasion and applications in accordance with § 75 BDG-Karenzurlaube-are to be examined carefully with appreciation of the situation of the persons concerned. In the case of contract staff, it is appropriate to proceed accordingly.

Part-time employment and management responsibility

§ 21. The service provider endeavours to create the organisational conditions for leading positions in principle also to be accessible to part-time employees. Models of teamwork and project responsibility in departments are to be tested.

5. Measures to increase the proportion of women in commissions and advisory councils

Promotion of the participation of women

§ 22. Personnel managers and superiors have to support and promote women who aspire to work in commissions and advisory councils. It is important to ensure that, where possible, women are represented in the commissions provided for in the rules of the service.

Assessment Commission in individual cases

§ 23. In the case of the establishment of assessment commissions on a case-by-case basis (§ 7 AusG), a balanced composition shall be considered among the service representatives within the meaning of § 10 B-GlBG.

In-force pedals

§ 24. This Regulation shall enter into force on 1 May 2005.

Bowl

Appendix 1

Representative areas of the Equal Treatment Officiespursuant to § 26 Federal Employment Equality Act

1.: Representative Office of the Federal Chancellery, Central Office for Section I

2.: Representative Office of the Federal Chancellery, Central Office for Section II

3.: Representative Office of the Federal Chancellery, Central Office for Sections III and VI

4.: Representative Office of the Federal Chancellery, Central Office for Sections IV and V

5.: Representative Office of the Austrian State Archives

Appendix 2

Targets to increase the proportion of women by 31 December 2005
(according to § 11a B-GlBG)

a) Functions

The binding target requires that, in the event of fluctuation, applications from women who are at least as suitable as the best-suited male candidate will be submitted.

The starting point is the 1ST stand on 1 July 2003.

Central Office

Function	Men	Women	Unoccupied	Total	Share of women in%	Mandatory target%
Section ladder	6	0	0	6	0	40
Group Leader	2	0	0	2	0	40
Head of Department	30	16	2	48	33	40
Head of Unit	9	14	2	25	56	40

Austrian State Archives

Function	Men	Women	Unoccupied	Total	Percentage of women in%	Mandatory target%
Director-General/	1	0	0	1	0	40
Managing Director/in	0	1	0	1	100	40
Head of Department	4	1	0	5	20	40

(b) permanently employed persons

Service Statistics: Central Management

Usage/ Pay Group	Men	Women	Total	Share of women in%	Male share in%
VGr/EGr. A1/A/a/v1 1	137	131	268	48,9	51.1
VGr/EGr. A2/B/b/v2	70	100	170	58.9	41.1
VGr/EGr., A3/C/c/v3/h1	67	194	261	74.3	25.7
VGr ./EGr. A4/D/d/v4/h4 A5/h3/p3	29	36	65	55.4	44.6
VGr ./EGr. A6/p4/h4	5	7	12	58.3	41.7
VGr ./EGr. A7/e/h5/v5	9	10	19	52.6	47.4
Apprentices	2	2	4	50	50
Special contracts	2	10	12	83.3	16.7
ADV-Special Contracts	38	5	43	11.6	88.4

In almost all uses and/or Remuneration groups, with the exception of higher-value management functions-such as section managers (0%), group leaders (0%) and head of department (33%)-will reach the 40% women's quota.

For the Portfolio BKA the following figures shall apply:

Total number:	of which male	of which female	Male share	Share of women
1239	548	691	44.2%	55.8%