natgillin/translations-raw huggingface dataset:
PUBLIC ACCESS TO ECB DOCUMENTS The ECB 's Decision on public access to ECB documents 11 adopted in March 2004 is in line with the objectives and standards applied by other Community institutions and bodies with regard to public access to their documents .
DOSTOP JAVNOSTI DO DOKUMENTOV ECB Sklep ECB o javnem dostopu do dokumentov ECB , 11 ki je bil sprejet marca 2004 , je v skladu s cilji in merili drugih institucij in organov Skupnosti glede javnega dostopa do njihovih dokumentov .
It enhances transparency , while at the same time taking into account the independence of the ECB and of the NCBs and ensuring the confidentiality of certain matters specific to the performance of the ECB 's tasks .
Izboljšuje preglednost , hkrati pa upošteva neodvisnost ECB in nacionalnih centralnih bank ter zagotavlja zaupnost nekaterih zadev , specifičnih za izvajanje nalog ECB .
12 In 2007 the number of public access requests remained limited .
Leta 2007 je število zahtevkov za javni dostop ostalo majhno . 12
Regulation ( EC ) No 1073/1999 of the European Parliament and of the Council of 25 May 1999 concerning investigations conducted by the European Anti-Fraud Office ( OLAF ) , OJ L 136 , 31.5.1999 , p. 1 . 10 Decision ECB / 2004/11 concerning the terms and conditions for European Anti-Fraud Office investigations of the European Central Bank , in relation to the prevention of fraud , corruption and any other illegal activities detrimental to the European Communities » financial interests and amending the Conditions of Employment for Staff of the European Central Bank , OJ L 230 , 30.6.2004 , p. 56 .
10 Sklep ECB / 2004/11 o pogojih za preiskave Evropskega urada za boj proti goljufijam v Evropski centralni banki v zvezi s preprečevanjem goljufij , korupcije in drugih nezakonitih dejanj , ki škodujejo finančnim interesom Evropskih skupnosti , in o spremembah Pogojev za zaposlitev v Evropski centralni banki , UL L 230 , 30 . 6 .
This Decision was adopted in response to the judgement of the European Court of Justice on 10 July 2003 in Case-11 / 00 Commission v European Central Bank , ECR I-7147 .
Ta sklep je bil sprejet kot odgovor na razsodbo Sodišča Evropskih skupnosti z dne 10 . julija 2003 v zadevi 11/00 Komisija proti Evropski centralni banki ECR , I-7147 .
11 OJ L 80 , 18.3.2004 , p. 42 .
11 UL L 80 , 18 . 03 .
12 In line with the ECB 's commitment to openness and transparency , an « Archives » section of the ECB 's website provides access to historical documentation . 9
12 V skladu z zavezanostjo ECB odprtosti in preglednosti ; razdelek z naslovom „Arhiv » na spletnem mestu ECB omogoča dostop do arhivske dokumentacije .
2 ORGANISATIONAL DEVELOPMENTS 2.1 HUMAN RESOURCES In 2007 the ECB enhanced its human resources ( HR ) policy framework to underline the importance of its values and the HR basic principles .
2 ORGANIZACIJSKI RAZVOJ 2.1 ČLOVEŠKI VIRI V letu 2007 je ECB okrepila svoj okvir kadrovske politike , da bi poudarila pomembnost svojih vrednot in temeljnih kadrovskih načel .
13 This framework is also an instrument for explaining why specific HR policies have been chosen and how they relate to one another .
13 S tem okvirom tudi pojasnjuje , zakaj so bile izbrane posamezne kadrovske politike in kako so med seboj povezane .
Under the framework , policies relating to HR management fall into four main areas : CORPORATE CULTURE With staff from the 27 EU Member States , the ECB has integrated diversity management into its HR practices to ensure that the individual competencies of staff are recognised and fully utilised for the purpose of achieving the ECB 's objectives .
Znotraj okvira so politike v zvezi s kadrovskim upravljanjem razdeljene na štiri glavna področja . ORGANIZACIJSKA KULTURA ECB zaposluje ljudi iz 27 držav članic EU , zato je v svoje kadrovske postopke vključila upravljanje raznolikosti , da bi tako zaposlenim priznala njihove individualne sposobnosti in to v celoti izkoristila pri doseganju ciljev ECB .
The management of diversity at the ECB is based on the diversity strategy launched in 2006 .
Upravljanje raznolikosti v ECB temelji na strategiji raznolikosti , ki je bila uvedena leta 2006 .
It seeks to ensure that all members of staff are treated with respect and that their performance is assessed on the basis of merit .
Njen cilj je zagotoviti , da so vsi zaposleni obravnavani spoštljivo in da se njihova uspešnost ocenjuje na podlagi njihovih zaslug .
The six ECB common values ( competence , effectiveness and efficiency , integrity , team spirit , transparency and accountability , and working for Europe ) were further embedded in the HR policies with a view to shaping day-to-day behaviour and improving performance .
V kadrovske politike je bilo vključenih tudi šest skupnih vrednot ECB ( strokovnost , uspešnost in učinkovitost , poštenost , skupinski duh , preglednost in odgovornost ter delo za Evropo ) kot vodilo pri vsakdanjem ravnanju in v spodbudo za večjo delovno uspešnost .
STAFF DEVELOPMENT Following the introduction in 2006 of general principles for mobility which encourage members of staff to change positions after five years of service , internal mobility has received considerable support .
RAZVOJ ZAPOSLENIH Po uvedbi splošnih načel mobilnosti v letu 2006 , ki zaposlene spodbujajo , da vsakih 5 let zamenjajo delovno mesto , notranja mobilnost zdaj uživa precejšnjo podporo .
Mobility is seen as an opportunity for staff to widen their expertise and develop their skills and as a means for the ECB to broaden awareness among its staff and increase synergies across business areas .
Zaposleni jo razumejo kot priložnost , da razširijo strokovno znanje in pridobijo nove spretnosti , za ECB pa predstavlja način , da zaposleni bolje spoznajo delovanje organizacije in da je mogoče bolje izkoristi sinergije med poslovnimi področji .
In this respect , the internal recruitment policy , which places emphasis on broad competencies , aims to further facilitate internal staff mobility .
Notranjo mobilnost zaposlenih dodatno pospešuje politika notranjega zaposlovanja , ki poudarja predvsem splošnejše sposobnosti .
In 2007 a « mobility window » was launched to foster exchanges between staff members as well as temporary internal transfers , for instance to cover for the absence of colleagues .
V letu 2007 je bilo uvedeno „okno mobilnosti » , ki spodbuja izmenjave zaposlenih in začasne notranje premestitve , na primer za nadomeščanje odsotnih sodelavcev .
In total , 152 members of staff , including 31 managers and advisers , moved internally to other positions in 2007 , either on a temporary or on a long-term basis .
Leta 2007 je bilo na drugo delovno mesto bodisi začasno ali za daljše obdobje notranje premeščenih več kot 152 zaposlenih , med njimi 31 vodstvenih delavcev in svetovalcev .
The ECB 's external work experience scheme facilitates the secondment of staff to the 27 NCBs in the EU or to relevant international organisations ( e.g. the IMF and the BIS ) for periods of two to twelve months .
Program zunanjega pridobivanja delovnih izkušenj , ki ga izvaja ECB , omogoča napotitve zaposlenih v 27 nacionalnih centralnih bank v EU ali v ustrezne mednarodne organizacije ( npr . MDS in BIS ) za obdobje od dveh do dvanajstih mesecev .
23 members of staff were seconded under this scheme in 2007 .
V letu 2007 je bilo po tem programu napotenih 23 zaposlenih .
In addition , the ECB granted unpaid leave , for up to three years , to 36 members of staff .
ECB je poleg tega 36 zaposlenim odobrila neplačani dopust do 3 let .
Many of them ( 19 ) took up employment at NCBs , international organisations or private companies .
Mnogi od njih ( 19 ) so se zaposlili pri nacionalni centralni banki , mednarodnih organizacijah ali zasebnih podjetjih .
Others used these periods of unpaid leave for study purposes .
Drugi so neplačani dopust izkoristili za študij .
In addition to promoting mobility , including managerial rotation , the HR strategy continued to focus on the development of ECB management and , in particular , on strengthening managerial skills through training and individual coaching .
Poleg spodbujanja mobilnosti , vključno z rotacijo vodstvenih delavcev , je kadrovska strategija veliko pozornosti še naprej posvečala razvoju vodstvenih kadrov ECB in zlasti krepitvi vodstvenih spretnosti s pomočjo usposabljanja in individualnimi treningi .
Training for managers concentrated on the enhancement of leadership skills , on performance and organisational change management , and on « dignity at work » as an essential pillar of the ECB 's diversity strategy .
Pri usposabljanju vodstvenih kadrov je bil osrednji poudarek namenjen krepitvi spretnosti vodenja , delovni uspešnosti , upravljanju organizacijskih sprememb , pa tudi „dostojanstvu na delovnem mestu » kot bistvenim stebrom strategije raznolikosti ECB .
Managers also participated in an annual mandatory multi-source feedback exercise in which directly reporting staff , peers and external contacts identify areas for managers » personal development .
Poleg tega so vodstveni delavci sodelovali v obveznem letnem pridobivanju povratnih informacij iz različnih virov , v okviru katerega neposredno podrejeni , sodelavci na isti ravni in zunanji stiki navedejo področja , na katerih je možen nadaljnji osebni razvoj ocenjevanega .
Based on the results of the multisource feedback , individual coaching can be provided .
Na temelju rezultatov povratnih informacij iz različnih virov je mogoče zagotoviti individualni trening .
The continuous acquisition and development of skills and competencies by all members of staff remains a cornerstone of the ECB 's HR strategy .
Stalno pridobivanje in razvoj znanj in sposobnosti vseh zaposlenih ostaja eden temeljnih kamnov kadrovske strategije ECB . Osnovno načelo je , da sta učenje in razvoj skupna odgovornost zaposlenih in organizacije .
As a basic principle , learning and development are a shared responsibility between staff and institution .
Na eni strani ECB zagotavlja proračunska sredstva in okvir usposabljanja , medtem ko vodstveni delavci opredelijo potrebe po usposabljanju zaposlenih na njihovem trenutnem delovnem mestu .
On the one hand , the ECB provides the budgetary means and training framework 13 The HR basic principles are : organisational need , decentralised staff management , merit , diversity , attractive employment conditions and reciprocal commitment .
Na drugi strani morajo zaposleni za izobraževanje in razvoj ustrezno ukrepati ter 13 Temeljna načela kadrovske politike so : organizacijske potrebe , decentralizirano vodenje zaposlenih , zasluge , raznolikost , privlačni pogoji zaposlitve in vzajemna zavezanost .
ECB Annual Report 2007 201
ECB Letno poročilo 2007
and managers define the training needs of staff for their current position .
skrbeti za svojo trajno visoko strokovno znanje .
On the other hand , staff have to take the necessary steps for learning and development and ensure that their expertise is maintained at the highest level .
Poleg številnih možnosti za usposabljanje v okviru ECB so zaposleni pri bolj tehničnih področjih še naprej uporabljali tudi možnosti zunanjega usposabljanja .
In addition to numerous in-house training opportunities , staff continued to take up external training opportunities to address individual training needs of a more technical nature . They also benefited from training opportunities organised as part of ESCB programmes or offered by the NCBs .
Mnogi so se udeležili tudi usposabljanj , ki so potekala v okviru programov ESCB ali so jih organizirale nacionalne centralne banke .
In the context of its secondary training policy , the ECB provided 22 members of staff with support to acquire a qualification that would increase their professional competence beyond the requirements of their current position .
ECB je v skladu s svojo politiko sekundarnega usposabljanja 22 zaposlenim omogočila pridobitev kvalifikacije , s katero bo njihova strokovna usposobljenost višja od zahtevane za njihovo trenutno delovno mesto .
RECRUITMENT External recruitment to fill permanent positions was carried out on the basis of fixed-term contracts of five years for managerial positions and three years for other positions .
ZAPOSLOVANJE Zunanje zaposlovanje za zapolnitev stalnih delovnih mest je potekalo na podlagi 5-letnih pogodb za določen čas za vodstvene položaje in 3-letnih pogodb za določen čas za vsa druga delovna mesta .
In 2007 the ECB offered 27 convertible fixed-term contracts to external applicants .
V letu 2007 je ECB zunanjim prosilcem ponudila 27 pogodb za določen čas , ki jih je mogoče spremeniti v pogodbe za nedoločen čas .
It also issued 56 non-convertible fixed-term contracts to cover for staff absences of more than one year and 114 shortterm contracts to cover for absences of less than one year , such as unpaid or parental leave .
Izdala je tudi 56 nespremenljivih pogodb za določen čas za nadomeščanje delavcev , odsotnih več kot eno leto , in 114 kratkoročnih pogodb za nadomeščanje delavcev , odsotnih do enega leta , na primer zaradi neplačanega dopusta ali starševskega dopusta .
The following table summarises developments in the staffing of the ECB in 2007 . Offering short-term contracts to staff from NCBs and international organisations allows the ECB and these organisations to gain from each other 's experience .
V naslednji tabeli so povzeta gibanja zaposlovanja ECB v letu 2007 . Kratkoročne pogodbe za uslužbence nacionalnih centralnih bank in mednarodnih organizacij ECB in tem organizacijam omogoča medsebojno izmenjavo izkušenj .
Employing NCB staff on a short-term basis also helps to foster an ESCB-wide team spirit .
Kratkoročno zaposlovanje uslužbencev nacionalnih centralnih bank prispeva tudi h krepitvi skupinskega duha v ESCB .
In September 2007 the second intake of participants in the ECB 's Graduate Programme , which is aimed at recent graduates with a broad educational background , joined the Bank on the basis of two-year non-convertible contracts .
Septembra 2007 se je ECB na podlagi 2-letnih nespremenljivih pogodb pridružila druga skupina udeležencev programa ECB za diplomante , ki je namenjen novim diplomantom s širokega področja izobrazbe .
The internship opportunities offered by the ECB focused on students and graduates with backgrounds in economics , statistics , business administration , law and translation .
ECB je opravljanje pripravništva omogočila predvsem študentom in diplomantom ekonomije , statistike , poslovne administracije , prava in prevajalstva .
The ECB also offered five fellowships as part of the Wim Duisenberg Research Fellowship Programme , which is open to leading economists , and five fellowships to young researchers in the context of its Lamfalussy Fellowship Programme .
ECB je podelila tudi pet štipendij v okviru programa „Wim Duisenberg Research Fellowship Programme » , ki je na voljo vodilnim ekonomistom , in pet štipendij mladim raziskovalcem v okviru raziskovalnega programa „Lamfalussy Fellowship Programme » .
EMPLOYMENT CONDITIONS The ECB has started an ambitious project which aims to introduce an enterprise resource planning system .
POGOJI ZAPOSLITVE ECB je začela ambiciozen projekt , s katerim namerava uvesti sistem načrtovanja virov organizacije .
The SAP-based system called « ISIS » ( Integrated data , Streamlined processes , Information Sharing ) , once operational , will have a significant impact on a number of tasks relating to HR management .
Ko bo integrirani informacijski sistem „ISIS » ( Integrated data , Streamlined processes , Information , Sharing ) , ki temelji na sistemu SAP , začel delovati , bo pomembno vplival na številne naloge , ki so povezane s kadrovskim upravljanjem .
As well as simplifying various administrative processes , the system will allow staff and managers to perform some activities in « self-service mode » , thus contributing to increased efficiency within the organisation .
Sistem bo poenostavil različne administrativne postopke , zaposlenim in vodstvenim delavcem pa bo omogočal tudi „samopostrežni » model izvajanja številnih dejavnosti , kar bo prispevalo k večji učinkovitosti v organizaciji .
Taking into account the most recent developments regarding life expectancy , the ECB has initiated a review of the retirement plan it offers to its staff .
ECB je ob upoštevanju najnovejših gibanj pričakovane življenjske dobe začela revidirati pokojninski načrt , ki ga ponuja svojim zaposlenim .
It is expected that the outcome of this review will be implemented at the beginning of 2009 .
Rezultat te revizije naj bi se po pričakovanjih začel izvajati na začetku leta 2009 .
Staffing developments 2007 Staff with an ECB contract , full-time equivalent 1 ) Short-term contracts offered to experts from NCBs and / or international organisations New participants in the Graduate Programme Internships 1,375 106 10 145 2006 1,342 93 6 173
Gibanje števila zaposlenih 2007 Zaposleni s pogodbo ECB , ekvivalent polnega delovnega časa 1 ) Kratkoročne pogodbe za strokovnjake iz nacionalnih centralnih bank in / ali mednarodnih organizacij Novi udeleženci programa za diplomante Pripravništva 1.375 2006 1.342 106 10 145
Source : ECB .
93 6 173 Vir : ECB .
1 ) The approved headcount as at 31 December 2007 was 1,348 .
1 ) Odobreno število zaposlenih v proračunu je 31 . decembra 2007 znašalo 1.343 .
This discrepancy was mainly due to the fact that fixed-term contracts were awarded to replace staff members who were absent for a period of more than 12 months . 202
To razhajanje je predvsem posledica tega , da so bile sklenjene pogodbe za določen čas za nadomeščanje delavcev , ki so bili odsotni več kot 12 mesecev .
In order to improve the balance between professional and private life , and to further develop the resilience of the ECB , the Executive Board decided to launch a pilot project with a view to progressively introducing teleworking .
ECB , je Izvršilni odbor sklenil uvesti pilotni projekt , s katerim naj bi se postopoma uvedlo teledelo .
After completion of the project , the benefits and drawbacks will be carefully assessed before a decision is taken on extending the scheme .
Ko bo projekt končan , bo opravljena temeljita ocena prednosti in slabosti , šele potem pa bo sprejeta odločitev o razširitvi načrta .
THE HUMAN RESOURCES CONFERENCE AND THE FOLLOW-UP TO THE EUROSYSTEM MISSION STATEMENT The Human Resources Conference ( HRC ) was established in 2005 , with the aim of further promoting cooperation and team spirit among Eurosystem / ESCB central banks in the field of HR management .
KADROVSKA KONFERENCA IN NADALJNJE UKREPANJE V ZVEZI Z IZJAVO O POSLANSTVU EUROSISTEMA Kadrovska konferenca je bila ustanovljena leta 2005 s ciljem , da še naprej spodbuja sodelovanje in skupinski duh med centralnimi bankami Eurosistema / ESCB na področju kadrovskega upravljanja .
The HRC 's activities in 2007 covered different aspects of staff training and development , including opportunities for ESCB training activities and the development of measures to increase intra-ESCB mobility .
Dejavnosti kadrovske konference v letu 2007 so zajemale različne vidike usposabljanja in razvoja zaposlenih , vključno s priložnostmi za usposabljanje v okviru ESCB in oblikovanjem ukrepov za povečanje mobilnosti v ESCB .
With the aim of exchanging experiences and moving towards the establishment of best practices , workshops and presentations were organised on topics such as recruitment and selection procedures , assessment centres , internal mobility and career path policies .
Da bi izmenjali izkušnje in se približali najboljšim praksam , so bile organizirane delavnice in predstavitve o zaposlovanju in izbirnih postopkih , ocenjevalnih centrih , notranji mobilnosti in politikah na področju poklicnih poti .
A conference on leading organisational change also took place , and a new task force on ESCB human resources management information was launched .
Pripravljena je bila tudi konferenca o vodenju organizacijskih sprememb , uvedena pa je bila tudi nova projektna skupina za informacije o kadrovskem upravljanju ESCB .
2.2 NEW ECB PREMISES Work on the ECB 's new premises progressed according to schedule in 2007 .
2.2 NOVI PROSTORI ECB Dela v zvezi z novimi prostori ECB so v letu 2007 potekala po načrtu .
The detailed planning phase started on 20 February 2007 and the results of this phase were presented to the public on 8 October 2007 .
Faza podrobnega načrtovanja se je začela 20 . februarja 2007 , rezultati te faze pa so bili javnosti predstavljeni 8 .
The design was submitted to the relevant authorities of the City of Frankfurt on 22 October 2007 in order to obtain the necessary building permits .
Načrt je bil 22 . oktobra 2007 predložen ustreznim organom mesta Frankfurt za pridobitev potrebnih gradbenih dovoljenj .
While the overall appearance of the building ensemble remained unchanged as a result of the detailed planning phase , the design for the new premises was further developed .
Celovita podoba stavbe je po fazi podrobnega načrtovanja ostala nespremenjena , načrt novih prostorov pa se je še naprej dopolnjeval .
On-site analyses of original building elements and materials used in the Grossmarkthalle were conducted with a view to developing appropriate methods of restoration .
Opravljene so bile analize originalnih gradbenih elementov in materialov v Grossmarkthalle , da bi pripravili ustrezne metode za obnovo stavbe .
203 The specifics of the construction envisaged inside the Grossmarkthalle were elaborated in further detail , especially with regard to fire and safety requirements , as well as the structural elements of the functional areas within the hall .
Značilnosti konstrukcije , predvidene v notranjosti Grossmarkthalle , so bile podrobneje dodelane , zlasti glede protipožarnih in varnostnih zahtev , enako tudi gradbeni elementi funkcionalnih predelov v hali .
The overall concept for the interior of the new premises , including the materials and surfaces , was defined .
Opredeljena je bila celovita zasnova notranjosti novih prostorov , vključno z materiali in površinami .
Sample installations were built to test the functionality and quality of the materials chosen for the main building elements .
Zgrajene so bile vzorčne instalacije , da bi preizkusili funkcionalnost in kakovost materialov , ki so bili izbrani za glavne stavbne elemente .
An actual-size , two-storey mock-up building , showing the facade of a middle section of the high-rise south office tower and the adjacent atrium , has been installed at the ECB 's future site in order to verify the technical , functional and architectural details .
Na bodoči lokaciji ECB je bil zgrajen model 2-nadstropne stavbe v naravni velikosti , ki prikazuje fasado srednjega dela južne poslovne stolpnice in sosednji atrij , da bi preverili tehnične , funkcionalne in arhitekturne podrobnosti .
In 2007 the land use plan was further developed by the planning department of the City of Frankfurt , in cooperation with the ECB .
Oddelek za prostorsko načrtovanje mesta Frankfurt je v letu 2007 v sodelovanju z ECB dodatno oblikoval prostorski načrt .
The purpose of the land use plan is to ascertain sustainable urban development .
Namen prostorskega načrta je zagotoviti trajnostni urbani razvoj .
The general public and various authorities are involved in the development of the plan , thereby ensuring its democratic legitimacy .
Pri oblikovanju prostorskega načrta sodelujejo tudi javnost in različni organi , s čimer sta zagotovljeni demokratičnost in legitimnost postopkov .
The land use plan was published in the « Amtsblatt » , the official gazette of the City of Frankfurt , on 13 November 2007 , rendering it legally binding .
Prostorski načrt je bil 13 . novembra 2007 objavljen v uradnem listu mesta Frankfurt „Amtsblatt » in tako je postal zakonsko zavezujoč .
In August 2007 the ECB launched an international public tender for a general contractor to construct its new premises .
Avgusta 2007 je ECB objavila mednarodni natečaj za glavnega izvajalca gradnje novih prostorov ECB .
The contract notice was published both in the Official Journal of the European Union and on the ECB 's website .
Javni razpis je bil objavljen v Uradnem listu Evropske unije in na spletni strani ECB .