natgillin/translations-raw huggingface dataset:
The ECB also offered two 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 tudi podelila dve štipendiji v okviru programa „Wim Duisenberg Research Fellowship Programme » , ki je na voljo vodilnim ekonomistom , in pet štipendij mladim raziskovalcem v okviru svojega raziskovalnega programa „Lamfalussy Fellowship » .
INTERNAL MOBILITY Internal mobility represents an opportunity for staff to broaden their expertise and a means to increase synergies across business areas .
NOTRANJA MOBILNOST Notranja mobilnost omogoča zaposlenim razširiti strokovno znanje in povečuje sinergije med poslovnimi področji .
In this respect , the internal recruitment policy , which places emphasis on broad competencies , aims to further facilitate internal staff mobility .
Glede na to politika notranjega zaposlovanja , ki poudarja široko usposobljenost , spodbuja notranjo mobilnost zaposlenih .
Other initiatives , such as exchanges between staff and temporary internal transfers to cover for the absence of colleagues , also support internal mobility .
Poleg tega notranjo mobilnost spodbujajo tudi druge pobude , na primer izmenjave zaposlenih in začasne notranje premestitve na druga delovna mesta za nadomeščanje odsotnih sodelavcev .
In 2006 more than 80 members of staff , including 15 managers and advisers , moved internally to other positions , either on a temporary or on a long-term basis .
Leta 2006 je bilo na druga delovna mesta bodisi začasno ali dolgoročno notranje premeščenih več kot 80 zaposlenih , med njimi 15 menedžerjev in svetovalcev .
In 2006 the ECB introduced general principles for mobility , which encourage members of staff to change position after every five years of service .
ECB je leta 2006 uvedla splošna načela mobilnosti , ki spodbujajo zaposlene , da zamenjajo delovno mesto po vsakih petih letih službovanja .
EXTERNAL MOBILITY The ECB 's external work experience scheme facilitates the secondment of staff to the 27 NCBs or to relevant international financial institutions ( e.g. the IMF and the BIS ) for periods of two to twelve months .
ZUNANJA MOBILNOST Program pridobivanja zunanjih poklicnih izkušenj , ki ga izvaja ECB , omogoča napotitve zaposlenih v 27 nacionalnih centralnih bank ali v ustrezne mednarodne finančne institucije ( npr . MDS in Banko za mednarodne poravnave ) za obdobja od dveh do dvanajst mesecev .
24 members of staff were seconded under the scheme in 2006 .
Leta 2006 je v navedenem programu sodelovalo 24 zaposlenih .
In addition , the ECB granted unpaid leave , for up to three years , to 29 members of staff who took up employment at NCBs , EU institutions or international organisations . 13 The actual number of FTE positions as at 31 December 2006 was 1,367 .
Poleg tega je ECB odobrila neplačani dopust do 3 let 29 zaposlenim , ki so se zaposlili pri nacionalnih centralnih 13 Na dan 31 . decembra 2006 je bilo delovnih mest v ekvivalentu polnega delovnega časa dejansko 1.367 .
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 , and to the existence at the end of the year of a small restructuring surplus resulting from the zero-based budgeting exercise .
Ta razlika je predvsem posledica dejstva , da so bile za nadomestitev zaposlenih , ki so bili odsotni več kot 12 mesecev , sklenjene zaposlitve za določen čas , in da je ob koncu leta obstajal manjši presežek iz prestrukturiranja zaradi postopka ničelnega predračunavanja .
DIVERSITY STRATEGY With staff from the 27 EU Member States , the ECB has integrated diversity management into its human resources practices to ensure that the individual competencies of staff are recognised and fully utilised in achieving the ECB 's objectives .
UPRAVLJANJE RAZNOLIKOSTI ECB zaposluje ljudi iz 27 držav članic EU , zato v svoje prakse na področju človeških virov vključuje upravljanje raznolikosti , da bi se priznale individualne sposobnosti zaposlenih in se v celoti izkoristile pri doseganju ciljev ECB .
The diversity policy initiated by the ECB in 2005 was officially launched in 2006 .
Politika glede raznolikosti , ki jo je ECB uvedla leta 2005 , se je začela uradno izvajati leta 2006 .
The management of diversity at the ECB seeks to ensure that all members of staff are treated with respect and that they are managed on the basis of merit .
Upravljanje raznolikosti v ECB si prizadeva zagotoviti , da se vsi zaposleni obravnavajo spoštljivo in se upravljajo na podlagi zaslug .
STRENGTHENING HUMAN RESOURCES In addition to promoting mobility , including managerial rotation , the human resources ( HR ) strategy continues to focus on the development of ECB management .
KREPITEV ČLOVEŠKIH VIROV Poleg spodbujanja mobilnosti , vključno z rotacijo na vodilnih delovnih mestih , se strategija človeških virov osredotoča na razvoj vodilnih kadrov ECB .
Managerial and leadership skills continued to be strengthened through training and individual coaching .
Zaposleni so svoje menedžerske in vodstvene veščine še naprej krepili z usposabljanjem in individualnim coachingom .
Training for managers concentrated on the enhancement of leadership skills , performance management and leading organisational change .
Usposabljanje vodilnih delavcev je bilo osredotočeno na krepitev vodstvenih veščin , upravljanje uspešnosti in vodenje organizacijskih sprememb .
Following the launch of the ECB diversity strategy in 2006 , a specific training course for managers on « dignity at work » was implemented .
Po začetku izvajanja strategije ECB glede raznolikosti leta 2006 se je začel izvajati program usposabljanja vodilnih delavcev o „dostojanstvu na delovnem mestu » .
In addition , managers participated in an annual mandatory multi-source feedback exercise in which direct reports , peers and external contacts identify areas for managers » personal development .
Poleg tega so vodilni delavci sodelovali v letnem obveznem procesu pridobivanja povratnih informacij iz različnih virov , v okviru katerega neposredna poročila , sodelavci in zunanji stiki prepoznavajo področja za osebni razvoj vodilnih delavcev .
This feeds into the managers » annual performance assessment .
Te informacije se upoštevajo v letni oceni uspešnosti vodilnih delavcev .
Individual coaching is provided based on the results of the multi-source feedback .
Individualni coaching se izvaja na podlagi rezultatov navedenega pridobivanja povratnih informacij .
In 2006 the ECB introduced an Advisory Positions Framework which provides a parallel career structure to the traditional managerial structure .
ECB je leta 2006 uvedla „okvir svetovalnih delovnih mest » ( Advisory Positions Framework ) , ki zagotavlja vzporedno karierno strukturo poleg tradicionalne poslovodne strukture .
The role of an adviser is to provide high-level technical or policy expertise , crossorganisational coordination and / or management advice on a wide range of topics .
Vloga svetovalca je zagotavljati tehnično ali politično strokovno znanje na visoki ravni , koordinacijo med organizacijami in / ali svetovanje pri poslovodenju glede širokega spektra tematskih področij .
The six ECB common values ( competence , effectiveness and efficiency , integrity , team spirit , transparency and accountability , and working for Europe ) were further embedded in the human resources policies in order to translate them into day-to-day behaviour and performance .
Šest skupnih vrednot ECB ( strokovnost , uspešnost in učinkovitost , poštenost , skupinski duh , preglednost in odgovornost ter delo za Evropo ) je bilo nadalje vključenih v politike človeških virov , da bi se tako prenesle v vsakodnevno življenje in delovanje .
HR tools and processes ( e.g. performance management , recruitment and selection , training and development ) will continue to be further aligned with these values .
Orodja in procesi za upravljanje človeških virov ( npr . upravljanje uspešnosti , izbiranje in zaposlovanje kadrov , usposabljanje in razvoj ) se bodo še naprej usklajevali s temi vrednotami .
The continuous acquisition and development of skills and competencies remains a cornerstone of the ECB 's HR strategy .
Stalno pridobivanje in razvoj znanja , spretnosti in sposobnosti ostajata eden izmed temeljev strategije človeških virov ECB .
As a basic principle , learning and development are a shared responsibility between staff and institution .
Temeljno načelo je , da sta učenje in razvoj skupna odgovornost zaposlenih in institucije .
The ECB provides the budgetary means and training framework , managers define the training needs to ensure that staff maintain the high level of professional knowledge and skills required for their current position , and staff have the primary responsibility for learning and development .
ECB zagotovi proračunska sredstva in okvir usposabljanja , vodilni delavci opredelijo potrebe po usposabljanju , da bi pri zaposlenih zagotovili trajno visoko raven strokovnega znanja in veščin , ki so potrebne na njihovem trenutnem delovnem mestu , zaposleni pa so odgovorni za učenje in razvoj .
In addition to several in-house training opportunities , staff continued to take up external training opportunities to address individual specific training needs of a more « technical » nature .
Poleg številnih možnostih za notranje usposabljanje so zaposleni še naprej izkoriščali možnosti zunanjega usposabljanja , da bi zadovoljili posebne individualne potrebe po usposabljanju , ki so bolj „tehnične » narave .
They also benefited from training opportunities organised as common ESCB programmes or offered by the NCBs .
Izkoristili so tudi možnosti za usposabljanje , organizirane kot skupni programi ESCB ali pa jih ponujajo NCB .
The ECB granted unpaid leave for study purposes to 10 members of staff and , in the context of the Secondary Training Policy , provided 14 others with support to acquire a qualification that would increase their professional competence beyond the requirements of their current position .
ECB je odobrila neplačani študijski dopust 10 zaposlenim in v okviru svoje politike sekundarnega usposabljanja ( Secondary Training Policy ) ponudila podporo 14 drugim , da bi pridobili kvalifikacijo , s katero bi svojo strokovno usposobljenost povečali na raven , višjo od tiste , ki jo zahteva njihovo trenutno delovno mesto .
THE HUMAN RESOURCES CONFERENCE AND THE FOLLOW-UP TO THE EUROSYSTEM MISSION STATEMENT With the aim of further promoting the cooperation and team spirit among Eurosystem / ESCB central banks in the field of human resources management , the Governing Council established a Human Resources Conference ( HRC ) in 2005 , thus formalising the longstanding cooperation between the heads of personnel of the central banks of the EU .
KONFERENCA O ČLOVEŠKIH VIRIH IN SPREMLJANJE IZVAJANJA IZJAVE O POSLANSTVU EUROSISTEMA Da bi še naprej spodbujal sodelovanje in skupinski duh med centralnimi bankami Eurosistema / ESCB pri upravljanju človeških virov , je Svet ECB leta 2005 ustanovil ECB Letno poročilo 2006
The HRC 's activities in 2006 covered different aspects of staff training and development , including opportunities for common training activities , career policies , performance appraisal ECB Annual Report 2006 189
Konferenco o človeških virih ( HRC ) in tako formaliziral dolgoletno sodelovanje med vodji kadrovskih oddelkov centralnih bank EU . Dejavnosti HRC leta 2006 so zajemale različne vidike usposabljanja in razvoja zaposlenih , vključno s priložnostmi za skupne dejavnosti usposabljanja , kariernimi politikami , sistemi ocenjevanja delovne uspešnosti , politikami glede napotitev in postopki izbire .
systems , secondment policies and selection procedures .
Delo HRC na tem področju bo razširjeno na razvoj ukrepov za spodbujanje izmenjave zaposlenih .
The HRC 's work in this field will extend to developing measures to foster staff exchange . The HRC also exchanged information on staff costs and , together with ECCO , proposed a comprehensive framework to address the main topics covered by the Eurosystem mission statement , the strategic intents and the organisational principles in shared Eurosystem / ESCB staff induction programmes .
HRC je prav tako izmenjala informacije o stroških za zaposlene in skupaj z Odborom za komunikacije Eurosistema / ESCB predlagala celovit okvir za obravnavo glavnih tem , zajetih v izjavi o poslanstvu Eurosistema , strateških namenov in organizacijskih načel v skupnih programih Eurosistema / ESCB za uvajanje zaposlenih . HIMMELB ( L ) AU na podlagi pregledanih funkcionalnih , prostorskih in tehničnih zahtev in nižjih stroškov gradnje , je projekt v letu 2006 prešel v fazo načrtovanja .
to the planners , experts , architects , engineers and construction companies that will be involved in the planning and construction of the premises ;
Ta faza zajema : -- pripravo in izvedbo potrebnih postopkov javnega razpisa za dodeljevanje javnih naročil za storitve načrtovalcev , izvedencev , arhitektov , inženirjev in gradbenih podjetij , ki bodo sodelovali pri načrtovanju in gradnji prostorov ;
-- submitting the plans to the authorities of the City of Frankfurt in order to obtain the necessary building permits and review all plans for compliance with the applicable building regulations , e.g. the building code , fire protection and health and safety standards ;
-- predložitev načrtov organom mesta Frankfurt za pridobitev potrebnih gradbenih dovoljenj in pregled skladnosti načrtov z veljavnimi gradbenimi predpisi , kot so zakon o gradnji objektov , požarna varnost ter zdravstveni in varnostni standardi ;
-- preparing an updated cost calculation in order to confirm the overall cost framework ( Euros 500 million for building costs and Euros 850 million total investment costs , based on 2005 prices ) ;
-- pripravo posodobljenega izračuna stroškov za potrditev skupnega okvira stroškov ( 500 milijonov EUR za gradbene stroške in 850 milijonov EUR skupnih investicijskih stroškov na podlagi cen iz leta 2005 ) ;
-- developing detailed plans for the design based on the building specifications and on continuous value engineering . Accordingly , the architects submitted a preliminary design proposal which included several adaptations in relation to the optimised design .
-- pripravo podrobnih načrtov za oblikovno zasnovo na podlagi gradbenih specifikacij in kakovostnega gradbeništva .
First , the skyscraper and the entrance 2.2 NEW ECB PREMISES Progress continued to be made in the planning of the ECB 's new premises .
2.2 NOVI PROSTORI ECB Nadaljeval se je napredek v načrtovanju novih prostorov ECB . Po optimizaciji zmagovalne oblikovne zasnove biroja COOP
Following COOP HIMMELB ( L ) AU 's optimisation of its winning design on the basis of the reviewed functional , spatial and technical requirements , as well as a lower target for building costs , the project moved into a planning phase in 2006 . This phase involves : -- preparing and implementing the necessary tender procedures to award service contracts
ECB Letno poročilo 2006 V skladu s tem so arhitekti predložili idejni projekt , ki je vseboval več sprememb optimizirane oblikovne zasnove .
building which will connect the Grossmarkthalle to the skyscraper were moved slightly to the west , following the specifications of the historic preservation authorities .
Prvič , nebotičnik in vhodna stavba , ki bo povezovala Grossmarkthalle z nebotičnikom , sta pomaknjena nekoliko na zahod , v skladu s specifikacijami organov za spomeniško varstvo .
Second , the envisaged functions of the Grossmarkthalle were reorganised on the basis of historic preservation and space requirements .
Drugič , predvidene funkcije prostorov Grossmarkthalle so bile spremenjene na podlagi zahtev spomeniškega varstva in prostorskih zahtev .
Third , the facade of the skyscraper has been made more energyefficient by improving the solar protection .
Tretjič , fasada nebotičnika je z izboljšanjem zaščite pred soncem energetsko učinkovitejša .
The landscape design of the site has also been redefined and specifies the incorporation of security measures .
Preoblikovana je bila tudi zasnova ureditve krajine , v katero so vgrajeni varnostni ukrepi .
Finally , the top of the skyscraper has been changed in shape , with a new slanted roof improving the overall shape and clarity of the building in its urban context .
Končno , spremenjena je bila oblika vrha nebotičnika , pri čemer nova poševna streha izboljšuje celotno obliko in jasnost stavbe v njenem urbanem kontekstu .
The City of Frankfurt in collaboration with the ECB continued to prepare a legally binding land use plan for the new premises .
Mesto Frankfurt je v sodelovanju z ECB nadaljevalo pripravo pravno obvezujočega načrta uporabe zemljišča za nove prostore .
In this context , various meetings with the city authorities were held in the course of the year .
V zvezi s tem so med letom potekali različni sestanki z mestnimi organi .
The process of submitting a request for the building permits is expected to be finalised by the end of October 2007 , as scheduled .
Proces pridobivanja gradbenih dovoljenj naj bi se po pričakovanjih končal ob koncu oktobra 2007 , kakor je bilo načrtovano .
Construction is envisaged to start in early 2008 , with finalisation foreseen by the end of 2011 .
Gradnja naj bi se po predvidevanjih začela v začetku leta 2008 , konec gradnje pa je predviden za konec leta 2011 .
A memorial and information space to commemorate the Grossmarkthalle 's role in the deportation of Jewish citizens will also be constructed .
Zgrajen bo tudi spominski in informacijski prostor v spomin na vlogo Grossmarkthalle pri deportaciji judovskih državljanov .
A task force consisting of representatives of the City of Frankfurt , the Frankfurt Jewish Community and the ECB is currently preparing an international competition for the design of the memorial and information space .
Delovna skupina , ki jo sestavljajo predstavniki mesta Frankfurt , frankfurtske judovske skupnosti in ECB , trenutno pripravlja mednarodni natečaj za oblikovanje tega spominskega in informacijskega prostora .
The competition is expected to be launched in 2007 .
Natečaj naj bi se predvidoma začel leta 2007 .
3 ESCB SOCIAL DIALOGUE The ESCB Social Dialogue is a consultative forum involving the ECB and employee representatives from almost all central banks of the ESCB and from European trade union federations 14 .
3 SOCIALNI DIALOG V ESCB Socialni dialog ESCB je posvetovalni forum , ki vključuje ECB in predstavnike zaposlenih iz skoraj vseh centralnih bank ESCB in evropskih sindikalnih združenj 14 .
Its purpose is to provide information and an exchange of views on issues that may have a major impact on the employment situation at the central banks of the ESCB .
Njegov namen je zagotoviti izmenjavo informacij in mnenj o vprašanjih , ki lahko pomembno vplivajo na položaj zaposlovanja v centralnih bankah ESCB .
Meetings of the ESCB Social Dialogue were held in June and December 2006 .
Leta 2006 sta bila v okviru socialnega dialoga v ESCB izvedena dva sestanka , in sicer junija in decembra .
In addition to issues relating to banknote production and circulation , payment systems ( TARGET2 ) and financial supervision , which are topics regularly addressed by the Social Dialogue , discussions dealt with the implementation of the measures related to the Eurosystem mission statement , strategic intents and organisational principles and with their implications for the day-to-day work of Eurosystem staff .
Poleg vprašanj v zvezi s proizvodnjo in obtokom bankovcev , plačilnimi sistemi ( TARGET2 ) in finančnim nadzorom , ki so redne teme socialnega dialoga , se je razpravljalo o izvajanju ukrepov , povezanih z izjavo o poslanstvu Eurosistema , strateških namenih in organizacijskih načelih ter njihovem vplivu na vsakodnevno delo zaposlenih v Eurosistemu .
The employee representatives were also informed of the work being carried out by the HRC .
Predstavniki zaposlenih so bili prav tako seznanjeni z delom Konference o človeških virih .
The ECB continued to issue a biannual newsletter to keep employee representatives informed of the latest developments with regard to the above topics .
ECB je tudi leta 2006 dvakrat na leto izdala glasilo , s katerim je predstavnike zaposlenih seznanila z najnovejšim dogajanjem na zgoraj navedenih področjih .
Additional means to enhance the ESCB Social Dialogue were discussed at the December meeting and agreed between the ECB and the European trade union federations .
Na decembrskem sestanku so se obravnavale dodatne možnosti za izboljšanje socialnega dialoga v ESCB , ECB in evropska sindikalna združenja pa so v zvezi s tem dosegli dogovor .
A mechanism was established through which employee representatives can be informed , at an early stage , of the issues to be addressed by the Governing Council which are relevant to the Social Dialogue .
Vzpostavljen je bil mehanizem , s katerim je mogoče predstavnike zaposlenih v zgodnji fazi obveščati o vprašanjih , ki jih bo obravnaval Svet ECB in so pomembna za socialni dialog .
At the invitation of the trade union federations , the ECB also participated in two seminars on industrial relations and corporate culture , which were mainly aimed at employee representatives from the NCBs of the Member States which joined the EU in May 2004 and in January 2007 .
Na povabilo združenj sindikatov se je ECB udeležila tudi dveh seminarjev o odnosih med delojemalci in delodajalci ter korporativni kulturi , ki sta bila namenjena predvsem predstavnikom zaposlenih iz NCB držav članic , ki so v EU vstopile maja 2004 in januarja 2007 .
14 The Standing Committee of European Central Bank Unions ( SCECBU ) , UNI-Finance and the European Federation of Public Service Unions ( EPSU ) .
14 Stalni odbor sindikatov evropskih centralnih bank ( Standing Committee of European Central Bank Unions -- SCECBU ) , mednarodno združenje sindikatov UNI-Finance in Evropska federacija sindikatov javnih služb ( European Federation of Public Service Unions -- EPSU ) .
4 ANNUAL ACCOUNTS OF THE ECB
4 LETNI RAČUNOVODSKI IZKAZI ECB
MANAGEMENT REPORT FOR THE YEAR ENDING 31 DECEMBER 2006 1 NATURE OF THE BUSINESS The ECB 's activities in 2006 are described in detail in the relevant chapters of the Annual Report .
POROČILO POSLOVODST VA Z A LETO , KI SE JE KONČALO 31 .
see the notes on the Profit and Loss Account and Chapter 8 , Section 2 , which also describes the ECB 's human resources strategy . INVESTMENT ACTIVITIES AND RISK MANAGEMENT The ECB 's foreign reserves portfolio consists of foreign reserve assets transferred to it by the euro area NCBs in accordance with the provisions of Article 30 of the Statute of the European System of Central Banks and of the European Central Bank , and the income thereon .
DECEMBRA 2006 1 NARAVA POSLOVANJA NALOŽBENE DEJAVNOSTI IN OBVLADOVANJE TVEGANJ Portfelj deviznih rezerv ECB sestavljajo devizne rezerve , ki so jih na ECB prenesle nacionalne centralne banke euroobmočja v skladu z določbami člena 30 Statuta Evropskega sistema centralnih bank in Evropske centralne banke , ter prihodki iz tega naslova . Portfelj zagotavlja sredstva za operacije ECB na deviznem trgu za namene , ki so opredeljeni v Pogodbi .
It serves to fund the ECB 's operations in the foreign exchange market for the purposes set out in the Treaty . The ECB 's own funds portfolio reflects the investment of its paid-up capital , the counterpart of the provision against foreign exchange , interest rate and gold price risks , the general reserve fund and income accumulated on the portfolio in the past .
Portfelj lastnih sredstev ECB odraža naložbe njenega vplačanega kapitala , protipostavko rezervacij za tečajna tveganja , obrestna tveganja in cenovna tveganja pri zlatu , sklad splošnih rezerv ter prihodke od portfelja , nabrane v prejšnjih obdobjih .
Its purpose is to provide the ECB with income to contribute to the coverage of its operating expenses .
Njegov namen je Evropski centralni banki zagotoviti prihodke , ki se lahko uporabijo za pokritje njenih stroškov poslovanja .