natgillin/translations-raw huggingface dataset:
the composition of the independent panels referred to in Article 41 of Regulation (EU) No 1093/2010, preparing decisions for the purposes of Articles 17 and 19 of that Regulation.
sestavo neodvisnih skupin iz člena 41 Uredbe (EU) št. 1093/2010, ki pripravljajo odločitve za namene členov 17 in 19 navedene uredbe.
The report shall take into account in particular any developments in the number of participating Member States and shall examine whether in light of such developments any further adjustments of those provisions are necessary to ensure that EBA decisions are taken in the interest of maintaining and strengthening the internal market for financial services.
Poročilo zlasti upošteva celoten razvoj v številnih sodelujočih državah članicah in preuči, ali so glede na tak razvoj potrebne nadaljnje prilagoditve zadevnih določb, da se zagotovi, da EBA sprejema odločitve v interesu ohranjanja in krepitve notranjega trga za finančne storitve.
OJ C 30, 1.2.2013, p. 6.
UL C 30, 1.2.2013, str. 6.
OJ C 11, 15.1.2013, p. 34.
UL C 11, 15.1.2013, str. 34.
Position of the European Parliament of 12 September 2013 (not yet published in the Official Journal) and decision of the Council of 15 October 2013.
Stališče Evropskega parlamenta z dne 12. septembra 2013 (še ni objavljeno v Uradnem listu) in odločitev Sveta z dne 15. oktobra 2013.
Council Regulation (EU) No 1024/2013 of 15 October 2013 conferring specific tasks on the European Central Bank concerning policies relating to the prudential supervision of credit institutions (See page 63 of this Official Journal).
Uredba Sveta (EU) št. 1024/2013 z dne 15. oktobra 2013 o prenosu posebnih nalog, ki se nanašajo na politike bonitetnega nadzora kreditnih institucij, na Evropsko centralno banko (Glej stran 63 tega Uradnega lista).
Council Regulation (EU) No 1024/2013 of 15 October 2013 conferring specific tasks on the European Central Bank concerning policies relating to the prudential supervision of credit institutions (OJ L 287, 29.10.2013, p. 63).";
Uredba Sveta (EU) št. 1024/2013 z dne 15. oktobra 2013 o prenosu posebnih nalog, ki se nanašajo na politike bonitetnega nadzora kreditnih institucij, na Evropsko centralno banko (UL L 287, 29.10.2013, str. 63)“;
OJ L 56, 4.3.1968, p. 1.";
UL L 56, 4.3.1968, str. 1.“;
"For the purpose of building a common supervisory culture, the Authority shall develop and maintain up to date, taking into account, inter alia, changing business practices and business models of financial institutions, a European supervisory handbook on the supervision of financial institutions for the Union as a whole. The European supervisory handbook shall set out supervisory best practices for methodologies and processes.";
„Zaradi oblikovanja skupne kulture na področju nadzora Organ oblikuje in posodablja evropski nadzorniški priročnik o nadzoru finančnih institucij v celotni Uniji, pri čemer med drugim upošteva spreminjajoče se poslovne prakse in poslovne modele finančnih institucij. Evropski nadzorniški priročnik vsebuje najboljše nadzorne prakse na področju metodologij in postopkov.“;
Regulation (EU, Euratom) No 1023/2013 of the European Parliament and of the Council
Uredba (EU, EURATOM) št. 1023/2013 Evropskega parlamenta in Sveta
amending the Staff Regulations of Officials of the European Union and the Conditions of Employment of Other Servants of the European Union
o spremembi Kadrovskih predpisov za uradnike Evropske unije in Pogojev za zaposlitev drugih uslužbencev Evropske unije
Having regard to the proposal from the European Commission, submitted following consultation with the Staff Regulations Committee,
ob upoštevanju predloga Evropske komisije, predloženega po posvetovanju z Odborom za kadrovske predpise,
Having regard to the opinion of the Court of Justice [1],
ob upoštevanju mnenja Sodišča Evropske unije [1],
The European Union, and its more than 50 institutions and agencies, should continue to be equipped with a high-quality European public administration, so as to enable it to achieve its objectives, implement its policies and activities and perform its tasks to the highest possible standard in accordance with the Treaties in order to meet the challenges, both internal and external, that it will face in the future and to serve the citizens of the Union.
Evropska unija z več kot 50 institucijami in agencijami še naprej potrebuje visokokakovostno evropsko javno upravo, da lahko dosega svoje cilje, izvaja svoje politike in dejavnosti ter zagotavlja najvišji standard opravljanja svojih nalog v skladu s Pogodbama, da bi bila pripravljena na notranje in zunanje izzive, s katerimi se bo srečevala v prihodnosti, ter služila državljanom Unije.
Consequently, it is necessary to ensure a framework for attracting, recruiting and maintaining highly qualified and multilingual staff, drawn on the broadest possible geographical basis from among citizens of the Member States, and with due regard to gender balance, who are independent and who adhere to the highest professional standards, and to enable such staff to carry out their duties as effectively and efficiently as possible.
Zato je treba zagotoviti okvir za privabljanje, zaposlovanje in ohranjanje visokokvalificiranega in večjezičnega osebja, izbranega na najširšem možnem geografskem območju med državljani držav članic in ob uravnoteženi zastopanosti obeh spolov, ki je neodvisno ter izpolnjuje najvišje strokovne standarde in ki mu je treba omogočiti, da svoje naloge opravlja čim bolj učinkovito in uspešno.
In that respect, it is necessary to overcome the current difficulties experienced by the institutions in recruiting officials or staff from certain Member States.
V zvezi s tem je treba preseči težave, ki jih imajo trenutno institucije pri zaposlovanju uradnikov ali osebja iz nekaterih držav članic.
Given the size of the European civil service when measured against the objectives of the Union and its population, a decrease in the number of staff of the institutions and agencies of the Union should not lead to any impairment of the performance of their tasks, duties and functions in accordance with the obligations and powers under the Treaties.
Glede na velikost evropske javne uprave v primerjavi s cilji Unije in njenim prebivalstvom zmanjšanje števila osebja v institucijah in agencijah Unije ne bi smelo privesti do slabšega opravljanja nalog, dolžnosti in funkcij v skladu z obveznostmi in pristojnostmi iz Pogodb.
In this regard, there is a need for transparency in relation to the personnel costs incurred by each institution and agency with respect to all categories of staff employed by them.
V tem pogledu je potrebna preglednost v zvezi s stroški dela vsake institucije ter agencije in to za vse kategorije osebja, ki ga zaposlujejo.
The European civil service is expected to live up to the highest standards of professional ethics and to remain independent at all times.
Od evropske javne uprave se pričakuje, da bo zagotavljala najvišje standarde poklicne etike in vedno ostala neodvisna.
To that end, Title II of the Staff Regulations [4], which provides a framework for rights and obligations, should be further clarified.
Zato bi bilo treba naslov II Kadrovskih predpisov [4], ki določa okvir za pravice in dolžnosti, podrobneje pojasniti.
Any failure by officials or former officials to comply with these obligations should render them liable to disciplinary action.
Uradniki ali nekdanji uradniki, ki ne izpolnjujejo teh dolžnosti, bi morali biti podvrženi disciplinskim ukrepom.
The value of the European civil service lies equally in its cultural and linguistic diversity, which can only be ensured if appropriate balance is secured regarding officials’ nationality.
Vrednost evropske javne uprave je v njeni kulturni in jezikovni raznolikosti, ki je mogoča le, če se zagotovi ustrezno ravnotežje glede državljanstva uradnikov.
Recruitment and appointments should ensure that staff are employed on the broadest possible geographical basis from among the nationals of all Member States of the European Union without, however, posts being reserved for nationals of any specific Member State.
Zaposlovanje in imenovanja osebja bi morala zagotavljati izbiro na najširšem možnem geografskem območju med državljani vseh držav članic Evropske unije, brez delovnih mest, ki bi bila rezervirana za državljane določene države članice.
To that end and in order to address possible significant imbalances between nationalities among officials which are not justified by objective criteria, each institution should be given the possibility to adopt justified and appropriate measures.
Zaradi tega in zaradi odprave morebitnih znatnih neravnovesij med državljanstvi uradnikov, ki se jih ne da upravičiti z objektivnimi merili, bi morala vsaka institucija imeti možnost sprejeti upravičene in ustrezne ukrepe.
Such measures should never result in recruitment criteria other than those based on merit.
Taki ukrepi ne bi smeli nikoli privesti do meril za zaposlovanje, ki ne bi temeljili na odlikah.
The Commission should report to the European Parliament and to the Council on the implementation of the appropriate measures by the institutions.
Komisija bi morala Evropskemu parlamentu in Svetu poročati o tem, kako institucije izvajajo ustrezne ukrepe.
In order to facilitate recruitment on the broadest possible geographical basis, the institutions should strive to support multilingual and multicultural education for the children of their staff.
Institucije bi si morale prizadevati za podpiranje večjezičnega in večkulturnega izobraževanja za otroke svojega osebja, da bi se ti lahko zaposlili s čim širšega možnega geografskega območja.
It is desirable that a contribution by the Union to the financing of the European Schools, determined by the budgetary authority in accordance with the relevant rules, be charged to the budget of the Union.
Zaželeno je, da se prispevek Unije k financiranju Evropskih šol, ki ga določi proračunski organ v skladu z ustreznimi pravili, izplača iz proračuna Unije.
Where necessary in the interests of the functioning of the institutions, the Commission should be able to ask the competent authorities to reconsider the location of a new European School.
Komisija bi morala imeti možnost, da od pristojnih organov zahteva ponovno preučitev lokacije za novo Evropsko šolo, če je to potrebno v interesu delovanja institucij.
A broader aim should be to optimise the management of human resources in a European civil service characterised by its excellence, competence, independence, loyalty, impartiality and stability, as well as by cultural and linguistic diversity and attractive recruitment conditions.
Širši cilj bi moral biti optimiziranje upravljanja človeških virov v evropski javni upravi, za katero so značilne njena odličnost, usposobljenost, neodvisnost, lojalnost, nepristranskost in stabilnost, pa tudi kulturna in jezikovna raznolikost ter privlačni pogoji zaposlovanja.
Officials should serve a nine-month probationary period.
Uradniki bi morali imeti devetmesečno poskusno dobo.
When deciding on the establishment of an official, the appointing authority should take into account the report on the probationary period made at the end of that period and the probationer's conduct with respect to his obligations under the Staff Regulations.
Organ za imenovanja bi moral pri odločitvi o stalni zaposlitvi uradnika upoštevati poročilo o oceni njegovega dela v poskusni dobi, pripravljeno ob koncu te dobe, ter njegovo ravnanje v zvezi z izpolnjevanjem obveznosti iz Kadrovskih predpisov.
It should be possible for a report on the probationer to be made at any time if the work of the probationer has proved obviously inadequate.
Omogočiti bi bilo treba, da se poročilo o oceni uradnika na poskusnem delu pripravi kadar koli, če se delo uradnika na poskusnem delu izkaže za očitno neustrezno.
Otherwise a report should only be made at the end of the probationary period.
Sicer bi bilo treba poročilo pripraviti šele ob koncu poskusne dobe.
In the interest of guaranteeing that the purchasing power of officials and other servants of the European Union develops in parallel with that of national civil servants in central governments of the Member States, it is essential to preserve the principle of a multi-annual mechanism for pay update, known as 'the method', by ensuring its application until the end of 2023 with a review at the beginning of 2022, while including a mechanism for the provisional prolongation of the method.
V interesu zagotovitve, da se kupna moč uradnikov in drugih uslužbencev Evropske unije razvija vzporedno s kupno močjo nacionalnih javnih uslužbencev državnih uprav držav članic, je bistveno, da se ohrani načelo večletnega mehanizma za prilagoditev plač, znanega kot "metoda", tako da se zagotovi uporaba te metode do konca leta 2023, ki se ponovno preveri na začetku leta 2022, vključi pa se tudi mehanizem za začasno podaljšanje metode.
Moreover, in order to remedy the difficulties with the application of the method in the past, provision should be made for a method to allow for an automatic annual update of all salaries, pensions and allowances, including an automatic crisis clause.
Da bi se odpravile težave pri uporabi te metode iz preteklosti, je treba poleg tega sprejeti predpis o metodi, s katero bi se vsako leto samodejno posodabljale vse plače, pokojnine in nadomestila, vključno z določbo o samodejni krizni klavzuli.
To that effect, the relevant amounts contained in the Staff Regulations and the Conditions of Employment of Other Servants of the European Union should be understood as reference amounts which are subject to a regular and automatic update.
Zato bi bilo treba ustrezne zneske v Kadrovskih predpisih in pogojih za zaposlitev drugih uslužbencev Evropske unije razumeti kot referenčne zneske, ki se redno in samodejno posodabljajo.
Those updated amounts should be published by the Commission in the C series of the Official Journal of the European Union for information purposes.
Posodobljene zneske bi morala Komisija v informativne namene objavljati v seriji C Uradnega lista Evropske unije.
This update mechanism should equally be used for all other instances where such an update is provided for.
Ta posodobitveni mehanizem bi bilo treba uporabiti tudi v vseh drugih primerih, za katere velja posodabljanje.
It is important to ensure the quality of statistical data used for updating remuneration and pensions.
Pomembno je zagotoviti kakovost statističnih podatkov, uporabljenih za posodabljanje osebnih prejemkov in pokojnin.
In accordance with the principle of impartiality, national statistical institutes or other appropriate authorities in the Member States should collect the data at national level and transmit them to Eurostat.
Nacionalni statistični inštituti in drugi ustrezni organi v državah članicah bi morali v skladu z načelom nepristranskosti zbirati podatke na nacionalni ravni in jih posredovati Eurostatu.
The potential advantages for officials and other servants of the European Union of the application of the method should be balanced by the reintroduction of the system of a 'levy'.
Morebitne ugodnosti, ki jih imajo uradniki in drugi uslužbenci Evropske unije zaradi uporabe metode, bi bilo treba uravnovesiti s ponovno uvedbo sistema dajatve.
As in the case of the method, the application of the solidarity levy may be provisionally prolonged.
Kot v primeru metode se lahko uporaba solidarnostne dajatve začasno podaljša.
It seems appropriate in the present circumstances to increase the solidarity levy, as compared with the level of the special levy applicable from 2004 to 2012, and to provide for a more progressive rate.
V trenutnih okoliščinah se zdi primerno solidarnostno dajatev povišati glede na stopnjo posebne dajatve, ki se je uporabljala v obdobju od leta 2004 do leta 2012, ter poskrbeti za bolj progresivno stopnjo.
This is to take account of the particularly difficult economic and social context in the Union, and its ramifications for public finances throughout the Union.
In sicer zato, da se upoštevajo še posebej težke gospodarske in socialne razmere v Uniji in njihove posledice za javne finance po vsej Uniji.
The need to consolidate public finances in the Union, including in the short term, requires a swift and particular effort of solidarity on the part of the staff of the institutions of the Union.
Potreba po konsolidaciji javnih financ v Uniji, tudi kratkoročno, zahteva hiter in izjemen solidarnostni prispevek osebja institucij Unije.
Such a solidarity levy should thus apply to all officials and other servants of the Union as from 1 January 2014.
Zato bi se morala taka solidarnostna dajatev od 1. januarja 2014 uporabljati za vse uradnike in druge uslužbence Unije.
In its conclusions of 8 February 2013 on the multiannual financial framework, the European Council pointed out that the need to consolidate public finances in the short, medium and long term requires a particular effort by every public administration and its staff to improve efficiency and effectiveness and to adjust to the changing economic context.
Evropski svet je 8. februarja 2013 v sklepih o večletnem finančnem okviru poudaril, da konsolidacija javnih financ kratkoročno, srednjeročno in dolgoročno zahteva izjemno prizadevanje vsake javne uprave in njenega osebja, da bi se izboljšala učinkovitost in uspešnost in z namenom prilagajanja spreminjajočim se gospodarskim razmeram.
That call reiterated in fact the objective of the 2011 Commission proposal for amendment of the Staff Regulations of Officials and the Conditions of Employment of Other Servants of the European Union, which strove to ensure cost-efficiency and acknowledged that challenges currently faced by the European Union require a particular effort by each and every public administration and each and every member of its staff to improve efficiency and to adjust to the changing economic and social context in Europe.
Ta poziv je dejansko izpostavil cilj iz predloga Komisije iz leta 2011 za spremembo Kadrovskih predpisov in Pogojev za zaposlitev drugih uslužbencev Evropske unije, ki si je prizadeval zagotoviti stroškovno učinkovitost in poudaril, da sedanji izzivi Evropske unije zahtevajo izjemno prizadevanje prav vsake javne uprave in prav vsakega člana osebja, da bi se izboljšala učinkovitost in z namenom prilagajanja spreminjajočim se gospodarskim in socialnim razmeram v Evropi.
The European Council called moreover, as part of the reform of the Staff Regulations, for the adjustment of remuneration and pensions of all staff of the Union institutions through the method to be suspended for two years and for the new solidarity levy to be reintroduced as part of the reform of the salary method.
Poleg tega je Evropski svet kot del reforme Kadrovskih predpisov pozval k temu, da se na podlagi metode za dve leti prekine prilagajanje osebnih prejemkov in pokojnin vsega osebja institucij Unije ter da se kot del reforme plačne metode ponovno uvede nova solidarnostna dajatev.
In view of those conclusions and in order to respond to future budgetary constraints as well as to show solidarity on the part of the European civil service with the severe measures taken by Member States as a result of the unprecedented financial crisis and the particularly difficult social and economic context in the Member States and the Union as a whole, it is necessary to provide for suspension of the method for two years for all remuneration, pensions and allowances of officials and to apply the solidarity levy despite such suspension.
Ob upoštevanju navedenih sklepov, z namenom prilagoditve bodočim proračunskim omejitvam ter v želji pokazati solidarnost evropske javne uprave do strogih ukrepov držav članic zaradi finančne krize brez primere, zlasti pa do težkih socialnih in gospodarskih razmer v državah članicah ter v vsej Uniji, je treba za dve leti prekiniti metodo za vse osebne prejemke, pokojnine in nadomestila ter navkljub takšni prekinitvi uveljaviti solidarnostno dajatev.
Demographic changes and the changing age structure of the population concerned require that the pension age be increased, subject however to transitional measures for officials and other servants of the European Union already in service.
Zaradi demografskih sprememb in spreminjajoče se starostne strukture prebivalstva je treba povišati upokojitveno starost, vendar je treba pri tem uporabiti prehodne ukrepe za že zaposlene uradnike in druge uslužbence Evropske unije.
Those transitional measures are necessary in order to respect acquired rights of officials already in service who have contributed to the notional pension fund for European Union officials.
Ti prehodni ukrepi so potrebni zaradi spoštovanja pridobljenih pravic že zaposlenih uradnikov, ki so prispevali v navidezen pokojninski sklad za uradnike Evropske unije.
The pension age should also be made more flexible by making it easier for staff to continue to work voluntarily until the age of 67 and by making it possible, in exceptional circumstances and under specific conditions, to work until the age of 70.
Upokojitvena starost bi morala biti bolj prilagodljiva, tako da bi osebje lažje prostovoljno nadaljevalo z delom do 67. leta starosti, v izjemnih okoliščinah in pod posebnimi pogoji pa do 70. leta starosti.
Since the European Union pension scheme is in actuarial balance and that balance has to be maintained in the short and in the long term, staff employed before 1 January 2014 should be compensated for their pension contribution by transitional measures, such as an adjusted accrual rate for the years of service after reaching pensionable age (Barcelona incentive) and by applying half of the reduction for early retirement between the age of 60 and the statutory retirement age.
Ker je pokojninski sistem Evropske unije aktuarsko uravnotežen in je treba to ravnotežje kratkoročno in dolgoročno ohranjati, bi se za osebje, zaposleno pred 1. januarjem 2014, pokojninski prispevek moral izravnati s prehodnimi ukrepi, kot sta prilagojena odmerna stopnja za leta službovanja po doseženi upokojitveni starosti (barcelonska spodbuda) in uporaba polovičnega zmanjšanja za predčasno upokojitev za obdobje med dopolnjenim 60. letom in s predpisi določeno upokojitveno starostjo.
Commonly accepted actuarial practice requires that a period of past observations between 20 and 40 years be used for interest rates and salary growth with a view to ensuring the balance of pension schemes.
V skladu s splošno sprejeto aktuarsko prakso se zaradi zagotavljanja uravnoteženosti pokojninskih sistemov za izračun obrestnih mer in rasti plač uporabijo pretekla opazovanja v obdobju od 20 do 40 let.
The moving averages for interest rates and salary growth should therefore be extended to 30 years with a transitional period of seven years.
Zato bi bilo treba drsečo sredino za obrestne mere in rast plač podaljšati na 30 let s sedemletnim prehodnim obdobjem.
The Council requested from the Commission a study and the submission of appropriate proposals on Article 5(4), Annex I, Section A, and Article 45(1) of the Staff Regulations with a view to establishing a clear link between responsibilities and grade and in order to ensure a greater emphasis on the level of responsibilities when comparing merits in the context of promotion.
Svet je zaprosil Komisijo za študijo in predložitev ustreznih predlogov glede člena 5(4) oddelka A Priloge I in člena 45(1) Kadrovskih predpisov, da bi vzpostavili jasno povezavo med odgovornostmi in razredom ter pri primerjavi odlik v okviru napredovanja bolj poudarili raven odgovornosti.
Taking that request into account, it is appropriate that promotion to a higher grade should be made conditional on personal dedication, improvement of skills and competences, and the performance of duties the importance of which justifies the official's appointment to that higher grade.
Ob upoštevanju tega zaprosila je primerno, da bi bilo napredovanje v višji razred pogojeno z osebno zavzetostjo, izboljšanjem veščin in sposobnosti ter opravljanjem nalog, katerih pomen upravičuje imenovanje uradnika v zadevni višji razred.