natgillin/translations-raw huggingface dataset:
Senior researchers should devote particular attention to their multi-faceted role as supervisors, mentors, career advisors, leaders, project coordinators, managers or science communicators.
Vodilni raziskovalci morajo posebno pozornost posvetiti svoji večplastni vlogi nadzornikov, mentorjev, poklicnih svetovalcev, vodij, koordinatorjev projektov, direktorjev ali strokovnih poročevalcev.
They should perform these tasks to the highest professional standards.
Te naloge bi morali opravljati po najvišjih poklicnih standardih.
With regard to their role as supervisors or mentors of researchers, senior researchers should build up a constructive and positive relationship with the early-stage researchers, in order to set the conditions for efficient transfer of knowledge and for the further successful development of the researchers’ careers.
Glede na njihovo vlogo nadzornikov ali mentorjev raziskovalcev, morajo vodilni raziskovalci vzpostaviti konstruktiven in pozitiven odnos z raziskovalci na začetni stopnji, ter tako ustvariti pogoje za učinkovitejši prenos znanja in nadaljnji uspešen razvoj karier raziskovalcev.
Continuing professional development
Nadaljevanje poklicnega razvoja
Researchers at all career stages should seek to continually improve themselves by regularly updating and expanding their skills and competencies.
Raziskovalci na vseh stopnjah kariere se morajo nenehno izpopolnjevati z rednim posodabljanjem in širjenjem strokovnega znanja in kompetenc.
This may be achieved by a variety of means including, but not restricted to, formal training, workshops, conferences and e-learning.
To lahko dosežejo na različne načine, med drugim (ne pa izključno) z uradnim usposabljanjem, delavnicami, konferencami in e-izobraževanjem.
GENERAL PRINCIPLES AND REQUIREMENTS APPLICABLE TO EMPLOYERS AND FUNDERS
SPLOŠNA NAČELA IN ZAHTEVE, KI VELJAJO ZA DELODAJALCE IN FINANCERJE:
Recognition of the profession
Priznanje poklica
Employers and/or funders of researchers will not discriminate against researchers in any way on the basis of gender, age, ethnic, national or social origin, religion or belief, sexual orientation, language, disability, political opinion, social or economic condition.
Delodajalci in/ali financerji ne smejo raziskovalcev na noben način diskriminirati glede na spol, starost, etnično, narodnostno ali socialno poreklo, vero, spolno usmerjenost, jezik, invalidnost, politično prepričanje, socialni ali ekonomski položaj.
Research environment
Raziskovalno okolje
Employers and/or funders of researchers should ensure that the most stimulating research or research training environment is created which offers appropriate equipment, facilities and opportunities, including for remote collaboration over research networks, and that the national or sectoral regulations concerning health and safety in research are observed.
Delodajalci in/ali financerji raziskovalcev morajo zagotoviti karseda spodbudno raziskovalno okolje ali okolje za raziskovalno usposabljanje ter primerno opremo, objekte in priložnosti, vključno s sodelovanjem na daljavo prek raziskovalnih mrež, ter spoštovanje nacionalnih ali sektorskih predpisov glede zdravja in varnosti pri raziskavah.
Funders should ensure that adequate resources are provided in support of the agreed work programme.
Financerji morajo zagotoviti ustrezne vire za podporo pri izvajanju dogovorjenega delovnega programa.
Employers and/or funders should ensure that the working conditions for researchers, including for disabled researchers, provide where appropriate the flexibility deemed essential for successful research performance in accordance with existing national legislation and with national or sectoral collective-bargaining agreements.
Delodajalci in/ali financerji morajo zagotoviti, da delovni pogoji za raziskovalce, vključno z raziskovalci invalidi, kjer je to primerno, omogočajo fleksibilnost, ki je nujna za uspešno opravljanje raziskav, v skladu z obstoječo nacionalno zakonodajo ter nacionalnimi ali sektorskimi kolektivnimi pogodbami.
They should aim to provide working conditions which allow both women and men researchers to combine family and work, children and career [4].
Prizadevati si morajo za vzpostavitev takšnih delovnih pogojev, ki moškim in ženskam omogočajo združljivost družine in dela, otrok in kariere [4].
Particular attention should be paid, inter alia, to flexible working hours, part-time working, tele-working and sabbatical leave, as well as to the necessary financial and administrative provisions governing such arrangements.
Posebno pozornost je treba nameniti med drugim fleksibilnemu delovnemu času, skrajšanemu delovnemu času, delu na daljavo in studijskemu dopustu, kot tudi nujnim finančnim in administrativnim določbam, ki urejajo te zadeve.
Stability and permanence of employment
Stabilnost in stalnost zaposlitve
Employers and/or funders should ensure that the performance of researchers is not undermined by instability of employment contracts, and should therefore commit themselves as far as possible to improving the stability of employment conditions for researchers, thus implementing and abiding by the principles and terms laid down in Council Directive 1999/70/EC [5].Funding and salaries
Delodajalci in/ali financerji morajo zagotoviti, da nestalne pogodbe o zaposlitvi ne spodkopavajo dela raziskovalcev, in si torej prizadevati, kolikor je to mogoče, za izboljšanje stabilnosti zaposlitvenih pogojev za raziskovalce, ob uveljavljanju in spoštovanju načel in pogojev, določenih z Direktivo Sveta 1999/70/ES [5].Financiranje in plače
Employers and/or funders of researchers should ensure that researchers enjoy fair and attractive conditions of funding and/or salaries with adequate and equitable social security provisions (including sickness and parental benefits, pension rights and unemployment benefits) in accordance with existing national legislation and with national or sectoral collective bargaining agreements.
Delodajalci in/ali financerji morajo raziskovalcem zagotoviti poštene in privlačne pogoje financiranja in/ali plač z ustreznimi in pravičnimi ugodnostmi socialne varnosti (vključno z bolniškim staležem, starševskim nadomestilom, pokojninskimi pravicami in denarnim nadomestilom za primer brezposelnosti), v skladu z obstoječo nacionalno zakonodajo in nacionalnimi ali panožnimi kolektivnimi pogodbami.
This must include researchers at all career stages including early-stage researchers, commensurate with their legal status, performance and level of qualifications and/or responsibilities.
Ti pogoji morajo veljati za raziskovalce na vseh stopnjah kariere, vključno z začetniki, sorazmerno z njihovim pravnim statusom, delom in s stopnjo usposobljenosti in/ali odgovornosti.
Gender balance [6]
Enakomerna zastopanost spolov [6]
Employers and/or funders should aim for a representative gender balance at all levels of staff, including at supervisory and managerial level.
Delodajalci in/ali financerji si morajo prizadevati za enakomerno zastopanost spolov na vseh ravneh osebja, vključno z nadzornim in upravnim osebjem.
This should be achieved on the basis of an equal opportunity policy at recruitment and at the subsequent career stages without, however, taking precedence over quality and competence criteria.
To je treba doseči na podlagi politike enakih možnosti pri zaposlovanju ter pri kasnejših kariernih stopnjah, vendar ne na račun kakovosti ali konkurenčnosti.
To ensure equal treatment, selection and evaluation committees should have an adequate gender balance.
Da bi zagotovili enako obravnavo pri izbiri raziskovalcev, morata biti oba spola enakopravno zastopana tudi v izbirnih in ocenjevalnih odborih.
Career development
Razvoj kariere
Employers and/or funders of researchers should draw up, preferably within the framework of their human resources management, a specific career development strategy for researchers at all stages of their career, regardless of their contractual situation, including for researchers on fixed-term contracts.
Delodajalci in/ali financerji morajo razviti, po možnosti znotraj okvira upravljanja s človeškimi viri, posebno strategijo razvoja kariere za raziskovalce na vseh stopnjah njihove kariere, ne glede na njihov pogodbeni položaj, vključno z raziskovalci, ki so zaposleni za določen čas.
It should include the availability of mentors involved in providing support and guidance for the personal and professional development of researchers, thus motivating them and contributing to reducing any insecurity in their professional future.
Ta strategija mora vključevati razpoložljivost mentorjev, ki sodelujejo pri zagotavljanju podpore in vodenja za osebni in poklicni razvoj raziskovalcev, ob spodbujanju raziskovalcev in zmanjševanju kakršne koli negotovosti glede njihove poklicne prihodnosti.
All researchers should be made familiar with such provisions and arrangements.
Vsi raziskovalci morajo biti seznanjeni s takšnimi predpisi in ureditvami.
Value of mobility
Vrednotenje mobilnosti
Employers and/or funders must recognise the value of geographical, intersectoral, inter- and trans-disciplinary and virtual [7] mobility as well as mobility between the public and private sector as an important means of enhancing scientific knowledge and professional development at any stage of a researcher’s career.
Delodajalci in/ali financerji morajo priznati pomen geografske, medsektorske, inter- ali transdisciplinarne ter virtualne [7] mobilnosti, kot tudi mobilnosti med javnim in zasebnim sektorjem kot pomembnih načinov za izboljšanje znanstvenih spoznanj in poklicnega razvoja na kateri koli stopnji raziskovalčeve kariere.
Consequently, they should build such options into the specific career development strategy and fully value and acknowledge any mobility experience within their career progression/appraisal system.
Zato bi takšne možnosti morali vnesti v posebno strategijo razvoja kariere in polno vrednotiti in priznavati izkušnje z mobilnostjo v svojem sistemu ocenjevanja/presojanja karier.
This also requires that the necessary administrative instruments be put in place to allow the portability of both grants and social security provisions, in accordance with national legislation.
Takšno ravnanje zahteva tudi uvedbo potrebnih administrativnih instrumentov, ki bodo omogočili prenosljivost subvencij in ugodnosti socialnega zavarovanja, v skladu z nacionalno zakonodajo.
Access to research training and continuous development
Dostop do raziskovalnega usposabljanja in trajnega razvoja
Employers and/or funders should ensure that all researchers at any stage of their career, regardless of their contractual situation, are given the opportunity for professional development and for improving their employability through access to measures for the continuing development of skills and competencies.
Delodajalci in/ali financerji bi morali vsem raziskovalcem na kateri koli stopnji njihove kariere zagotoviti, ne glede na njihov pogodbeni položaj, možnost poklicnega razvoja in izboljšanja njihove zaposljivosti preko dostopa do ukrepov za trajen razvoj spretnosti in usposobljenosti.
Such measures should be regularly assessed for their accessibility, take-up and effectiveness in improving competencies, skills and employability.
Takšne ukrepe je treba redno ocenjevati glede na njihovo dostopnost, uveljavljenost in učinkovitost pri izboljševanju usposobljenosti, strokovnega znanja in zaposljivosti.
Access to career advice
Dostop do poklicnega svetovanja
Employers and/or funders should ensure that career advice and job placement assistance, either in the institutions concerned, or through collaboration with other structures, is offered to researchers at all stages of their careers, regardless of their contractual situation.
Delodajalci in/ali financerji morajo vsem raziskovalcem na vseh stopnjah njihove kariere in ne glede na njihov pogodbeni položaj zagotoviti dostop do poklicnega svetovanja in pomoči pri zaposlitvi, bodisi v zadevnih ustanovah bodisi skozi sodelovanje z drugimi strukturami.
Employers and/or funders should ensure that researchers at all career stages reap the benefits of the exploitation (if any) of their R&D results through legal protection and, in particular, through appropriate protection of intellectual property rights, including copyrights.
Delodajalci in/ali financerji morajo poskrbeti, da raziskovalci na vseh stopnjah kariere uživajo ugodnosti izkoriščanja (če te sploh obstajajo) svojih rezultatov raziskav in razvoja s pomočjo pravnega varstva, zlasti pa z ustrezno zaščito pravic intelektualne lastnine, vključno z avtorskimi pravicami.
Policies and practices should specify what rights belong to researchers and/or, where applicable, to their employers or other parties, including external commercial or industrial organisations, as possibly provided for under specific collaboration agreements or other types of agreement.
Politike in prakse morajo določiti, katere pravice pripadajo raziskovalcem in/ali, kjer je primerno, njihovim delodajalcem ali drugim stranem, vključno z zunanjimi gospodarskimi ali industrijskimi organizacijami, po možnosti predvidenimi po posebnih sporazumih o sodelovanju ali drugih vrstah sporazumov.
Co-authorship
Soavtorstvo
Co-authorship should be viewed positively by institutions when evaluating staff, as evidence of a constructive approach to the conduct of research.
Soavtorstvo morajo institucije pri ocenjevanju osebja obravnavati kot pozitivno, kot dokaz konstruktivnega pristopa k vodenju raziskave.
Employers and/or funders should therefore develop strategies, practices and procedures to provide researchers, including those at the beginning of their research careers, with the necessary framework conditions so that they can enjoy the right to be recognised and listed and/or quoted, in the context of their actual contributions, as co-authors of papers, patents, etc., or to publish their own research results independently from their supervisor(s).
Delodajalci in/ali financerji morajo torej razviti strategije, prakse in postopke, ki bodo raziskovalcem, tudi tistim na začetku raziskovalne kariere, zagotovili okvirne pogoje, da bodo lahko v okviru svojih dejanskih prispevkov priznani, omenjeni in citirani kot avtorji dokumentov, patentov itd., ali pa, da bodo lahko svoje lastne rezultate raziskave objavili neodvisno od svojih nadzornikov.
Employers and/or funders should ensure that a person is clearly identified to whom early-stage researchers can refer for the performance of their professional duties, and should inform the researchers accordingly.
Delodajalci in/ali financerji morajo jasno navesti osebo, na katero se lahko raziskovalci v zgodnji fazi kariere obrnejo v zvezi z izvajanjem poklicnih dolžnosti, ter o tem obvestiti raziskovalce.
Such arrangements should clearly define that the proposed supervisors are sufficiently expert in supervising research, have the time, knowledge, experience, expertise and commitment to be able to offer the research trainee appropriate support and provide for the necessary progress and review procedures, as well as the necessary feedback mechanisms.
V takšnih ureditvah mora biti jasno izraženo, da so predlagani nadzorniki zadostno strokovno usposobljeni za nadzor raziskave, da imajo čas, strokovno znanje, izkušnje in so zavezani k temu, da bodo raziskovalcem pripravnikom lahko ponudili ustrezno podporo in poskrbeli za potreben napredek ter postopke presoje, kot tudi za potrebne mehanizme povratnih informacij.
Teaching
Poučevanje
Teaching is an essential means for the structuring and dissemination of knowledge and should therefore be considered a valuable option within the researchers’ career paths.
Poučevanje je osnovni način oblikovanja in širjenja znanja in bi torej moralo predstavljati dragoceno možnost na raziskovalčevi poklicni poti.
However, teaching responsibilities should not be excessive and should not prevent researchers, particularly at the beginning of their careers, from carrying out their research activities.
Vendar pa zadolžitve poučevanja ne smejo biti preobsežne in ne smejo ovirati raziskovalcev, zlasti na začetku njihove kariere, pri izvajanju raziskovalnih dejavnosti.
Employers and/or funders should ensure that teaching duties are adequately remunerated and taken into account in the evaluation/appraisal systems, and that time devoted by senior members of staff to the training of early stage researchers should be counted as part of their teaching commitment.
Delodajalci in/ali financerji morajo poskrbeti za ustrezno nagrajevanje poučevanja in njegovo upoštevanje pri sistemih ocenjevanja ter za to, da se čas, ki ga starejši člani osebja namenijo poučevanju raziskovalcev začetnikov, šteje kot del njihovih obveznosti.
Suitable training should be provided for teaching and coaching activities as part of the professional development of researchers.
Za poučevanje, kot del poklicnega razvoja raziskovalcev, je treba opraviti ustrezno usposabljanje.
Evaluation/appraisal systems
Sistemi ocenjevanja/presoje
Employers and/or funders should introduce for all researchers, including senior researchers, evaluation/appraisal systems for assessing their professional performance on a regular basis and in a transparent manner by an independent (and, in the case of senior researchers, preferably international) committee.
Delodajalci in/ali financerji morajo za vse raziskovalce, vključno s starejšimi, uvesti sisteme ocenjevanja/presoje, s katerimi bo njihovo poklicno delo redno in pregledno vrednotil neodvisni (v primeru starejših raziskovalcev po možnosti mednarodni) odbor.
Such evaluation and appraisal procedures should take due account of their overall research creativity and research results, e.g. publications, patents, management of research, teaching/lecturing, supervision, mentoring, national or international collaboration, administrative duties, public awareness activities and mobility, and should be taken into consideration in the context of career progression.
Takšni postopki ocenjevanja in vrednotenja morajo ustrezno upoštevati celotno raziskovalno ustvarjalnost in rezultate raziskav, npr. publikacije, patente, vodenje raziskave, poučevanje/predavanja, nadzor, mentorstvo, sodelovanje na državni ali mednarodni ravni, administrativne dolžnosti, dejavnosti ozaveščanja javnosti in mobilnost. Postopke ocenjevanja in vrednotenja je treba upoštevati v okviru poklicnega napredovanja.
Complaints/appeals
Pritožbe/prizivi
Employers and/or funders of researchers should establish, in compliance with national rules and regulations, appropriate procedures, possibly in the form of an impartial (ombudsman-type) person to deal with complaints/appeals of researchers, including those concerning conflicts between supervisor(s) and early-stage researchers.
Delodajalci in/ali financerji morajo, v skladu z nacionalnimi predpisi in uredbami, uvesti ustrezne postopke, po možnosti z izbiro nepristranske osebe (podobne ombudsmanu), za obravnavo pritožb ali prizivov raziskovalcev, vključno s tistimi, ki se nanašajo na spore med nadzorniki in raziskovalci na začetku poklicne poti.
Such procedures should provide all research staff with confidential and informal assistance in resolving work-related conflicts, disputes and grievances, with the aim of promoting fair and equitable treatment within the institution and improving the overall quality of the working environment.
Pri takšnih postopkih mora biti celotnemu osebju na voljo zaupna in neformalna pomoč pri reševanju delovnih sporov, nesoglasij in pritožb, z namenom pospeševanja poštene in nepristranske obravnave znotraj institucije in izboljšanja splošne kvalitete delovnega okolja.
Participation in decision-making bodies
Udeležba v organih odločanja
Employers and/or funders of researchers should recognise it as wholly legitimate, and indeed desirable, that researchers be represented in the relevant information, consultation and decision-making bodies of the institutions for which they work, so as to protect and promote their individual and collective interests as professionals and to actively contribute to the workings of the institution [8].Recruitment
Delodajalci in/ali financerji raziskovalcev morajo priznati, kot popolnoma legitimno in dejansko zaželeno, udeležbo raziskovalcev v pomembnih informativnih in posvetovalnih organih ter organih odločanja v ustanovah, v katerih delajo, da bi tako ščitili in promovirali svoje individualne in skupne interese kot profesionalci ter dejavno prispevali k delovanju ustanove [8].Zaposlovanje
Employers and/or funders should ensure that the entry and admission standards for researchers, particularly at the beginning at their careers, are clearly specified and should also facilitate access for disadvantaged groups or for researchers returning to a research career, including teachers (of any level) returning to a research career.
Delodajalci in/ali financerji morajo zagotoviti, da so standardi za sprejem raziskovalcev, zlasti tistih na začetku kariere, jasno določeni, in olajšati dostop prikrajšanim skupinam ali raziskovalcem, ki se vračajo k raziskovalni karieri, vključno z učitelji (na vseh ravneh), ki se vračajo k raziskovalni karieri.
Employers and/or funders of researchers should adhere to the principles set out in the Code of Conduct for the Recruitment of Researchers when appointing or recruiting researchers.
Delodajalci in/ali financerji morajo pri imenovanju in zaposlovanju raziskovalcev spoštovati načela, določena v Kodeksu ravnanja pri zaposlovanju raziskovalcev.
The Code of Conduct for the Recruitment of Researchers
Kodeks ravnanja pri zaposlovanju raziskovalcev
The Code of Conduct for the Recruitment of Researchers consists of a set of general principles and requirements that should be followed by employers and/or funders when appointing or recruiting researchers.
Kodeks ravnanja pri zaposlovanju raziskovalcev je sestavljen iz niza splošnih načel in zahtev, ki jih morajo upoštevati delodajalci in/ali financerji pri imenovanju ali zaposlovanju raziskovalcev.
These principles and requirements should ensure observance of values such as transparency of the recruitment process and equal treatment of all applicants, in particular with regard to the development of an attractive, open and sustainable European labour market for researchers, and are complementary to those outlined in the European Charter for Researchers.
Ta načela in zahteve morajo zagotoviti upoštevanje vrednot, kot sta preglednost postopkov zaposlovanja in enaka obravnava vseh prosilcev, zlasti glede razvoja privlačnega, odprtega in trajnega evropskega trga delovne sile za raziskovalce, in se dopolnjujejo z načeli, določenimi v Evropski listini za raziskovalce.
Institutions and employers adhering to the Code of Conduct will openly demonstrate their commitment to act in a responsible and respectable way and to provide fair framework conditions to researchers, with a clear intention to contribute to the advancement of the European Research Area.
Ustanove in delodajalci s spoštovanjem Kodeksa ravnanja odkrito pokažejo svojo zavezanost k odgovornemu in spoštljivemu delovanju in vzpostavitvi poštenih okvirnih pogojev za raziskovalce, z jasnim namenom prispevanja k napredku Evropskega raziskovalnega prostora.
GENERAL PRINCIPLES AND REQUIREMENTS FOR THE CODE OF CONDUCT
SPLOŠNA NAČELA IN ZAHTEVE ZA KODEKS RAVNANJA
Employers and/or funders should establish recruitment procedures which are open [9], efficient, transparent, supportive and internationally comparable, as well as tailored to the type of positions advertised.
Delodajalci in/ali financerji morajo uvesti postopke zaposlovanja, ki bodo odprti [9], učinkoviti, pregledni, podporni in mednarodno primerljivi, kot tudi prilagojeni vrsti delovnega mesta, navedenega v ponudbi za zaposlitev.
Advertisements should give a broad description of knowledge and competencies required, and should not be so specialised as to discourage suitable applicants.
Ponudbe za zaposlitev morajo podati širok opis zahtevanih znanj in usposobljenosti, in ne smejo biti sestavljene tako, da bi odvrnile ustrezne prosilce.
Employers should include a description of the working conditions and entitlements, including career development prospects.
Delodajalci morajo v ponudbo vnesti tudi opis delovnih pogojev in pravic, vključno z možnostmi napredovanja.