natgillin/translations-raw huggingface dataset:
- насърчаване на социалните партньори в рамките на техните правомощия да поставят подходяща рамка за договаряне на работните заплати, с което да се въздейства върху производителността и да се отговори на предизвикателствата на пазара на труда на всички нива , да се гарантира съответстваща покупателна способност на европейските граждани и се избегне неравнопоставеността между половете в заплащането и увеличаването на неравенствата ,
- encouraging social partners within their own areas of responsibility to set the right framework for wage bargaining in order to reflect productivity and labour market challenges at all relevant levels , to guarantee European citizens sufficient purchasing power and to avoid gender pay gaps and growing inequalities ,
Приложение - раздел 3 – параграф 1
Annex – section 3 – paragraph 1
Европа се нуждае от повече и по-ефективни инвестиции в човешки капитал.
Europe needs to invest more and more effectively in human capital.
Твърде много хора не успяват да влязат, да се развиват или да останат в пазара на труда поради липса на професионални умения или в резултат на несъответствие на техните умения с търсените.
Too many people fail to enter, progress or remain in the labour market because of a lack of skills, or due to skills mismatches.
За улесняване достъпа до заетост за мъже и жени от всички възрастови групи, за увеличаване нивото на производителността, иновациите и качеството на работата, Европейският съюз се нуждае от по-големи и по-ефективни инвестиции в човешки капитал, и учене през целия живот в съответствие с концепцията за съчетаване на гъвкавостта и сигурността в полза на отделния човек, предприятията, икономиката и обществото.
To enhance access to employment for men and women of all ages, raise productivity levels, innovation and quality at work, the EU needs higher and more effective investment in human capital and lifelong learning in line with the flexicurity concept for the benefit of individuals, enterprises, the economy and society.
За улесняване достъпа до заетост за мъже и жени от всички възрастови групи , като им се гарантират равни възможности, за увеличаване нивото на производителността, иновациите и качеството на работата , както и за да се помогне на работниците да се адаптират към бързопроменящите се условия , Европейският съюз се нуждае от по-големи и по-ефективни инвестиции в човешки капитал, и професионално обучение през целия живот , чрез осигуряване на достъп до различни форми на продължаващо обучение, в съответствие с концепцията за съчетаване на гъвкавостта и сигурността в полза на отделния човек, предприятията, икономиката и обществото.
To enhance access to employment on the basis of equal opportunit ies for men and women of all ages, raise productivity levels, innovation and quality at work, and assist workers in adapting to new conditions arising from rapid change, the EU needs higher and more effective investment in human capital and lifelong profes sional training, via access to the various forms of lifelong learning in line with the flexicurity concept for the benefit of individuals, enterprises, the economy and society.
Приложение – раздел 3 – насока 23
Annex – section 3 – guideline 23
Насока 23.
Guideline 23 .
Увеличаване и подобряване на инвестициите в човешки капитал чрез:
Expand and improve investment in human capital through:
Насока 23.
Guideline 23.
Увеличаване на възможностите за обучение през целия живот и подобряване на инвестициите в човешки капитал чрез:
Expand lifelong learning opportunities and improve investment in human capital through:
- политики за образование и обучение основани на включването и действия за чувствително улесняване на достъпа до начално професионално, средно и висше образование, включително чиракуване и обучение по предприемачество (бизнес обучение),
- inclusive education and training policies and action to facilitate significantly access to initial vocational, secondary and higher education, including apprenticeships and entrepreneurship training,
- политики и мерки за образование и обучение , основани на интеграцията, с оглед чувствително улесняване на достъпа до начално професионално, средно и висше образование, включително техническо обучение и обучение по предприемачество (бизнес обучение),
- inclusive education and training policies and action to facilitate significantly access to initial vocational, secondary and higher education, including apprenticeships and entrepreneurship training,
- значително намаляване на броя на преждевременно напусналите училище,
- significantly reducing the number of early school leavers,
- максимално намаляване на броя на преждевременно напусналите училище , така че да се предотврати възможността учениците да напускат училище без квалификация и по този начин да бъдат изложени на повишен риск от безработица,
- reducing the number of early school leavers to as great an extent as possible in order to prevent pupils from leaving school without qualifications and thereby running a high risk of unemployment,
- ефективни стратегии за учене през целия живот, достъпни за всички в училища, работодатели, обществените власти и домакинства в съответствие с Европейските споразумения, включително чрез подходящи стимули и механизми за споделяне на разходите, за повишаване участието в продължаващо обучение и обучение на работното място през целия жизнен цикъл, особено за нискоквалифицираните и по-възрастните работници.
- efficient lifelong learning strategies open to all in schools, businesses, public authorities and households according to European agreements, including appropriate incentives and cost-sharing mechanisms, with a view to enhancing participation in continuous and workplace training throughout the life-cycle, especially for the low-skilled and older workers.
- ефективни стратегии за обучение през целия живот, достъпни за всички в училища, предприятия , обществени органи и домакинства в съответствие с Европейските споразумения, включително чрез подходящи стимули и механизми за споделяне на разходите, за повишаване участието в продължаващо обучение и обучение на работното място през целия жизнен цикъл, особено за нискоквалифицираните и по-възрастните работници.
- efficient lifelong learning strategies open to all in schools, businesses, public authorities and households according to European agreements, including appropriate incentives and cost-sharing mechanisms, with a view to enhancing participation in continuous and workplace training throughout the life-cycle, especially for the low-skilled and older workers,
- осигуряване на условия за улесняване на достъпа на жените до образование, специализация и обучение през целия живот, и по-специално достъпа им до обучение и квалификация, необходими за професионалното им развитие,
- ensuring the conditions for facilitating access by women to education, continuing training and lifelong learning, in particular access to training and the necessary qualifications for careers,
Вж. също интегрирана насока „Увеличаване и подобряване на инвестициите в научноизследователска и развойна дейност, по-специално от страна на частните предприятия“ (№ 7).
See also integrated guideline ‘To increase and improve investment in R & D, in particular by private business’ (No 7).
Приложение – раздел 3 – параграф, следващ насока 23
Annex – section 3 – paragraph following guideline 23
Поставянето на амбициозни цели и увеличаването на нивото на инвестиране от всички участници не е достатъчно.
Setting ambitious objectives and increasing the level of investment by all actors is not enough.
За да се осигури постигане на съответствие между търсенето и предлагането, системите за учене през целия живот трябва да бъдат финансово и организационно достъпни и да съответстват на променящите се потребности.
To ensure that supply meets demand in practice, lifelong learning systems must be affordable, accessible and responsive to changing needs.
Адаптирането и създаването на капацитет на системите за образование и обучение е необходимо за подобряване на тяхната адекватност на пазара на труда, на възможностите им за посрещане потребностите на икономика и общество, основаващи се на знания, на ефективността им и на справедливостта .
Adaptation and capacity-building of education and training systems is necessary to improve their labour market relevance, their responsiveness to the needs of the knowledge-based economy and society and their efficiency and equity .
Информационните и комуникационни технологии могат да бъдат използвани за подобряване на достъпа до обучение и образование, както и за тяхното по-добро приспособяване към потребностите на работниците и работодателите.
ICT can be used to improve access to learning and better tailor it to the needs of employers and employees.
Необходима е и по-голяма мобилност, както за целите на заетостта, така и за обучението, за по-широк достъп до възможностите за наемане в Европейския съюз като цяло.
Greater mobility for both work and learning purposes is also needed to access job opportunities more widely in the EU at large.
Оставащите препятствия пред мобилността в рамките на пазара на труда в Европейския съюз трябва да се премахнат, по-специално тези, които се отнасят до признаването и прозрачността на квалификациите, както и на тяхното използване, и на резултатите от обучението, именно чрез прилагането на Европейската квалификационна рамка.
The remaining obstacles to mobility within the European labour market should be lifted, in particular those relating to the recognition and transparency and use of qualifications and learning outcomes, notably through the implementation of the European Qualifications Framework.
Ще бъде от значение да се използват договорените европейски инструменти и помощни препратки за подкрепа на реформите на националните системи за образование и обучение, както е изложено в Работната програма за обучение и образование 2010 г.
It will be important to make use of the agreed European instruments and references to support reforms of national education and training systems, as is laid down in the Education and Training 2010 Work Programme.
За да се осигури постигане на съответствие между търсенето и предлагането, системите за обучение през целия живот трябва да бъдат финансово и организационно достъпни и да съответстват на променящите се потребности.
To ensure that supply meets demand in practice, lifelong learning systems must be affordable, accessible and responsive to changing needs.
Адаптирането и създаването на капацитет на системите за образование и обучение е необходимо за подобряване на тяхната адекватност на пазара на труда, на възможностите им за посрещане потребностите на икономика и общество, основаващи се на знания, на ефективността им и на равния достъп и разпределение .
Adaptation and capacity-building of education and training systems is necessary to improve their labour market relevance, their responsiveness to the needs of the knowledge-based economy and society , their efficiency and their accessibility and availability on an equitable basis .
Достъпът до образование и обучение за мъже и жени от всяка възраст и съгласуването на потребностите от умения и предлаганите от обществения и частния сектор възможности за образование и обучение следва да бъдат придружавани от система за професионална ориентация през целия живот.
Access to education and training for men and women of all ages and the matching of needs with skills and with the education and training provided by the public and private sector, must be accompanied by a system of lifelong careers guidance.
Приложение - раздел 3 - насока 24 – тире 1 а (ново)
Annex – section 3 – guideline 24 – indent 1 a (new)
- като насърчава предаването на образователни техники и на учебно съдържание от едно поколение преподаватели на друго,
- enabling educational techniques and teaching content to be passed on through successive generations of teache rs,
Приложение - раздел 3 - насока 24 – тире 3 а (ново)
Annex – Section 3 – Guideline 24 – indent 3 a (new)
- осигуряване на чуждоезиково обучение в рамките на началното обучение и обучението през целия живот.
- providing for foreign language learning as part of initial and lifelong training.
Proficiency in a number of languages is necessary in the European Union and in a multipolar world in order to facilitate worker mobility.
Proficiency in a number of languages is necessary in the European Union and in a multipolar world in order to facilitate worker mobility.
Приложение 2 а (ново)
Annex 1 a (new)
ПРИЛОЖЕНИЕ 1а
ANNEX 1a
Цели и ориентировъчни показатели
Targets and benchmarks
Следните цели и ориентировъчни показатели бяха договорени в контекста на Европейската стратегия за заетостта:
The following targets and benchmarks were agreed in the context of the European Employment Strategy:
- на всяко безработно лице се предлага нов старт преди достигане на 4 месеца безработица, в случай че това са млади хора, и 12 месеца — в случай че са по-възрастни лица, под формата на обучение, повторно обучение, стаж на място, работа или друга мярка по заетостта, комбинирана, по целесъобразност, с продължаване на помощта за търсене на работа,
- that every unemployed person is offered a new start before reaching 4 months of unemployment in the case of young people and 12 months in the case of a dults in the form of training, retraining, work practice, a job or other employability measure, combined where appropriate with on-going job search assistance,
- до 2010 г. 25% от дългосрочно безработните да участват в някоя от активните мерки под формата на обучение, преквалификация, стаж или друга мярка по заетостта с цел достигане на средната стойност на трите най-напреднали държави-членки,
- that 25% of the long-term unemployed should participate by 2010 in an active measure in the form of training, retraining, work practice, or another employability measure, with the aim of achieving the average of the three most advanced Member States,
- търсещите работа в целия Европейски съюз да могат да получат информация за всички свободни работни места, обявени в службите по заетостта на държавите-членки с цел насърчаване на мобилността на търсещите работни места на европейския пазар на труда,
- that jobseekers throughout the EU are able to consult all job vacancies advertised through Me mber States' employment services, in order to promote mobility of jobseekers on the European labour market,
- увеличаване с пет години, на равнище Европейски съюз, на действителната средна възраст за напускане на пазара на труда към 2010 г. (сравнено с 59,9 години през 2001 г.),
- an increase by five years, at EU level, of the effective average exit age from the labour market by 2010 (compared to 59,9 in 2001),
- осигуряване до 2010 г. на грижи за деца за най-малко 90% от децата между три години и задължителната възраст за започване на училище и за най-малко 33% от децата под тригодишна възраст,
- the p rovision of childcare by 2010 to at least 90% of children between 3 years old and the mandatory school age and at least 33% of children under 3 years of age,
- свеждане на средното равнище на преждевременно напускащите училище в Европейския съюз до не повече от 10% ,
- an EU average rate of no more than 10% early school leavers,
- към 2010 година най-малко 85 % от 22-годишните в Европейския съюз следва да са завършили горната степен на средното образование,
- that at least 85% of 22-year olds should have completed upper secondary education by 2010,
- средното равнище на участие във формите на обучение през целия живот в Европейския съюз трябва да бъде най-малко 12,5 % от населението на възраст между 25 и 64 години.
- that the EU average level of participation in lifelong learning should be at least 12.5% of the adult working-age population (25 to 64 age group).
In its strategic report on the renewed Lisbon strategy for growth and jobs of 11 December 2007, the Commission concludes that the Lisbon Strategy for Growth and Jobs is working.
In its strategic report on the renewed Lisbon strategy for growth and jobs of 11 December 2007, the Commission concludes that the Lisbon Strategy for Growth and Jobs is working.
It proposes to the Spring Council 2008 to reaffirm the current guidelines for growth and jobs, including the employment guidelines, for the next cycle 2008-2010 and to focus on strengthening their implementation in Member States' National Reform Programmes.
It proposes to the Spring Council 2008 to reaffirm the current guidelines for growth and jobs, including the employment guidelines, for the next cycle 2008-2010 and to focus on strengthening their implementation in Member States' National Reform Programmes.
Your draftswoman shares the view that the renewed Lisbon Strategy is beginning to deliver results.
Your draftswoman shares the view that the renewed Lisbon Strategy is beginning to deliver results.
According to the European Commission's latest economic forecasts, GDP growth in the EU has risen from 1,8 % in 2005 and is expected to increase to 2,9% in 2007 and to 2,4% in 2008.
According to the European Commission's latest economic forecasts, GDP growth in the EU has risen from 1,8 % in 2005 and is expected to increase to 2,9% in 2007 and to 2,4% in 2008.
In 2007, 3.6 million new jobs were created in the EU and 4.5 million jobs are expected to be created in the period 2008-2009.
In 2007, 3.6 million new jobs were created in the EU and 4.5 million jobs are expected to be created in the period 2008-2009.
The employment rate is currently around 65% of the total working-age population and is expected to move above 66% in 2009, whereas the unemployment rate is expected to move from 8.9% in 2005 to 7.3% in 2007 and 7.1% in 2008.
The employment rate is currently around 65% of the total working-age population and is expected to move above 66% in 2009, whereas the unemployment rate is expected to move from 8.9% in 2005 to 7.3% in 2007 and 7.1% in 2008.
However, following the recent turbulences on the financial markets in the US and - to a somewhat lesser extent - in the EU, the estimated EU growth figures may have to be slightly moderated.
However, following the recent turbulences on the financial markets in the US and - to a somewhat lesser extent - in the EU, the estimated EU growth figures may have to be slightly moderated.
Therefore, the EU needs to enhance its efforts to reinforce the so called knowledge triangle (research, education and innovation) at the heart of the Lisbon Strategy in order to create a growth dynamic of its own.
Therefore, the EU needs to enhance its efforts to reinforce the so called knowledge triangle (research, education and innovation) at the heart of the Lisbon Strategy in order to create a growth dynamic of its own.
Moreover, your draftswoman is of the opinion that the renewed Lisbon Strategy is not delivering for all European citizens.
Moreover, your draftswoman is of the opinion that the renewed Lisbon Strategy is not delivering for all European citizens.
Particular attention needs to be drawn to the fact that 6 million young people in the EU currently leave school early.
Particular attention needs to be drawn to the fact that 6 million young people in the EU currently leave school early.
That's 15% of all young people between 18 and 24.
That's 15% of all young people between 18 and 24.
In 2006, youth unemployment represented 40% of total unemployment in the EU.
In 2006, youth unemployment represented 40% of total unemployment in the EU.
Furthermore, 2006 unemployment rates were almost twice as high for non-EU nationals as for EU nationals.
Furthermore, 2006 unemployment rates were almost twice as high for non-EU nationals as for EU nationals.
People with the lowest incomes are also hit: 78 million people - or 16 % of the total EU population - are poor or are at risk-of-poverty.
People with the lowest incomes are also hit: 78 million people - or 16 % of the total EU population - are poor or are at risk-of-poverty.
The fact that there are 14 million working poor in the EU also shows that the Lisbon Strategy for growth and jobs is not delivering on social inclusion.
The fact that there are 14 million working poor in the EU also shows that the Lisbon Strategy for growth and jobs is not delivering on social inclusion.
Furthermore, the renewed Lisbon Strategy may have delivered more jobs but not always better jobs.
Furthermore, the renewed Lisbon Strategy may have delivered more jobs but not always better jobs.
Recent EUROSTAT figures show that the amount of fixed-term contracts and part-time employment in the EU as a whole has not decreased but that it is still gradually increasing.
Recent EUROSTAT figures show that the amount of fixed-term contracts and part-time employment in the EU as a whole has not decreased but that it is still gradually increasing.
Whereas the amount of persons employed part-time moved from 16.2% to 18.1% between 2000 and 2006, the share of employees with a contract of limited duration has grown from 12,3% to 14.4%.
Whereas the amount of persons employed part-time moved from 16.2% to 18.1% between 2000 and 2006, the share of employees with a contract of limited duration has grown from 12,3% to 14.4%.
Even more importantly, the share of involuntary fixed-term contracts in the EU between 2000-2005 has also increased to reach 7,5% for women and 6,7% for men.
Even more importantly, the share of involuntary fixed-term contracts in the EU between 2000-2005 has also increased to reach 7,5% for women and 6,7% for men.
In 2005, almost a third of women and men employees aged under 30 had fixed-term contracts and around 40% of these were employed in fixed-term jobs involuntarily.
In 2005, almost a third of women and men employees aged under 30 had fixed-term contracts and around 40% of these were employed in fixed-term jobs involuntarily.
Furthermore, EUROSTAT estimates point out that public expenditure on active labour market policy measures has slightly decreased over the last few years: for the EU -15 from 0,701% of GDP in 2003 to 0,64% in 2004 and 0,544% in 2005 and for the entire EU from 0,62% in 2004 to 0,525% in 2005.
Furthermore, EUROSTAT estimates point out that public expenditure on active labour market policy measures has slightly decreased over the last few years: for the EU -15 from 0,701% of GDP in 2003 to 0,64% in 2004 and 0,544% in 2005 and for the entire EU from 0,62% in 2004 to 0,525% in 2005.
These figures show that Member States are currently not working towards a balanced "flexicurity" approach.
These figures show that Member States are currently not working towards a balanced "flexicurity" approach.
Your draftswoman strongly supports the request of the European Spring Council 2007 that the common social objectives of Member States should be better taken into account within the Lisbon agenda, in order to ensure the continuing support for European integration by the Union's citizens.
Your draftswoman strongly supports the request of the European Spring Council 2007 that the common social objectives of Member States should be better taken into account within the Lisbon agenda, in order to ensure the continuing support for European integration by the Union's citizens.
The European Spring Council also stressed the need to fight poverty and social exclusion, especially child poverty, and to give all children equal opportunities, in order to strengthen social cohesion.
The European Spring Council also stressed the need to fight poverty and social exclusion, especially child poverty, and to give all children equal opportunities, in order to strengthen social cohesion.
Given the fact that the current Lisbon Strategy is not delivering on social inclusion, your draftswoman recommends reorienting the current Lisbon strategy on Growth and Jobs towards a strategy based on growth, jobs and inclusion.
Given the fact that the current Lisbon Strategy is not delivering on social inclusion, your draftswoman recommends reorienting the current Lisbon strategy on Growth and Jobs towards a strategy based on growth, jobs and inclusion.