====== The GENERA PAM Tool ======
 [[pam|{{ wiki:pam_online.png?50|Return to the PAM Tool start}}]]\\ 

[[pam|{{:wiki:task.png?50|Return to select task  }}]] -- [[pam|Find measures to improve on Gender equality in your institution]] \\ 
[[m_select_target|{{:wiki:target1.png?50|Return to select 1st level target }}]] -- [[m_select_target|Address gender imbalances in decision making processes]]\\ 
[[m_select_target2|{{:wiki:target2.png?50|Return to select 2nd level target }}]] -- [[m_select_target2|Establish a gender fair selection process]] \\ 
[[m_target2_2|{{:wiki:target3.png?50|Return to select 3rd level target }}]] -- [[m_target2_2|Gender-fair and transparent selection procedures]]
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Where do you want to become active?

++++ Gender-fair and transparent selection procedures|

^**Potential activities**^**Examples for measures**^**Indicators related to the activity**^**Indicators related to the target = Indicators to measure changes**^
|Reflection on selection procedures|• Meetings	to reflect on selection procedures|• Reports/notes from reflection meetings (yes/no)|• The vacancy announcement includes the job profile, skills and competencies required, and eligibility criteria\\ • A minimum time period between vacancy publication and deadline for application is defined\\ • Information on the selection process is available for the candidates\\ • Applicants  have  the  right  to  receive feedback on the results of the selection\\ • Selection panels are set up\\ • The selection panels include national and international external members\\ • Gender sensitive appointment procedures are in place\\ • Existence of training programs in open, transparent and merit-based recruitment of researchers for everyone involved in the process\\ • Staff  trained in  open,  transparent and merit-based recruitment of researchers\\ • Complaints of candidates|
|Having	transparent rules and\\ procedures|• Rules  and  procedures  are formalized in a written form and communicated|• Rules and procedures are formalized in a written form and communicated (yes/no)|:::|
|Regular reporting of selection\\ committees / commissions|• Reporting duty formally in place|• Reporting duty formally in place (yes/no)|:::|
|Policies of outside hiring| |• Policies of outside hiring (yes/no)|:::|
|Monitoring of hiring processes|• Monitoring the gender distribution at all stages in the recruitment process|• Monitoring in place (yes/no)\\ • Yearly reports available (yes/no)|:::|
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++++ Positive action / target numbers|

^**Potential activities**^**Examples for measures**^**Indicators related to the activity**^**Indicators related to the target = Indicators to measure changes**^
|Target	numbers	for female candidates|• Set a minimum quota for female candidates|• Target numbers / proportions for female candidates are set (yes/no)\\ • % of female candidates|• The vacancy announcement includes the job profile, skills and competencies required, and eligibility criteria\\ • A minimum time period between vacancy publication and deadline for application is defined\\ • Information on the selection process is available for the candidates\\ • Applicants have the right to receive feedback on the results of the selection\\ • Selection panels are set up\\ • The selection panels include national and international external members\\ • Gender sensitive appointment procedures are in place\\ • Existence of training programs in open, transparent and merit-based recruitment of researchers for everyone involved in the process\\ • Staff  trained in  open,  transparent and merit-based recruitment of researchers\\ • Complaints of candidates|
|Preferring women in case of equal qualification (= Positive action)|• Policy to prefer women in case of equal qualification|• Policy in place (yes/no)|:::|
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{{:wiki:helpi.png?nolink|"Here is a list of activities"}}Please click on the activities associated with your task and study the suggested measures and indicators.